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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
Payment upon Separation from Employment
Employees who are fired, discharged, terminated, or laid off
When an employer discharges or lays off an employee, no matter the reason, the employer
must pay the employee all wages due on the within 7 days of the discharge provided the
employee has requested or demanded payment. Arkansas Code 11-4-405. If the
employee has not requested or demanded payment, the employer must pay the wages by
the next regularly scheduled payday, absent some agreement between the employer and
the employee to the contrary. AK DOL FAQs
Employees who quit or resign
When an employee voluntarily quits or resigns employment, the employer must pay the
employee by the next regular pay day. AK DOL FAQs
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee leaves employment as a result of a labor dispute, the employer must
pay the employee by the next regular pay day. AK DOL FAQs.
Wages in Dispute
Arkansas has no laws addressing an employer's obligation to pay wages when there is a
dispute with an employee regarding all or a portion of wages due.
Employees who are fired, discharged, terminated, or laid off
When an employer discharges or lays off an employee, no matter the reason, the employer
must pay the employee all wages due on the within 7 days of the discharge provided the
employee has requested or demanded payment. Arkansas Code 11-4-405. If the
employee has not requested or demanded payment, the employer must pay the wages by
the next regularly scheduled payday, absent some agreement between the employer and
the employee to the contrary. AK DOL FAQs
Employees who quit or resign
When an employee voluntarily quits or resigns employment, the employer must pay the
employee by the next regular pay day. AK DOL FAQs
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee leaves employment as a result of a labor dispute, the employer must
pay the employee by the next regular pay day. AK DOL FAQs.
Wages in Dispute
Arkansas has no laws addressing an employer's obligation to pay wages when there is a
dispute with an employee regarding all or a portion of wages due.
Deductions from Wages
Arkansas does not have any laws regarding what deductions may or may not be taken from
an employees paycheck or whether an employee must provide written consent prior to any
deduction. The lack of a law prohibiting deductions likely means an employer can withhold
or deduct wages from an employees pay check for:
- cash shortages
- breakage, damage, or loss of the employer's property
- dishonored or returned checks
- required uniforms
- required tools
- other items necessary for employment
In accordance with federal law, an employer may not make deductions for any of the
above-listed items if it would cause the employee to earn less than federal minimum wage
for the period in which the deduction was made. DOL Fact Sheet #16.
Deductions to pay for an employee's portion of any fringe benefit would also be
permissible. Fringe Benefits.
Arkansas does not have any laws regarding what deductions may or may not be taken from
an employees paycheck or whether an employee must provide written consent prior to any
deduction. The lack of a law prohibiting deductions likely means an employer can withhold
or deduct wages from an employees pay check for:
- cash shortages
- breakage, damage, or loss of the employer's property
- dishonored or returned checks
- required uniforms
- required tools
- other items necessary for employment
In accordance with federal law, an employer may not make deductions for any of the
above-listed items if it would cause the employee to earn less than federal minimum wage
for the period in which the deduction was made. DOL Fact Sheet #16.
Deductions to pay for an employee's portion of any fringe benefit would also be
permissible. Fringe Benefits.
Notice of Wage Reduction
Arkansas does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction.
Arkansas does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction.
Statement of Wages (Pay Stub)
Arkansas does not have any laws requiring employers to provide employees of notice of
wage rates, dates of pay, employment policies, fringe benefits, or other terms and
conditions of employment.
Arkansas does not have any laws requiring employers to provide employees of notice of
wage rates, dates of pay, employment policies, fringe benefits, or other terms and
conditions of employment.
Record Keeping Requirements
An employer must retain on record for 3 years:
- the name, address, and occupation of each employee;
- the rate of pay for each employee;
- the amount paid each pay period to each employee; and
- other related payroll information.
Arkansas Code 11-4-217
An employer must retain on record for 3 years:
- the name, address, and occupation of each employee;
- the rate of pay for each employee;
- the amount paid each pay period to each employee; and
- other related payroll information.
Arkansas Code 11-4-217
Frequency of Wage Payments
Corporations doing business in Arkansas must pay their employees semi-monthly.
Corporations with annual gross income of $500,000 or more can pay management level
and executive employees who are exempt under the Fair Labor Standards Act (FLSA) and
who earn a annual gross salary of more than $25,000 a minimum of once per month.
Arkansas Code 11-4-401
Corporations doing business in Arkansas must pay their employees semi-monthly.
Corporations with annual gross income of $500,000 or more can pay management level
and executive employees who are exempt under the Fair Labor Standards Act (FLSA) and
who earn a annual gross salary of more than $25,000 a minimum of once per month.
Arkansas Code 11-4-401
Manner of Payments
An employer may pay employees by cash, check, or direct deposit into the employee's
account. If an employer pays an employee by check drawn on an account with insufficient
funds, the employee can insist on being paid future wages in cash. Arkansas Code
11-4-402
Direct Deposit
An employer may pay wages by direct deposit. However, an employee may opt out of direct
deposit by providing the employer a written statement requesting payment by check.
Arkansas Code 11-4-402
An employer may pay employees by cash, check, or direct deposit into the employee's
account. If an employer pays an employee by check drawn on an account with insufficient
funds, the employee can insist on being paid future wages in cash. Arkansas Code
11-4-402
Direct Deposit
An employer may pay wages by direct deposit. However, an employee may opt out of direct
deposit by providing the employer a written statement requesting payment by check.
Arkansas Code 11-4-402
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| Your Employment and Labor Law Resource |
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Notice Requirements
Arkansas does not have any laws requiring employers to provide employees of notice of
wage rates, dates of pay, employment policies, fringe benefits, or other terms and
conditions of employment.
Arkansas does not have any laws requiring employers to provide employees of notice of
wage rates, dates of pay, employment policies, fringe benefits, or other terms and
conditions of employment.
| Wage Payment Laws for Private Sector Employers |
Topics Covered:
- Frequency of Wage Payments
- Manner of Payments
- - Direct Deposit
- Payment upon Separation from Employment
- - Employees who are fired, discharged, or terminated
- Employees who quit or resign
- Employees who is suspended or resigns due to a labor dispute (strike)
- Employees who are laid off
- Wages in Dispute
- Deductions from Wages
- - Cash shortages
- Damage, loss or destruction of employer property
- Dishonored or returned checks
- Uniforms
- Tools and other items necessary for employment
- Pre-hire medical, physical, or drug tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements
