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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, the employer must pay the
employee all wages due by the next regular payday on which he or she would have been
paid if still employed. Kansas Stat. 44-315
Employees who quit or resign
When an employer quits, the employer must pay the employee all wages due by the next
regular payday on which he or she would have been paid if still employed. Kansas Stat.
44-.315
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee resigns employment due to a labor dispute, the employer must pay the
employee all wages due by the next regular payday on which he or she would have been
paid if still employed. Kansas Stat. 44-315
Wages in Dispute
In case of a dispute over the amount of wages due, the employer must timely pay, without
conditions and no later than the next regular payday following the concession, all wages, or
parts thereof, conceded by him to be due, leaving to the employee all remedies he might
otherwise be entitled to as to any balance claimed. Unless payment is made by binding
settlement agreement, the acceptance by an employee of a payment does not constitute a
release as to the balance of his claim and any release required by an employer as a
condition to payment is a violation of the law and isl be null and void. Kansas Stat. 44-316
Employees who are fired, discharged, terminated, or laid off
When an employer discharges or lays off an employee, the employer must pay the
employee all wages due by the next regular payday on which he or she would have been
paid if still employed. Kansas Stat. 44-315
Employees who quit or resign
When an employer quits, the employer must pay the employee all wages due by the next
regular payday on which he or she would have been paid if still employed. Kansas Stat.
44-.315
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee resigns employment due to a labor dispute, the employer must pay the
employee all wages due by the next regular payday on which he or she would have been
paid if still employed. Kansas Stat. 44-315
Wages in Dispute
In case of a dispute over the amount of wages due, the employer must timely pay, without
conditions and no later than the next regular payday following the concession, all wages, or
parts thereof, conceded by him to be due, leaving to the employee all remedies he might
otherwise be entitled to as to any balance claimed. Unless payment is made by binding
settlement agreement, the acceptance by an employee of a payment does not constitute a
release as to the balance of his claim and any release required by an employer as a
condition to payment is a violation of the law and isl be null and void. Kansas Stat. 44-316
Frequency of Wage Payments
An employer must pay wages at least once per month on regular pay days designated by
the employer. Kansas Stat. 44-314
An employer must pay wages at least once per month on regular pay days designated by
the employer. Kansas Stat. 44-314
Manner of Payment
An employer may pay wages by:
- cash;
- by check or draft which is negotiable in the community wherein the place of employment
is located;
- by direct deposit into an account at a financial institution designated by the employee, so
long as employees who fail to designate an account for the deposit are paid either by cash
or check; or
- by payroll card so long as employees can make at least once withdrawal per pay period
at no cost to the employee for an amount up to and including the total amount of the
employee's net wages and the employer does not charge initiation, loading or other
participation fees, with the exception of the cost required to replace a lost, stolen or
damaged payroll card.
Kansas Stat. 44-314
Direct Deposit
An employer may pay wages by direct deposit, so long as the employee is able to
designate the financial institution with which the wages are deposited and employees who
do not designate an account for the wage deposit are paid either by cash or check.
If an employer chooses to change their pay system to pay employees by direct deposit or
by payroll card, it must at least 30 days prior to the change:
- conduct one or more employee forums to educate employees regarding the use of a
direct deposit or payroll card program offered by the employer; or
- distribute educational information to employees about direct deposits or payroll cards as
they may be used under the payroll card program offered by the employer.
Kansas Stat. 44-314
An employer may pay wages by:
- cash;
- by check or draft which is negotiable in the community wherein the place of employment
is located;
- by direct deposit into an account at a financial institution designated by the employee, so
long as employees who fail to designate an account for the deposit are paid either by cash
or check; or
- by payroll card so long as employees can make at least once withdrawal per pay period
at no cost to the employee for an amount up to and including the total amount of the
employee's net wages and the employer does not charge initiation, loading or other
participation fees, with the exception of the cost required to replace a lost, stolen or
damaged payroll card.
Kansas Stat. 44-314
Direct Deposit
An employer may pay wages by direct deposit, so long as the employee is able to
designate the financial institution with which the wages are deposited and employees who
do not designate an account for the wage deposit are paid either by cash or check.
If an employer chooses to change their pay system to pay employees by direct deposit or
by payroll card, it must at least 30 days prior to the change:
- conduct one or more employee forums to educate employees regarding the use of a
direct deposit or payroll card program offered by the employer; or
- distribute educational information to employees about direct deposits or payroll cards as
they may be used under the payroll card program offered by the employer.
Kansas Stat. 44-314
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| Your Employment and Labor Law Resource |
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Deductions from Wages
An employer can not deduct wages from an employers paycheck or fine an employee for
any of the following:
- cash shortages
- breakage, damage, or loss of the employer's property
- required uniforms
- required tools
- other items necessary for employment
An employer may not make any other deductions from an employer's wages, unless:
- the employer is required or empowered to do so by state or federal law;
- the deductions are for medical, surgical or hospital care or service, without financial
benefit to the employer, and are openly, clearly and in due course recorded in the
employer's books;
- the employer has a signed authorization by the employee consenting to the deductions for
a lawful purpose accruing to the benefit of the employee; or
- the deductions are for contributions attributable to automatic enrollment in a retirement
plan established by the employer described in sections 401(k), 403(b), 408, 408A or 457 of
the Internal Revenue Code.
Kansas Stat. 44-319
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer may require an employee to pay for the cost of a uniform or tools necessary for
employment, in certain situations. In general, if the uniform is company specific, evidenced
by it having a logo, company colors, etc., then the employer must pay for the uniform. If the
uniform is generic, such as a uniform requiring a white blouse or black pants, then the
employer may require the employee to purchase it. An employer cannot deduct the cost of
a uniform from the wages of an employee even if it lawfully requires the employee to
purchase the uniform. IA Div. of Labor Wage & Hour FAQ
Medical or Physical Exams, including Drug Tests, Required for Employment
Kansas 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 can not deduct wages from an employers paycheck or fine an employee for
any of the following:
- cash shortages
- breakage, damage, or loss of the employer's property
- required uniforms
- required tools
- other items necessary for employment
An employer may not make any other deductions from an employer's wages, unless:
- the employer is required or empowered to do so by state or federal law;
- the deductions are for medical, surgical or hospital care or service, without financial
benefit to the employer, and are openly, clearly and in due course recorded in the
employer's books;
- the employer has a signed authorization by the employee consenting to the deductions for
a lawful purpose accruing to the benefit of the employee; or
- the deductions are for contributions attributable to automatic enrollment in a retirement
plan established by the employer described in sections 401(k), 403(b), 408, 408A or 457 of
the Internal Revenue Code.
Kansas Stat. 44-319
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer may require an employee to pay for the cost of a uniform or tools necessary for
employment, in certain situations. In general, if the uniform is company specific, evidenced
by it having a logo, company colors, etc., then the employer must pay for the uniform. If the
uniform is generic, such as a uniform requiring a white blouse or black pants, then the
employer may require the employee to purchase it. An employer cannot deduct the cost of
a uniform from the wages of an employee even if it lawfully requires the employee to
purchase the uniform. IA Div. of Labor Wage & Hour FAQ
Medical or Physical Exams, including Drug Tests, Required for Employment
Kansas 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.
Notice of Wage Reduction
An employer must notify employees in writing or through a posted notice maintained in a
place accessible to his employees or as required by a collective bargaining agreement, of
any changes to wage rates, day of payment, or place of payment prior to the change.
Kansas Stat. 44-320
An employer must notify employees in writing or through a posted notice maintained in a
place accessible to his employees or as required by a collective bargaining agreement, of
any changes to wage rates, day of payment, or place of payment prior to the change.
Kansas Stat. 44-320
Statement of Wages (Pay Stub)
An employer must furnish each employee with an itemized statement of deductions made
from his wages for each pay period such deductions are made. Kansas Stat. 44-320
An employer must furnish each employee with an itemized statement of deductions made
from his wages for each pay period such deductions are made. Kansas Stat. 44-320
Record Keeping Requirements
An employer must make and keep, for a period of not less than three (3) years, in or about
the premises wherein any employee is employed, a record of:
- the name and occupation of each employee,
- the rate of pay and the amount paid each pay period to each such employee, and
- the hours worked each day and each work week by each such employee.
Kansas Stat. 44-1209
An employer must make and keep, for a period of not less than three (3) years, in or about
the premises wherein any employee is employed, a record of:
- the name and occupation of each employee,
- the rate of pay and the amount paid each pay period to each such employee, and
- the hours worked each day and each work week by each such employee.
Kansas Stat. 44-1209
Notice Requirements
An employer must, upon request by an employee:
- notify such employee in writing or as required by a collective bargaining agreement, of the
rate of pay and of the day and place of payment.
- notify such employee in writing or through a posted notice maintained in a place
accessible to his employees or as required by a collective bargaining agreement, of any
changes to wage rates, day of payment, or place of payment; and
- make available to such employee in writing or through a posted notice maintained in a
place accessible to his employees or as required by a collective bargaining agreement,
employment practices and policies with regard to vacation pay, sick leave and any other
benefits to which the employee is entitled and which have a direct bearing upon wages
payable.
Kansas Stat. 44-320
An employer must, upon request by an employee:
- notify such employee in writing or as required by a collective bargaining agreement, of the
rate of pay and of the day and place of payment.
- notify such employee in writing or through a posted notice maintained in a place
accessible to his employees or as required by a collective bargaining agreement, of any
changes to wage rates, day of payment, or place of payment; and
- make available to such employee in writing or through a posted notice maintained in a
place accessible to his employees or as required by a collective bargaining agreement,
employment practices and policies with regard to vacation pay, sick leave and any other
benefits to which the employee is entitled and which have a direct bearing upon wages
payable.
Kansas Stat. 44-320
| 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
