| Alabama(AL)Further editorial verification flagged | Requires further reviewConditional, fact-specific, or requires further review | The handbook, offer letter, benefit plan, and any written payroll promise are the practical starting points because the reviewed Alabama agency page refers private wage and vacation questions to federal resources rather than stating a broad state rule. | Requires further reviewNo official Alabama source reviewed here clearly resolves every private-sector use-it-or-lose-it policy. Treat a forfeiture clause as a contract and wage question requiring individual review. | All listed sources directly opened and reviewed July 28, 2026 | Alabama Department of Labor: Pay and leave questions FAQ (opens in a new tab) | Read Alabama guide | No dedicated state calculator |
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| Alaska(AK) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The Alaska Wage and Hour FAQ directs attention to the employer's own rules. Eligibility, accrual, separation conditions, and payout language should be read together rather than relying only on the balance shown. | Conditional or policy-dependentA forfeiture or separation condition should be evaluated against the policy that created the benefit and how that policy was communicated and applied. | All listed sources directly opened and reviewed July 28, 2026 | Alaska Department of Labor and Workforce Development: Wage and Hour Frequently Asked Questions (opens in a new tab) | Read Alaska guide | No dedicated state calculator |
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| Arizona(AZ)Further editorial verification flagged | Conditional or fact-specificConditional, fact-specific, or requires further review | Review the written plan, established practice, accrual records, and any payout or forfeiture language. The Industrial Commission's claim instructions emphasize supporting documents. | Requires further reviewThe official sources reviewed do not establish one general rule for all vacation forfeiture policies, so this issue remains fact-specific. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Industrial Commission of Arizona: Labor Claims for Unpaid Wages (opens in a new tab) | Read Arizona guide | Open Arizona calculator |
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| Arkansas(AR) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The Arkansas Department of Labor and Licensing asks for the company policy when a wage claim concerns vacation or similar benefits. Earning and separation conditions therefore matter. | Conditional or policy-dependentThe reviewed materials do not establish a universal ban on vacation forfeiture. Read any notice, service, and separation conditions in context. | All listed sources directly opened and reviewed July 28, 2026 | Arkansas Department of Labor and Licensing: Eligibility Requirements for Filing a Wage Claim (opens in a new tab) | Read Arkansas guide | No dedicated state calculator |
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| California(CA) | Generally required for a covered earned balanceEarned or vested vacation may be payable | A policy may define how vacation is earned and may use a reasonable accrual cap, but it generally cannot erase vacation that has already vested. A combined PTO bank may be treated like vacation when it can be used for any purpose. | Forfeiture of earned vacation is generally restrictedCalifornia guidance rejects policies that forfeit earned vacation. The result can differ for leave that is truly limited to sickness or another qualifying event. | All listed sources directly opened and reviewed July 28, 2026 | California Department of Industrial Relations, Division of Labor Standards Enforcement: Vacation FAQ (opens in a new tab) | Read California guide | Open California calculator |
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| Colorado(CO) | Generally required for a covered earned balanceEarned or vested vacation may be payable | The written plan remains important for deciding when time is earned and whether a leave category is unrestricted vacation-like PTO or leave limited to a qualifying event. | Forfeiture of earned vacation is generally restrictedColorado guidance distinguishes a permissible prospective cap from forfeiting vacation that has already been earned and is determinable. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Colorado Department of Labor and Employment, Division of Labor Standards and Statistics: INFO #3E: Payment of Earned Vacation upon Separation of Employment (opens in a new tab) | Read Colorado guide | Open Colorado calculator |
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| Connecticut(CT) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | Written benefit terms should identify accrual, carryover, forfeiture, and separation treatment. A policy that is silent or inconsistently applied may require closer factual review. | A clear policy may permit forfeitureA clear disclosed policy may set forfeiture conditions, but the timing, notice, and language of the policy are important. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Connecticut Department of Labor: Wage and Workplace Standards (opens in a new tab) | Read Connecticut guide | No dedicated state calculator |
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| Delaware(DE) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The agreement defines when vacation is earned, whether payout is promised, and which separation conditions apply. Preserve the version in effect during accrual. | Conditional or policy-dependentThe statute makes the agreement central, so any forfeiture condition needs to be read with benefit-earning and notice provisions rather than in isolation. | All listed sources directly opened and reviewed July 28, 2026 | Delaware General Assembly: Delaware Wage Payment and Collection Act, Title 19 Chapter 11 (opens in a new tab) | Read Delaware guide | No dedicated state calculator |
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| District of Columbia(DC)Further editorial verification flagged | Conditional or fact-specificConditional, fact-specific, or requires further review | The benefit's promise, earning conditions, and separation language should be documented. The general wage page does not answer every vacation-plan question. | Requires further reviewNo clear general D.C. private-sector use-it-or-lose-it rule was verified from the official source set used here. | All listed sources directly opened and reviewed July 28, 2026 | District of Columbia Department of Employment Services: Laws Enforced by the Office of Wage-Hour (opens in a new tab) | Read District of Columbia guide | No dedicated state calculator |
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| Florida(FL)Further editorial verification flagged | Conditional or fact-specificConditional, fact-specific, or requires further review | Check the handbook, employment agreement, offer letter, past written practice, and any HR response describing payout or forfeiture at separation. | Requires further reviewNo Florida-specific general private-sector rule on vacation forfeiture was verified in this source review. A qualified professional may need to interpret a disputed promise. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | U.S. Department of Labor: Wages (opens in a new tab) | Read Florida guide | Open Florida calculator |
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| Georgia(GA)Further editorial verification flagged | Required when policy or agreement promises paymentNo broad state payout requirement identified | Written policy and contract language are the main evidence for whether time was earned and whether separation payout was promised. | Conditional or policy-dependentThe official guide does not establish one statewide answer for all forfeiture clauses. Analyze the actual promise and any conditions. | All listed sources directly opened and reviewed July 28, 2026 | Georgia Department of Labor: Georgia Employer Handbook (opens in a new tab) | Read Georgia guide | No dedicated state calculator |
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| Hawaii(HI)Further editorial verification flagged | Conditional or fact-specificConditional, fact-specific, or requires further review | Hawaii's Wage Standards Division says vacation criteria are set by employer policy and that employees should be able to access the policy in writing, but that guidance does not itself establish a universal payout duty. | Requires further reviewThe sources reviewed do not state one general Hawaii rule for vacation forfeiture at separation. Assess the written plan, notice, earning terms, and any express payout promise. | All listed sources directly opened and reviewed July 28, 2026 | Hawaii Department of Labor and Industrial Relations, Wage Standards Division: Vacation and Sick Leave (opens in a new tab) | Read Hawaii guide | No dedicated state calculator |
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| Idaho(ID)Further editorial verification flagged | Conditional or fact-specificConditional, fact-specific, or requires further review | Preserve the complete plan, amendments, balance statements, and evidence of how the employer applied the plan to comparable separations. | Conditional or policy-dependentA clear condition may affect vesting or payout, but Idaho case law can be material. This guide does not reduce that analysis to a universal allowed/prohibited label. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Idaho Department of Labor: Idaho Wage and Hour Laws Guide (opens in a new tab) | Read Idaho guide | No dedicated state calculator |
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| Illinois(IL) | Generally required for a covered earned balanceEarned or vested vacation may be payable | The policy defines the benefit and accrual method. It cannot simply convert already earned vacation into an unpaid balance at separation. | Conditional or policy-dependentIllinois permits some prospective use-it-or-lose-it structures only when employees receive notice and a reasonable opportunity to use vacation; earned termination payout has separate protection. | All listed sources directly opened and reviewed July 28, 2026 | Illinois Department of Labor: Vacation FAQ (opens in a new tab) | Read Illinois guide | Open Illinois calculator |
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| Indiana(IN) | Conditional or fact-specificEarned or vested vacation may be payable | The exact wording and whether the conditions were communicated are central. A promise of accrued vacation can create compensation even though vacation itself is not mandatory. | Conditional or policy-dependentIndiana's official FAQ treats policy conditions as important, so a forfeiture dispute is fact-specific rather than automatically resolved for either side. | All listed sources directly opened and reviewed July 28, 2026 | Indiana state government FAQ: When I leave employment, must accrued vacation be paid? (opens in a new tab) | Read Indiana guide | No dedicated state calculator |
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| Iowa(IA) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | Review how the plan defines accrual, eligibility, vesting, and separation. The statute does not create one vacation plan for every employer. | Conditional or policy-dependentThe plan's conditions matter, but they should be read alongside Iowa's wage-payment treatment of vacation that is due under a policy or agreement. | All listed sources directly opened and reviewed July 28, 2026 | Iowa Legislature: Iowa Code section 91A.4 (opens in a new tab) | Read Iowa guide | No dedicated state calculator |
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| Kansas(KS) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The policy should state earning, carryover, forfeiture, and termination treatment. Consistent past practice may also be relevant. | A clear policy may permit forfeitureKansas guidance permits a clear use-it-or-lose-it policy, including a policy that says no vacation is paid at termination. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Kansas Department of Labor: Workplace Laws and Requirements (opens in a new tab) | Read Kansas guide | No dedicated state calculator |
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| Kentucky(KY) | Conditional or fact-specificEarned or vested vacation may be payable | Review service requirements, accrual language, probation, separation conditions, and whether the plan calls the amount vested. | Conditional or policy-dependentA plan may define when a benefit vests, but a clause attempting to remove an already vested wage requires careful review. | All listed sources directly opened and reviewed July 28, 2026 | Kentucky General Assembly: Kentucky Revised Statutes, Chapter 337 (opens in a new tab) | Read Kentucky guide | No dedicated state calculator |
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| Louisiana(LA) | Generally required for a covered earned balanceOfficial law or guidance sets a payout rule, with conditions | The employer may set prospective earning and eligibility rules, but the statute addresses payment once vacation is earned and due under those rules. | Forfeiture of earned vacation is generally restrictedLouisiana's anti-forfeiture provision restricts agreements that require employees to forfeit wages, including eligible earned vacation. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Louisiana State Legislature: Louisiana Revised Statutes 23:631 (opens in a new tab) | Read Louisiana guide | No dedicated state calculator |
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| Maine(ME) | Generally required for a covered earned balanceOfficial law or guidance sets a payout rule, with conditions | The policy establishes the vacation benefit and amount accrued, while the statute governs payout for covered employment. Check employer size and collective bargaining terms. | Conditional or policy-dependentA policy cannot be analyzed without the statutory coverage and exception rules. Prospective accrual limits may still define how much time is earned. | All listed sources directly opened and reviewed July 28, 2026 | Maine Legislature: Maine Revised Statutes, Title 26 section 626 (opens in a new tab) | Read Maine guide | No dedicated state calculator |
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| Maryland(MD) | Conditional or fact-specificEmployer policy or agreement generally controls | Check whether the forfeiture or nonpayment term was written and communicated when employment began, as described by Maryland labor guidance. | A clear policy may permit forfeitureMaryland recognizes clear written nonpayment conditions, while the absence of an effective limitation can leave the cash value of earned vacation due. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Maryland Department of Labor: Unused Vacation Termination: Is It Payable? (opens in a new tab) | Read Maryland guide | No dedicated state calculator |
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| Massachusetts(MA) | Generally required for a covered earned balanceEarned or vested vacation may be payable | The plan defines accrual and may use lawful prospective limits, but it cannot erase vacation wages after they have been earned. | Forfeiture of earned vacation is generally restrictedOfficial guidance distinguishes advance limits on earning or carryover from forfeiture of already earned vacation. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Massachusetts Trial Court Law Libraries: Massachusetts Law About Vacation Leave (opens in a new tab) | Read Massachusetts guide | Open Massachusetts calculator |
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| Michigan(MI) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The policy should explain eligibility, accrual, payout, and forfeiture. Michigan's agency guidance makes the written terms central. | Conditional or policy-dependentA written plan may set conditions, but a dispute over whether they were met or changed can require factual review. | All listed sources directly opened and reviewed July 28, 2026 | Michigan Department of Labor and Economic Opportunity: Fringe Benefits Frequently Asked Questions (opens in a new tab) | Read Michigan guide | No dedicated state calculator |
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| Minnesota(MN) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | Review the benefit policy, collective bargaining agreement, employment contract, and established practice for eligibility and timing. | Conditional or policy-dependentThe official page does not state one universal forfeiture rule; the governing promise and circumstances matter. | All listed sources directly opened and reviewed July 28, 2026 | Minnesota Department of Labor and Industry: Employment Termination (opens in a new tab) | Read Minnesota guide | No dedicated state calculator |
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| Mississippi(MS)Further editorial verification flagged | Requires further reviewConditional, fact-specific, or requires further review | Preserve the plan, offer letter, wage statements, and written communications showing whether vacation was promised and when it became earned. | Requires further reviewThe official material located does not resolve a general private-sector use-it-or-lose-it rule. | All listed sources directly opened and reviewed July 28, 2026 | Mississippi Department of Employment Security: Properly Report Earnings (opens in a new tab) | Read Mississippi guide | No dedicated state calculator |
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| Missouri(MO) | No general payout requirement identifiedNo broad state payout requirement identified | A handbook or agreement may create a benefit even where state law does not mandate one. Eligibility and payout conditions should be documented. | A clear policy may permit forfeitureA clear policy may limit or deny payout, subject to any enforceable contract or other applicable law. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Missouri Department of Labor and Industrial Relations: General Wage Information (opens in a new tab) | Read Missouri guide | No dedicated state calculator |
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| Montana(MT) | Generally required for a covered earned balanceEarned or vested vacation may be payable | The plan defines earning and leave categories. Montana guidance specifically distinguishes vacation from general PTO under case-law interpretation. | Forfeiture of earned vacation is generally restrictedUse-it-or-lose-it vacation policies are not permitted once vacation has been earned. | All listed sources directly opened and reviewed July 28, 2026 | Montana Department of Labor and Industry: Wage and Hour Frequently Asked Questions (opens in a new tab) | Read Montana guide | No dedicated state calculator |
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| Nebraska(NE) | Generally required for a covered earned balanceEarned or vested vacation may be payable | The policy can define how time is earned and whether a bank is unrestricted PTO or sick-only leave, but cannot avoid wage treatment merely by relabeling earned vacation. | Forfeiture of earned vacation is generally restrictedEarned vacation wages generally cannot be forfeited through a policy condition after they accrue. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Nebraska Legislature: Nebraska Revised Statute 48-1229 and annotations (opens in a new tab) | Read Nebraska guide | No dedicated state calculator |
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| Nevada(NV)Further editorial verification flagged | Conditional or fact-specificConditional, fact-specific, or requires further review | Identify whether the balance comes from statutory paid leave, vacation, sick leave, or an employer PTO plan before reading its payout terms. | Conditional or policy-dependentStatutory leave has specific carryover and reinstatement provisions. A separate vacation plan may use different written conditions. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Nevada State Legislature: NRS Chapter 608, including NRS 608.0197 (opens in a new tab) | Read Nevada guide | Open Nevada calculator |
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| New Hampshire(NH) | Conditional or fact-specificEarned or vested vacation may be payable | Employers must make relevant policies available, and prospective changes should not retroactively remove vested benefits. | Conditional or policy-dependentA new or revised policy cannot simply make already earned, accrued, and vested benefits lapse; whether a balance reached that status is fact-specific. | All listed sources directly opened and reviewed July 28, 2026 | New Hampshire General Court: New Hampshire Labor Rules, Lab 800 (opens in a new tab) | Read New Hampshire guide | No dedicated state calculator |
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| New Jersey(NJ) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The plan should be checked for earning, carryover, payout, notice, and separation conditions. Consistent administration matters. | Conditional or policy-dependentA clear established policy may impose conditions; the official FAQ does not state one universal rule for every forfeiture dispute. | All listed sources directly opened and reviewed July 28, 2026 | New Jersey Department of Labor and Workforce Development: Wage and Hour Worker Frequently Asked Questions (opens in a new tab) | Read New Jersey guide | No dedicated state calculator |
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| New Mexico(NM) | Generally required for a covered earned balanceEarned or vested vacation may be payable | The policy remains important because it defines how vacation is earned. Preserve the written plan, prior versions, balance records, and any written payout communications. | Requires further reviewThe agency manual supports payment of vacation already earned under policy, but it does not resolve every prospective cap, carryover, or leave-forfeiture structure. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | New Mexico Department of Workforce Solutions: Labor Relations Division Investigations Manual (2025) (opens in a new tab) | Read New Mexico guide | No dedicated state calculator |
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| New York(NY) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | Written or posted terms, and sometimes a confirmable past practice, are central to whether vacation was earned and payable. | A clear policy may permit forfeitureNew York guidance permits clear written forfeiture conditions. A missing or ambiguous policy may produce a different result. | All listed sources directly opened and reviewed July 28, 2026 | New York State Department of Labor: Wages and Hours Frequently Asked Questions (opens in a new tab) | Read New York guide | Open New York calculator |
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| North Carolina(NC) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The policy, agreement, or established practice defines the promised benefit. Prospective changes and forfeiture clauses should be in writing. | A clear policy may permit forfeitureNorth Carolina guidance allows written forfeiture terms, including separation conditions, when properly disclosed. | All listed sources directly opened and reviewed July 28, 2026 | North Carolina Department of Labor: Promised Wages Including Wage Benefits (opens in a new tab) | Read North Carolina guide | Open North Carolina calculator |
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| North Dakota(ND) | Generally required for a covered earned balanceOfficial law or guidance sets a payout rule, with conditions | A policy can define accrual and may use the statutory limitations only when their detailed requirements are satisfied. | Conditional or policy-dependentNorth Dakota permits some use-it-or-lose-it arrangements with notice and a reasonable opportunity to use leave; separation exceptions are separately conditioned. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | North Dakota Department of Labor and Human Rights: Wage and Hour Frequently Asked Questions (opens in a new tab) | Read North Dakota guide | No dedicated state calculator |
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| Ohio(OH)Further editorial verification flagged | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | Read the entire plan and any acknowledgment. Ohio decisions can turn on whether the language clearly states when vacation is earned or forfeited. | A clear policy may permit forfeiturePublished appellate authority recognizes clear policy-based forfeiture, making precise wording and notice important. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Supreme Court of Ohio opinion repository: Korsnak v. CRL, Inc., 2006-Ohio-3852 (opens in a new tab) | Read Ohio guide | No dedicated state calculator |
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| Oklahoma(OK) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The employer should state conditions clearly. Employees should preserve the plan and records showing that each condition was met. | Conditional or policy-dependentOklahoma administrative guidance recognizes conditions precedent in benefit plans, so the answer depends on the wording and facts. | All listed sources directly opened and reviewed July 28, 2026 | Oklahoma Department of Labor: Protect Your Pay (opens in a new tab) | Read Oklahoma guide | No dedicated state calculator |
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| Oregon(OR) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The policy determines whether the employee qualifies and how vacation is classified. Employers should apply it consistently. | Conditional or policy-dependentOregon's official page does not create a universal carryover or forfeiture rule; the established policy or agreement controls. | All listed sources directly opened and reviewed July 28, 2026 | Oregon Bureau of Labor and Industries: Benefits, Holiday and Vacation Pay (opens in a new tab) | Read Oregon guide | Open Oregon calculator |
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| Pennsylvania(PA) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The agreement defines the benefit, eligibility, accrual, and payout. The wage law supplies a remedy for promised amounts rather than inventing missing terms. | Conditional or policy-dependentA forfeiture condition must be evaluated under the governing agreement and applicable case law; the statute does not offer a one-word answer. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Pennsylvania General Assembly: Pennsylvania Wage Payment and Collection Law (opens in a new tab) | Read Pennsylvania guide | No dedicated state calculator |
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| Rhode Island(RI) | Generally required for a covered earned balanceOfficial law or guidance sets a payout rule, with conditions | The policy establishes the vacation award and accrual amount; the statute adds a service threshold and wage-payment treatment. | Conditional or policy-dependentA policy condition should be reviewed against the statutory one-year rule and the definition of accrued vacation. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Rhode Island Department of Labor and Training: Labor Standards Frequently Asked Questions (opens in a new tab) | Read Rhode Island guide | No dedicated state calculator |
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| South Carolina(SC)Further editorial verification flagged | Required when policy or agreement promises paymentConditional, fact-specific, or requires further review | Review the written terms of employment and any changes to the vacation policy, including how and when they were communicated. | Conditional or policy-dependentA disclosed policy may set conditions, but a specific dispute can require interpretation under the South Carolina Payment of Wages Act. | All listed sources directly opened and reviewed July 28, 2026 | South Carolina Department of Labor, Licensing and Regulation: Terms of Employment Notice (LS-26) (opens in a new tab) | Read South Carolina guide | No dedicated state calculator |
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| South Dakota(SD) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The written plan should state earning, notice, payout, and forfeiture conditions. Preserve any acknowledgment and prior versions. | Conditional or policy-dependentOfficial guidance says withholding vacation for failure to give notice is a matter of agreement. | All listed sources directly opened and reviewed July 28, 2026 | South Dakota Department of Labor and Regulation: What You Need to Know About South Dakota Labor Laws (opens in a new tab) | Read South Dakota guide | No dedicated state calculator |
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| Tennessee(TN) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The policy should state whether payout applies and identify any eligibility, notice, or separation conditions. | Conditional or policy-dependentA clear policy can deny payout, subject to the actual agreement and other applicable law. | All listed sources directly opened and reviewed July 28, 2026 | Tennessee Department of Labor and Workforce Development: Wages and Breaks (opens in a new tab) | Read Tennessee guide | No dedicated state calculator |
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| Texas(TX) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | Written language is decisive for earning, rollover, forfeiture, payout, and notice requirements. | A clear policy may permit forfeitureTexas does not impose a general vacation benefit, so a clear written plan may provide expiration or nonpayment terms. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Texas Workforce Commission: Accrued Leave Payouts (opens in a new tab) | Read Texas guide | Open Texas calculator |
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| Utah(UT) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | Review the plan, acknowledged changes, prior payout practice, and records showing when the benefit was earned. | Conditional or policy-dependentA written condition can matter, but inconsistent practice or disputed notice may require factual review. | All listed sources directly opened and reviewed July 28, 2026 | Utah Labor Commission: Wage Claim (opens in a new tab) | Read Utah guide | No dedicated state calculator |
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| Vermont(VT) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The written agreement should define accrual, vesting, carryover, and separation payout. Preserve the version in effect when time was earned. | Conditional or policy-dependentThe official employer manual does not establish one universal forfeiture rule; the promise and applicable wage law matter. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Vermont Department of Labor: Employer Information Manual (opens in a new tab) | Read Vermont guide | No dedicated state calculator |
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| Virginia(VA)Further editorial verification flagged | Conditional or fact-specificConditional, fact-specific, or requires further review | Gather the handbook, offer letter, benefit statements, and written payout communications. These may establish whether the amount was promised. | Requires further reviewNo official general Virginia use-it-or-lose-it conclusion was verified in this review. | Source audit completed July 28, 2026; one or more official sources were verified through indexed content or remain access-blocked | Virginia Department of Labor and Industry: Instructions for Completing Claim for Unpaid Wages (opens in a new tab) | Read Virginia guide | No dedicated state calculator |
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| Washington(WA) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | Written benefit terms should identify accrual, carryover, payout, and any separation conditions. | Conditional or policy-dependentVacation forfeiture and rollover generally follow policy or agreement; the official page does not impose one universal vacation rule. | All listed sources directly opened and reviewed July 28, 2026 | Washington State Department of Labor and Industries: Holiday, Vacation and Bereavement Leave (opens in a new tab) | Read Washington guide | Open Washington calculator |
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| West Virginia(WV) | Required when policy or agreement promises paymentEmployer policy or agreement generally controls | The written plan should define earning, vesting, separation conditions, and when a benefit becomes payable. | Conditional or policy-dependentA condition can affect whether the benefit became payable, but the employer should apply the written policy consistently. | All listed sources directly opened and reviewed July 28, 2026 | West Virginia Division of Labor: When Employee Fringe Benefits Are Considered Wages (opens in a new tab) | Read West Virginia guide | No dedicated state calculator |
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| Wisconsin(WI) | Conditional or fact-specificEmployer policy or agreement generally controls | The written policy should state whether vacation is earned, when it vests, and what happens at separation. Silence can matter. | A clear policy may permit forfeitureWisconsin guidance recognizes written forfeiture provisions; without one, earned unused vacation is generally due. | All listed sources directly opened and reviewed July 28, 2026 | Wisconsin Department of Workforce Development: Wage Payment and Collection (opens in a new tab) | Read Wisconsin guide | No dedicated state calculator |
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| Wyoming(WY) | Conditional or fact-specificEmployer policy or agreement generally controls | The exact written policy and proof of employee acknowledgment are important. A verbal or undisclosed condition may not fit the statutory exclusion. | A clear policy may permit forfeitureWyoming permits forfeiture through a qualifying written policy acknowledged in writing by the employee. | All listed sources directly opened and reviewed July 28, 2026 | Wyoming Legislature: Wyoming Statutes, Title 27 (opens in a new tab) | Read Wyoming guide | No dedicated state calculator |
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