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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 employee is discharged or laid off, an employer must pay all wages due by the next
regular pay day or within 14 days of the separation from employment, whichever is occurs
last. Kentucky Stat. 337.055
Employees who quit or resign
When employee quits, an employer must pay all wages due by the next regular pay day or
within 14 days of the separation from employment, whichever is occurs last. Kentucky Stat.
337.055
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee resigns employment due to a labor dispute, an employer must pay all
wages due by the next regular pay day or within 14 days of the separation from
employment, whichever is occurs last. Kentucky Stat. 337.055
Wages in Dispute
Kentucky does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
Employees who are fired, discharged, terminated, or laid off
When employee is discharged or laid off, an employer must pay all wages due by the next
regular pay day or within 14 days of the separation from employment, whichever is occurs
last. Kentucky Stat. 337.055
Employees who quit or resign
When employee quits, an employer must pay all wages due by the next regular pay day or
within 14 days of the separation from employment, whichever is occurs last. Kentucky Stat.
337.055
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee resigns employment due to a labor dispute, an employer must pay all
wages due by the next regular pay day or within 14 days of the separation from
employment, whichever is occurs last. Kentucky Stat. 337.055
Wages in Dispute
Kentucky does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
Frequency of Wage Payments
An employer must pay its employees no less frequently than twice per month. An
employer must pay its employees within 18 days of the end of the pay period in which the
wages were earned. An employer must pay any employee who is absent at the time fixed
for payment, or who, for any other reason, is not paid at that time, within six (6) days of the
employee's demand for payment. Kentucky Stat. 337.020
An employer must pay its employees no less frequently than twice per month. An
employer must pay its employees within 18 days of the end of the pay period in which the
wages were earned. An employer must pay any employee who is absent at the time fixed
for payment, or who, for any other reason, is not paid at that time, within six (6) days of the
employee's demand for payment. Kentucky Stat. 337.020
Manner of Payment
An employer may pay wages by
- cash or
- check payable on demand at face value without deduction.
Kentucky Stat. 337.010
An employer may also pay wages by direct deposit so long as the employee has the ability
to with draw the entire amount of the pay check without deduction and without paying a fee.
KY DOL FAQ
Direct Deposit
An employer may pay wages by direct deposit so long as the employee has the ability to
with draw the entire amount of the pay check without deduction and without paying a fee.
KY DOL FAQ Kentucky's Department of Labor does not indicate whether an employer can
require an employee to be paid by direct deposit.
An employer may pay wages by
- cash or
- check payable on demand at face value without deduction.
Kentucky Stat. 337.010
An employer may also pay wages by direct deposit so long as the employee has the ability
to with draw the entire amount of the pay check without deduction and without paying a fee.
KY DOL FAQ
Direct Deposit
An employer may pay wages by direct deposit so long as the employee has the ability to
with draw the entire amount of the pay check without deduction and without paying a fee.
KY DOL FAQ Kentucky's Department of Labor does not indicate whether an employer can
require an employee to be paid by direct deposit.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
| E |
| H |
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Deductions from Wages
An employer may not withhold or deduct any wages from an employee's paycheck for:
- fines,
- cash shortages in a common money till, cash box or register used by two or more
persons,
- breakage,
- losses due to acceptance of a bad check
- losses due to defective or faulty workmanship,
- lost or stolen property,
- damage to property,
- default of customer credit, or
- nonpayment for goods or services received by the customer if such losses are not
attributable to employee's intentional or willful disregard of the employer's interest,
- uniforms,
- tools, or
- other items necessary for employment.
An employer may not make any other deductions from an employer's wages, unless:
- authorized to do so by local, state, or federal law,
- the employee has consented in writing to the deduction to cover:
i. insurance premiums,
ii. hospital and medical dues, or
iii. other deductions not amounting to a rebate or deduction from the standard wage arrived
at by collective bargaining or pursuant to a wage agreement or statute, or union dues.
Kentucky Stat. 337.060
Uniforms, Tools, and Other Equipment Necessary for Employment
Kentucky does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
An employer may not require any employee or applicant for employment to pay the cost of a
medical examination or the cost of furnishing any records required by the employer as a
condition of employment. Kentucky Stat. 336.220
An employer may not withhold or deduct any wages from an employee's paycheck for:
- fines,
- cash shortages in a common money till, cash box or register used by two or more
persons,
- breakage,
- losses due to acceptance of a bad check
- losses due to defective or faulty workmanship,
- lost or stolen property,
- damage to property,
- default of customer credit, or
- nonpayment for goods or services received by the customer if such losses are not
attributable to employee's intentional or willful disregard of the employer's interest,
- uniforms,
- tools, or
- other items necessary for employment.
An employer may not make any other deductions from an employer's wages, unless:
- authorized to do so by local, state, or federal law,
- the employee has consented in writing to the deduction to cover:
i. insurance premiums,
ii. hospital and medical dues, or
iii. other deductions not amounting to a rebate or deduction from the standard wage arrived
at by collective bargaining or pursuant to a wage agreement or statute, or union dues.
Kentucky Stat. 337.060
Uniforms, Tools, and Other Equipment Necessary for Employment
Kentucky does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
An employer may not require any employee or applicant for employment to pay the cost of a
medical examination or the cost of furnishing any records required by the employer as a
condition of employment. Kentucky Stat. 336.220
Notice of Wage Reduction
Kentucky 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.
Kentucky 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)
Employers who employ ten (10) or more employees must provide employees at the time of
payment a statement indicating the amount of each deduction and the general purpose for
which the deduction is made. Kentucky Stat. 337.070
Employers who employ ten (10) or more employees must provide employees at the time of
payment a statement indicating the amount of each deduction and the general purpose for
which the deduction is made. Kentucky Stat. 337.070
Record Keeping Requirements
An employer must keep for at least one year a record of:
- Name in full, and on the same record, the employee's identifying symbol or number if
such is used in place of name on any time, work, or payroll records;
- Social Security number;
- Home address, including zip code;
- Date of birth, if under eighteen (18);
- Sex and occupation in which employed;
- Time of day and day of week on which the employee's workweek begins. If the employee
is part of a work force or employed in or by an employer all of whose workers have a
workweek beginning at the same time on the same day, a single notation of the time off the
day and beginning day of the workweek for the whole work force will suffice. If, however, any
employee or group of employees has a workweek beginning and ending at a different time,
a separate notation shall then be kept for that employee or group of employees;
- Hours worked each workday and each workweek (for purposes of this section, a
"workday" shall be any consecutive twenty-four (24) hours);
- Regular rate of pay and total straight-time earnings or wages for all hours worked during
the workweek;
- Total overtime excess compensation for the workweek; that is, the excess compensation
for overtime worked which amount is over and above all straight-time earnings and wages
for the workweek;
- Total additions to or deductions from wages paid each pay period. Every employer making
additions to or deductions from wages shall also maintain, in individual employee
accounts, a record of the dates, amounts, and nature of the items which make up the total
addition and deductions;
- Total wages paid each pay period and date of payment.
Kentucky Stat. 337.320; 803 KAR 1:066
An employer must keep for at least one year a record of:
- Name in full, and on the same record, the employee's identifying symbol or number if
such is used in place of name on any time, work, or payroll records;
- Social Security number;
- Home address, including zip code;
- Date of birth, if under eighteen (18);
- Sex and occupation in which employed;
- Time of day and day of week on which the employee's workweek begins. If the employee
is part of a work force or employed in or by an employer all of whose workers have a
workweek beginning at the same time on the same day, a single notation of the time off the
day and beginning day of the workweek for the whole work force will suffice. If, however, any
employee or group of employees has a workweek beginning and ending at a different time,
a separate notation shall then be kept for that employee or group of employees;
- Hours worked each workday and each workweek (for purposes of this section, a
"workday" shall be any consecutive twenty-four (24) hours);
- Regular rate of pay and total straight-time earnings or wages for all hours worked during
the workweek;
- Total overtime excess compensation for the workweek; that is, the excess compensation
for overtime worked which amount is over and above all straight-time earnings and wages
for the workweek;
- Total additions to or deductions from wages paid each pay period. Every employer making
additions to or deductions from wages shall also maintain, in individual employee
accounts, a record of the dates, amounts, and nature of the items which make up the total
addition and deductions;
- Total wages paid each pay period and date of payment.
Kentucky Stat. 337.320; 803 KAR 1:066
Notice Requirements
Kentucky does not have any laws requiring employers to provide employees, whether at
hire or at any other time, of notice of wage rates, dates of pay, employment policies, fringe
benefits, or other terms and conditions of employment.
Kentucky does not have any laws requiring employers to provide employees, whether at
hire or at any other time, 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
