Valor Payroll Solutions

Final Check Due Date by State

Enterprise payroll expertise, exclusively for small businesses.

State	Involuntary Termination	Voluntary Resignation	Resources
Alabama	No provision	No provision
Alaska	Within 3 business days	By next regular payday at least 3 days after employer gets notice of resignation	Alaska Department of Labor – Workers – Wages – Wage and Hour FAQs – #17
Arizona	Earlier of 7 working days or end of next regular pay period	Next regular payday or by mail if employee requests	Arizona Industrial Commission of Arizona – Resources for Employes – FAQ –	Arizona State Legislature – Article 7 Payment of Wages Title 23-353 – Payment of wages of discharged employee; violation; classification
Arkansas	By next regular payday	By next regular payday	Arkansas – DOL – FAQs
California	DUE AT THE TIME OF TERMINATION	Within 72 hours if no notice was given, or immediately if at least 72 hours notice was given	California – Department of Industrial Relations – FAQ – Wages, Deductions, and Tips – Paydays, Pay Periods and the Final Wages
Colorado	DUE AT TIME OF TERMINATION or within 6 hours of payroll department becoming operational (by mail on request); next day if payroll is offsite	Next regular payday	Colorado – Department of Labor and Employment – Colorado Wage Act – -pdf – page 6-7	Colorado – Department of Labor and Employment – Colorado Wage Act – website from where I pulled the pdf –
Connecticut	Next business day	Next regular payday	Connecticut – General Statutes of Connecticut – Volume 9 – Title 31 – Chapter 558 Wages – Sec. 31-71c. Payment of wages on termination of employment.
Delaware	Next regular payday	Next regular payday	Delaware Department of Labor – Office of Labor Law Enforcement – Wage Payment
Dist. of Col.	Next working day; within 4 days if responsible for employer’s money; next regular payday if suspended due to labor dispute	Earlier of next regular payday or 7 days; 4 days if employee is responsible for employer’s money
Florida	No provision	No provision
Georgia	No provision	No provision
Hawaii	DUE AT TIME OF TERMINATION or next working day if that is impossible	Next regular payday or immediately if one pay period’s notice was given	Hawaii Wage Standards Division –	Hawaii State Legislature – Title 21. Labor and Industrial Relations – Chapter 388 Wages and Other Compensation, Payment: §388-3 Employees who are separated from the payroll before paydays.
Idaho	Earlier of 10 days or next regular pay- day (not counting weekends and holi- days); within 48 hours of employee’s written request for payment	Earlier of 10 days or next regular pay- day (not counting weekends and holi- days); within 48 hours of employee’s written request for payment	Idaho Legislature Statutes -TITLE 45 – CHAPTER 6 CLAIMS FOR WAGES 45-606. PAYMENT OF WAGES UPON SEPARATION FROM EMPLOYMENT.
Illinois	DUE AT TIME OF TERMINATION if possible; if not, by next regular payday	DUE AT TIME OF TERMINATION if possible; if not, by next regular payday	Illinois Department of Labor – Wage Payment and Collection Act FAQ #8	https://www.ilga.gov/legislation/ilcs/ilcs3.asp?ActID=2402&ChapterID=68
Indiana	Next regular payday	Next regular payday	Indiana Department of Labor – Wage & Hour IDOL Knowledge Base – Payment	Indiana General Assembly – Indiana Code 22-2-5-1(b)
Iowa	Next regular payday; 30 days for commissions	Next regular payday; 30 days for commissions	Iowa Division of Labor – Wage and Hour Common Questions #13	Iowa Code Chapter 91A.4 Employment suspension or termination — how wages are paid.
Kansas	Next regular payday	Next regular payday	Kansas Legislative – Chapter 44 – Article 3.Payment of Compensation – 44-315 Separation prior to payday; damages for willful non-payment.
Kentucky	Later of next regular payday or 14 days	Later of next regular payday or 14 days	Commonwealth of Kentucky Labor Cabinet – Workplace Standards – Wages and Hours	Kentucky General Assembly – KRS Chapter 337 – Payment of Wages Generally – 337.055 Payment of all wages or salary upon dismissal or voluntary leaving required.
Louisiana	Next regular payday or 15 days after termination, whichever is earlier	Next regular payday or 15 days after quit, whichever is earlier	Louisiana State Legislature RS 23:631 – CHAPTER 6. PAYMENT OF EMPLOYEES
Maine	Earlier of next regular payday or 14 days after demand for payment	Earlier of next regular payday or 14 days after demand for payment	Maine Department of Labor – Summary of Labor Laws	Maine Legislature Title 26 Labor and Industry Chapter 7 Employment Practices Subchapter 2 Wages and Medium of Payment
Maryland	Next regular payday or within two weeks of demand, whichever is earlier	Next regular payday or within two weeks of demand, whichever is earlier	Maryland Department of Labor – Termination Pay – The Maryland Guide to Wage Payment and Employment Standards	Maryland General Assembly – Article – Labor and Employment 3-505
Massachusetts	DUE AT TIME OF TERMINATION	Next regular pay day or Saturday following resignation, whichever is earlier	Commonwealth of Massachusetts – General Laws Part 1 Title 21 Chapter 149 Section 148 Payment of wages; commissions; exemption by contract; persons deemed employers; provision for cashing check or draft; violation of statute	Massachusetts Wage & Hour Laws Poster
Michigan	DUE AT TIME OF TERMINATION, or as soon as amount due is determined	When amount due is determined	Michigan Legislature – Payment of Wages and Fringe Benefits – Section 408.475	Michigan Labor and Economic Opportunity – Payment of Wages at Termination
Minnesota	Immediately, or within 24 hours of demand	Next regular payday; if payday is less than 5 days after final workday, then by second payday, but no more than 20 days after discharge.	Minnesota Legislature – Labor Industry Chapter 181 Employment 181.14 PAYMENT TO EMPLOYEES WHO QUIT OR RESIGN; SETTLEMENT OF DISPUTES	Minnesota Legislature – Labor Industry Chapter 181 Employment 181.11 DISCHARGED EMPLOYEE MUST BE PAID WITHIN 24 HOURS.
Mississippi	No provision	No provision
Missouri	DUE AT TIME OF TERMINATION	No provision	Missouri Revisor of Statutes – Title XVIII (18) Labor and Industrial Relations – Chapter 290 Wages, Hours and Dismissal Rights> 290.110. Payment due discharged employee — exceptions — penalty for delay.	Missouri Department of Labor & Industrial Relations – If an employee quits
Montana	DUE AT TIME OF TERMINATION unless employer’s written policy extends the time period to the next regular payday or 15 days from date of termination, whichever is earlier	By next regular payday or 15 days from date of separation, whichever is earlier	Montana – Department of Labor & Industry – Wage and Hour FAQs	Montana Code Title 39 Labor Chapter 3 Wages & Wage Protection Part 2 Payment of wages when employee separated from employment prior to payday — exceptions.
Nebraska	Earlier of next regular payday or 2 weeks	Earlier of next regular payday or 2 weeks	Nebraska Legislature Statute 48-1230:Employer; regular paydays; altered; notice; deduct, withhold, or divert portion of wages; when; wage statement; use of payroll debit card; conditions; unpaid wages; when due.	Nebraska Department of Labor – FAQs – Fact Sheet – Labor Standards
Nevada	DUE AT TIME OF TERMINATION	Earlier of next regular payday or 7 days	State of Nevada Department of Business & Industry – Office of the Labor Commissioner – FAQ’s	Nevada Statutes – NRS 608.020 – 608.040
New Hampshire	Within 72 hours	Next regular payday or within 72 hours if one pay period’s notice is given	New Hampshire – Department of Labor – Wages and Hours FAQ
New Jersey	Next regular payday	Next regular payday	New Jersey – Department of Labor & Workforce Development – Wage and Hour Compliance – Labor Laws and Regulations – 34:11 – 4.3. Termination or Suspension of Employment
New Mexico	Within 5 days; 10 days for wages paid by commission, task, or piece rates	Next regular payday	New Mexico – Department of Workforce Solutions – Wage and Hour FAQs pdf	New Mexico Compilation Commission – Official Legal Publisher of State of New Mexico – Chapter 50 – Employment Law 50 4-4. Discharges (Discharged) employees
New York	Next regular payday	Next regular payday	New York State Legislation – Chapter 31 Labor – Article 6 Payment of Wages – Section 191 Frequency of Payments (3)
North Carolina	Next regular payday	Next regular payday	North Carolina – Department of Labor – Payment of Final Wages to Separated Employees	North Carolina – Final Pay for Separated Employees
North Dakota	Next regular payday	Next regular payday	North Dakota – Wage and Hour and Equal Employment Laws Brochure	North Dakota – Labor and Human Rights – Printable Brochures
Ohio	Next regular payday	Next regular payday	From LawInfo.com – (not 100% sure if we should use for the Public – this site ? It seems to me they word it best?? In Ohio, there are no specific rules for employees who are either laid off or who quit their jobs…..
Oklahoma	Next regular payday	Next regular payday	Oklahoma – Department of Labor – FAQ – Wage and Hour
Oregon	By the end of the first business day after discharge or termination	Earlier of next regular payday or 5 business days; immediately if 48 hours’ notice is given	Oregon – Bureau of Labor & Industries – Final Paychecks
Pennsylvania	Next regular payday	Next regular payday	Pennsylvania – Department of Labor & Industry – General Wage and Hour Questions # 15
Rhode Island	Next regular payday	Next regular payday	Rhode Island – Statutes – Title 28 Labor and Labor Relations – Chapter 14 Payment of Wages 28–14-4
South Carolina	Within 48 hours or next regular pay- day (no more than 30 days)	Within 48 hours or next regular pay- day (no more than 30 days)	South Carolina – Code of Laws Title 41 – Labor and Employment – Chapter 10 Payment of Wages Section 41-10-40 (B)
South Dakota	Next regular payday	Next regular payday	South Dakota Dept. of Labor & Regulation
Tennessee	No later than 21 days or next regular payday	No later than 21 days or next regular payday	Tennessee Department of Labor & Workforce Development – Final Paychecks	Tennessee Code Unannotated – Tenn Code Ann S 50-2-103 Payment of employees in private employments.> (g)
Texas	Within 6 calendar days	Next regular payday	Texas – Statutes – Subtitle C. Wages – Chapter 61 Payment of Wages – 61.014 Payment After Termination of Employment	<< Texas PDF Labor Code Chapter 61. Payment of Wages – go to page 5
Utah	Within 24 hours	Next regular payday	Utah State Legislature – Utah Code – Title 34 Labor in General – Chapter 28 Payment of Wages – Section 5
Vermont	Within 72 hours	Next regular payday; if there is none, next Friday	Summary of Vermont Wage and Hour Laws pdf	Vermont Statutes – Title 21: Labor Chapter 005: Employment Practices Subchapter 002 : Wages And Medium Of Payment § 342. Weekly payment of wages
Virginia	Next regular payday	Next regular payday	Code of Virginia – § 40.1-29. Time and medium of payment; withholding wages; written statement of earnings; agreement for forfeiture of wages; proceedings to enforce compliance; penalties.
Washington	Next regular payday	Next regular payday	Washington State Department of Labor & Industries	Washington State Legislature – RCW 49.48.010
West Virginia	Next regular payday	Next regular payday	WV – Division of Labor – Fact Sheet – Payment of Final Wages
Wisconsin	Next regular payday; within 24 hours if employer closes or moves	Next regular payday	Wisconsin Department of Workforce Development – Wage Payment and Collection Law	Wisconsin State Legislature – Chapter 109 Wage Payments, Claims and Collections – 109.03 (2) When wages payable; pay orders
Wyoming	Next regularly scheduled payday	Next regularly scheduled payday	Legislature of the State of Wyoming – Title 27- Chapter 4 Article 1 In General: 27-4-104:Payment of employee quitting or discharged and suit for wages; generally.	Wyoming Labor Standards FAQs

What Our Satisfied Clients are Saying

Christina Hageny did some early work for our company and we were so impressed with her level of knowledge, expertise and commitment to the project that we signed her on to manage our company’s payroll full time. We deal in all 50 states and have employees spread out all over the country. As you can imagine, we brought a pretty complex set-up to the relationship, but Christina tackled it without any issue and got us back into compliance while ensuring that our team got compensated correctly and on time along the way. We do and will continue to recommend Christina Hageny and Valor Payroll Solutions to our friends and colleagues. Capable, trustworthy and unparalleled customer service!

Christina with Valor Payroll Solutions has been nothing short of amazing for our small business. She is kind, she is patient, she is prompt, and she has helped us learn so much that our previous payroll company was letting slide through the cracks. We are so grateful to have found her.

Valor Payroll Solutions has, quite literally, changed my life. I’m the CEO of a small, but fast growing, company, and I had previously been taking care of our multi-state payroll myself. It was overwhelming and I did not have the necessary expertise. Christina from Valor stepped in and took our payroll over completely, including all of the multi-state tax filings and other reporting. She also fixed all of the mistakes I didn’t even know I had made. She is kind, gracious, knowledgeable, attentive, and communicative. She has improved my company and has allowed us to continue growing. I would recommend Valor to any company with payroll needs. You will kick yourself for not doing it sooner.

Christina was extremely helpfully and very patient. Christina delivered good work on this project. I enjoyed working with her, Her communication was top-notch, she met all deadlines, and her skills were reasonably strong. She helped me find additional information. I enjoyed working with Christina and will definitely be working with her in the future. Thank you Christina.

If I could give a 10 star I WOULD!! Usually I don’t take time to actually write reviews unless the experience was top notch. Christina is by far the MOST patience and professional individual, I’ve had the pleasure of working with. She answered all of my seriously silly questions without belittling me. She responds very fast, with great detail and clarity. I’ll def be using her again. Thank me later!

Christina was very knowledgeable in all the HR and hiring rules. She really helped me set up the hiring system for my startup. She called CA FTB to confirm the details and went over and above to do her job perfectly. It was awesome working with her and I am glad I hired her.

We switched our payroll (Toddy's Liquor and Wine/Tulsa) to Valor (Christina Hageny) recently. After dealing with the major national chains, who seemed to view us as too small for their focus....it is a welcome change to have someone who provides us with insight, information, and cares about our business. I could not be happier with her knowledge, response, and demeanor...and the pricing is great. I would encourage anyone not happy with their current provider to call Christina.

Christina did an excellent job on my project. Fast, professional and her work was superb!

My experience with Valor has been outstanding! Questions are handled quickly and completely. I am impressed with the willingness to help and the professionalism with all details to our payroll and HR activities. If Christina does not have the answer, she takes her time and energy to find it. It has been the best thing for our company to switch to Valor Payroll Solutions! I recommend them to everyone!

Christina was so incredibly easy to work with! She made the setup and every little element of hiring our remote employee a breeze. I was so hesitant to hire an employee because of the complexity of payroll. But with an expert like her as your partner, I only regret not hiring her a long time ago! She's allowed me to focus back into my business growth. She's an incredible blessing to us! I highly recommend her and Valor Payroll Solutions!

I can't believe I didn't switch payroll services sooner! Christina is so easy to work with and Valor Payroll Solutions handles everything. All I do is submit my employee hours and payroll is done. Direct deposits, taxes paid, reports for me, all of it. Everything is handled and I know it's being done right.