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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
An employer must pay an employee upon separation from employment, regardless of the
reason, all wages due the employee by the earlier of:
1) the next regularly scheduled payday, or
2) within 10 days of such separation from employment, not including weekends or holidays.
This requirement applies whether the employer discharged or laid off the employee or the
employee quit or resigned due to a labor dispute (strike).
If an employee submits a written request to an employee for payment of wages after
separation from employment, an employer must pay the employee all wages due within 48
hours of receipt of the request, not including weekends or holidays.
Upon showing of good cause, an employer can obtain from the Idaho Department of Labor
an extension for payment of wages upon separation from employment.
Idaho Stat. 45-606
Wages in Dispute
In case of a dispute between an employer and an employee as to the amount of wages
due an employee, the employer must timely pay, without condition, all wages, or parts
thereof, conceded by the employer to be due, leaving to the employee all remedies the
employee might otherwise be entitled. The acceptance by an employee of payment of
uncontested wages does not constitute a release or accord and satisfaction with respect to
the disputed amount. Idaho Stat. 45-611
An employer must pay an employee upon separation from employment, regardless of the
reason, all wages due the employee by the earlier of:
1) the next regularly scheduled payday, or
2) within 10 days of such separation from employment, not including weekends or holidays.
This requirement applies whether the employer discharged or laid off the employee or the
employee quit or resigned due to a labor dispute (strike).
If an employee submits a written request to an employee for payment of wages after
separation from employment, an employer must pay the employee all wages due within 48
hours of receipt of the request, not including weekends or holidays.
Upon showing of good cause, an employer can obtain from the Idaho Department of Labor
an extension for payment of wages upon separation from employment.
Idaho Stat. 45-606
Wages in Dispute
In case of a dispute between an employer and an employee as to the amount of wages
due an employee, the employer must timely pay, without condition, all wages, or parts
thereof, conceded by the employer to be due, leaving to the employee all remedies the
employee might otherwise be entitled. The acceptance by an employee of payment of
uncontested wages does not constitute a release or accord and satisfaction with respect to
the disputed amount. Idaho Stat. 45-611
Notice of Wage Reduction
An employer must give an employee notice of any wage reduction prior to any work being
performed by the employee at the reduced wage rate. An employee can request an
employer provide the notice of the wage reduction in writing. Idaho Stat. 45-610
An employer must give an employee notice of any wage reduction prior to any work being
performed by the employee at the reduced wage rate. An employee can request an
employer provide the notice of the wage reduction in writing. Idaho Stat. 45-610
Statement of Wages (Pay Stub)
An employer must provide employees with a statement of the deductions made from their
paycheck each pay period in which deductions are made. Idaho Stat. 45-609
An employer must provide employees with a statement of the deductions made from their
paycheck each pay period in which deductions are made. Idaho Stat. 45-609
Record Keeping Requirements
An employer must keep employment records for a minimum of three (3) years from the last
date the employee worked for the employer. Idaho Stat. 45-610
An employer must keep employment records for a minimum of three (3) years from the last
date the employee worked for the employer. Idaho Stat. 45-610
Frequency of Wage Payments
An employer must pay all employees at least once per month on a payday designated by
the employer. The employer’s payday cannot be more than 15 days after the end of the pay
period. If the regular payday lands on a nonwork day and the next workday is more than 15
days after the end of the pay period, the employer must pay employees on a workday
preceding the normal payday. An employer may obtain an exemption from the ID
Department of Labor from being required to pay employees within 15 days of the end of
the pay period upon a showing of good cause. Idaho Stat. 45-608
An employer must pay all employees at least once per month on a payday designated by
the employer. The employer’s payday cannot be more than 15 days after the end of the pay
period. If the regular payday lands on a nonwork day and the next workday is more than 15
days after the end of the pay period, the employer must pay employees on a workday
preceding the normal payday. An employer may obtain an exemption from the ID
Department of Labor from being required to pay employees within 15 days of the end of
the pay period upon a showing of good cause. Idaho Stat. 45-608
Manner of Payments
An employer may pay wages by cash, by check, or, with consent of the employee, by direct
deposit. Idaho Stat. 45-608
Direct Deposit
An employer may pay wages by direct deposit, so long as the employee has consented to
the deposit. Idaho Stat. 45-608
An employer may pay wages by cash, by check, or, with consent of the employee, by direct
deposit. Idaho Stat. 45-608
Direct Deposit
An employer may pay wages by direct deposit, so long as the employee has consented to
the deposit. Idaho Stat. 45-608
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Notice Requirements
An employer must inform each employee at the time of hire what their rate of pay will be
and what the payday will be. An employee can request the employer provide this
information in writing. Idaho Stat. 45-610
An employer must inform each employee at the time of hire what their rate of pay will be
and what the payday will be. An employee can request the employer provide this
information in writing. Idaho Stat. 45-610
Deductions from Wages
An employer may not withhold or deduct any portion of an employee’s wages unless:
a) required or authorized by law, or
b) the employee consents in writing.
The an employer, with the written consent of an employee, may deduct from an employee's
wages:
- cash shortages,
- damage or lost property,
- the cost of uniforms or necessary equipment,
- dishonored or bad checks, or
- any similar deductions.
Idaho Stat. 45-609
Uniforms, Tools, and Other Equipment Necessary for Employment
Idaho does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment. An employer would
be required to have the written consent of the employee to deduct the cost of the uniform,
tools, or other items from the employee's wages.
Medical or Physical Exams, including Drug Tests, Required for Employment
Idaho does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
An employer may not withhold or deduct any portion of an employee’s wages unless:
a) required or authorized by law, or
b) the employee consents in writing.
The an employer, with the written consent of an employee, may deduct from an employee's
wages:
- cash shortages,
- damage or lost property,
- the cost of uniforms or necessary equipment,
- dishonored or bad checks, or
- any similar deductions.
Idaho Stat. 45-609
Uniforms, Tools, and Other Equipment Necessary for Employment
Idaho does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment. An employer would
be required to have the written consent of the employee to deduct the cost of the uniform,
tools, or other items from the employee's wages.
Medical or Physical Exams, including Drug Tests, Required for Employment
Idaho does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition 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
