Pay, Time Off & Work Hour Calculators
This directory covers final-pay timing for 12 selected states, not all 50. It separates timing of regular final wages from the different question of whether unused PTO or vacation is payable.
Last updated: July 2026
Start by finding your state in the table, then compare the general timing note with your separation type. A resignation, discharge, layoff, retirement, or mutual separation may be treated differently depending on the state.
Use the table as a routing guide, not a final answer. Final paycheck rules can depend on current state law, the regular payday schedule, written policy, employment agreement terms, and the type of compensation still owed.
Timing rules answer when final wages may need to be paid. Amount questions answer what should be included in the final paycheck. Those are related, but they are not the same issue.
Regular wages, overtime, commissions, bonuses, reimbursements, unused vacation, and unused PTO may each have different documentation or policy requirements. The final paycheck calculator can help estimate a possible amount, but it cannot decide whether a disputed item is legally owed.
Unused PTO or vacation is not automatically handled the same way in every state. For a state-by-state PTO overview, use the PTO payout laws by state guide and which states require PTO payout.
If your employer separates PTO, vacation, sick leave, personal days, floating holidays, or comp time, review each category separately. Do not assume a sick leave balance or personal leave balance pays out just because vacation may be payable in some situations.
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Final paycheck deadlines can depend on the state, separation type, payday schedule, and whether the amount includes unused vacation, commissions, bonuses, or other final compensation.
| State | General Timing Note | PTO or Final Compensation Note | Official Timing Source |
|---|---|---|---|
| California | California guidance says discharged employees are generally due final wages immediately. A quit with at least 72 hours' notice is generally due at quitting; without that notice, final wages are generally due within 72 hours. | California guidance generally treats earned vacation as wages and says earned, unused vacation is payable at separation. | California official final-paycheck source |
| Texas | Texas guidance says final pay is generally due within six calendar days after discharge or layoff and on the next regularly scheduled payday after a resignation. | Texas guidance says accrued leave payout is required under the Texas Payday Law only when a written policy or agreement promises it, subject to those written terms. | Texas official final-paycheck source |
| Florida | No Florida-specific general private-sector final-pay deadline was verified in this review. Federal guidance says federal law does not require immediate final payment, so confirm any Florida-specific rule independently. | No Florida-specific general private-sector PTO payout rule was verified in this review. Check the employer's written policy or agreement and treat the federal source only as a federal baseline. | Florida federal final-pay baseline |
| New York | New York guidance says final wages are generally due by the regular payday for the pay period worked and must be mailed if the former employee requests it. | New York guidance says unused vacation payout depends on the vacation or resignation policy; written forfeiture conditions can matter. | New York official final-paycheck source |
| Illinois | Illinois guidance says final compensation, including payable vacation, is due by the next regularly scheduled payday. | Illinois guidance says earned vacation under an employment contract or policy is payable as final compensation when employment ends. | Illinois official final-paycheck source |
| Colorado | Colorado guidance says discharge or layoff generally triggers immediate final pay, subject to payroll-unit exceptions, while resignation is generally paid by the next regular payday. | Colorado guidance says earned, determinable vacation is payable at separation; leave usable for any purpose may qualify even if it has another label. | Colorado official final-paycheck source |
| Massachusetts | Massachusetts guidance says workers who quit are generally due by the next regular payday, while workers who are fired or laid off are generally due on their last day of work. | Massachusetts official guidance says vacation promised through an oral or written agreement is treated as wages and accrued vacation is included in final pay. | Massachusetts official final-paycheck source |
| Washington | Washington guidance says final wages are generally due on or before the next regularly scheduled payday, while voluntary vacation payout remains a separate benefit question. | Washington L&I describes vacation as a voluntary benefit generally governed by employer policy or an agreement; employers may choose whether to include it in final pay. | Washington official final-paycheck source |
| Oregon | Oregon deadlines vary by separation type and notice: discharge is generally due by the next business day, while resignation timing depends in part on whether at least 48 hours' notice was given. | Oregon guidance says employers must honor an established policy or agreement concerning accrued vacation or similar benefit payout. | Oregon official final-paycheck source |
| Arizona | Arizona statute says discharged employees are generally due within seven working days or by the end of the next regular pay period, whichever is sooner; employees who quit are generally due by the regular payday for that pay period. | Arizona ICA instructions accept vacation as an unpaid-wage claim category, but that page does not establish a general duty to pay every unused vacation or PTO balance. | Arizona official final-paycheck source |
| North Carolina | North Carolina guidance says final wages are generally due on or before the next regular payday, with later-calculable amounts paid after they become calculable. | North Carolina guidance treats vacation and PTO as promised wage benefits when an employer establishes a policy, agreement, or practice; written forfeiture terms can affect earned vacation. | North Carolina official final-paycheck source |
| Nevada | Nevada guidance says employees who quit are generally due within seven days or by the next regular payday, whichever is earlier; discharged employees' wages are due immediately, with statutory penalties addressed separately. | Nevada's statutory paid-leave provision permits, but generally does not require, cash payment of unused statutory paid leave at separation. Separate vacation or PTO promises require their own review. | Nevada official final-paycheck source |
Yes. Some states set specific timing rules, while others rely more on the next regular payday or general wage-payment rules.
It can. Some states treat resignation differently from discharge, layoff, or retirement.
Some deductions may be allowed and others may be limited. Authorization, minimum wage rules, and state law can matter.
No. PTO payout depends on state rules, employer policy, and the type of paid leave involved.
It gives general information only. Verify current state guidance and consider getting professional advice for a specific dispute.