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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
Mississippi does not have any laws dictating when an employer must pay wages to
employees who have been separated from employment, whether by termination,
discharge, voluntary quit, lay off, or labor dispute.
Wages in Dispute
Mississippi 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.
Mississippi does not have any laws dictating when an employer must pay wages to
employees who have been separated from employment, whether by termination,
discharge, voluntary quit, lay off, or labor dispute.
Wages in Dispute
Mississippi 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
The only Mississippi law governing this issue covers employers engaged in
manufacturing who employ fifty (50) or more employees and public labor or public service
corporations (e.g. utilities). These types of employers must make full payment to
employees for services performed at least once every two (2) weeks or twice during each
calendar month, or on the second and fourth Saturday, respectively, of each month. The
wages must be paid within 10 days of the end of the pay period in which the wages were
earned, except for public service corporations which are required to pay employees within
fifteen (15) days of the end of the pay period in which the wages were earned. This law
does not apply to individuals employed in bona fide executive, administrative or
professional capacities. Mississippi Stat. 71-1-35
The only Mississippi law governing this issue covers employers engaged in
manufacturing who employ fifty (50) or more employees and public labor or public service
corporations (e.g. utilities). These types of employers must make full payment to
employees for services performed at least once every two (2) weeks or twice during each
calendar month, or on the second and fourth Saturday, respectively, of each month. The
wages must be paid within 10 days of the end of the pay period in which the wages were
earned, except for public service corporations which are required to pay employees within
fifteen (15) days of the end of the pay period in which the wages were earned. This law
does not apply to individuals employed in bona fide executive, administrative or
professional capacities. Mississippi Stat. 71-1-35
Manner of Payment
Mississippi does not have any laws dictating how an employer must pay employees their
wages. This means an employer can likely pay employee by direct deposit.
Direct Deposit
Mississippi does not have any laws regarding an employer's ability to pay employees by
direct deposit.
Mississippi does not have any laws dictating how an employer must pay employees their
wages. This means an employer can likely pay employee by direct deposit.
Direct Deposit
Mississippi does not have any laws regarding an employer's ability to pay employees by
direct deposit.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Deductions from Wages
Mississippi 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
- 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 be permissible.
Fringe Benefits.
Uniforms, Tools, and Other Equipment Necessary for Employment
Mississippi 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
Mississippi 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.
Mississippi 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
- 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 be permissible.
Fringe Benefits.
Uniforms, Tools, and Other Equipment Necessary for Employment
Mississippi 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
Mississippi 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
Mississippi 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.
Mississippi 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)
Mississippi 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.
Mississippi 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
Alabama does not have any laws requiring an employer to keep any employment-related
documents.
Federal law requires every employer covered by the Fair Labor Standards Act (FLSA) to
keep certain records for each covered, nonexempt worker, for at least 3 years. For more
information, visit FLSA.
Alabama does not have any laws requiring an employer to keep any employment-related
documents.
Federal law requires every employer covered by the Fair Labor Standards Act (FLSA) to
keep certain records for each covered, nonexempt worker, for at least 3 years. For more
information, visit FLSA.
Notice Requirements
Mississippi 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.
Mississippi 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
- 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
