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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 who has been separated from employment, whether
by termination, discharge, quitting, resignation, lay off, or labor dispute, all wages due by
the next regular designated payday established for the pay period in which the work was
performed. The employer can pay the wages either through the regular pay channels or by
certified mail, if requested by the employee, unless provided otherwise by a collective
bargaining agreement that covers the employee. Oklahoma Stat. 40-5:165.3
Wages in Dispute
In order to successfully allege a bona fide disagreement over the amount of wages owed
an employee, the employer must:
- timely pay such amount as the employer concedes to be due, without condition; and
- Provide to the employee, within fifteen (15) days of either receipt of a wage claim form
from the Department of Labor or certified mail receipt of written demand from an employee,
written explanation of the relevant facts and/or evidence which supports the belief of the
employer that the wages in dispute are not owed.
Acceptance by the employee of any payment does not constitute a release as to the
balance of the wage claim.
Oklahoma Stat. 40-5:165.4
An employer must pay an employee who has been separated from employment, whether
by termination, discharge, quitting, resignation, lay off, or labor dispute, all wages due by
the next regular designated payday established for the pay period in which the work was
performed. The employer can pay the wages either through the regular pay channels or by
certified mail, if requested by the employee, unless provided otherwise by a collective
bargaining agreement that covers the employee. Oklahoma Stat. 40-5:165.3
Wages in Dispute
In order to successfully allege a bona fide disagreement over the amount of wages owed
an employee, the employer must:
- timely pay such amount as the employer concedes to be due, without condition; and
- Provide to the employee, within fifteen (15) days of either receipt of a wage claim form
from the Department of Labor or certified mail receipt of written demand from an employee,
written explanation of the relevant facts and/or evidence which supports the belief of the
employer that the wages in dispute are not owed.
Acceptance by the employee of any payment does not constitute a release as to the
balance of the wage claim.
Oklahoma Stat. 40-5:165.4
Deductions from Wages
An employer may not withhold or deduct any portion of an employee’s wages unless:
- permitted by state or federal law, or
- if the employee has agreed to the deduction in writing, signed by both the employee and
the employer and limited to the following categories of deductions:
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer may require an employee to pay for a required uniform. Oklahoma Stat. 40-5:
197.17; OK Admin. Reg 380:30-1-7
Medical or Physical Exams, including Drug Tests, Required for Employment
Oklahoma 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:
- permitted by state or federal law, or
- if the employee has agreed to the deduction in writing, signed by both the employee and
the employer and limited to the following categories of deductions:
- - repay a loan or advance or to recover a payroll overpayment,
- for the cost of merchandise purchased by the employee,
- uniforms,
- insurance premiums,
- retirement or other investment plans,
- for breakage or loss of merchandise, inventory shortage, or cash shortage so long
as the employee was the sole party responsible for the cash shortage or item
damaged or lost.
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer may require an employee to pay for a required uniform. Oklahoma Stat. 40-5:
197.17; OK Admin. Reg 380:30-1-7
Medical or Physical Exams, including Drug Tests, Required for Employment
Oklahoma 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
Oklahoma 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.
Oklahoma 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)
An employer must include with each payment of wages a brief itemized statement of any
and all deductions therefrom. Oklahoma Stat. 40-5-165.2
An employer must include with each payment of wages a brief itemized statement of any
and all deductions therefrom. Oklahoma Stat. 40-5-165.2
Record Keeping Requirements
An employer must make, keep, and preserve records of:
- the persons employed by him
- the wages, hours, and other conditions and practices of employment maintained by him.
The employer must such records for the entire length of employment for all persons
currently employed and no less than five (5) years from the end of employment for all
former employees.
OK Admin. Reg 380:30-3-3
An employer must make, keep, and preserve records of:
- the persons employed by him
- the wages, hours, and other conditions and practices of employment maintained by him.
The employer must such records for the entire length of employment for all persons
currently employed and no less than five (5) years from the end of employment for all
former employees.
OK Admin. Reg 380:30-3-3
Frequency of Wage Payments
An employer must pay employees all wages due at least twice per calendar month on
regular paydays designated in advance by the employer. State, county and municipal
employees, exempt employees, and employees of qualifying non-private foundations must
at least once per calendar month. An employee must pay all wages due within 11 days of
the end of the pay period in which the wages were earned. Oklahoma Stat. 40-5:165.2
An employer must pay employees all wages due at least twice per calendar month on
regular paydays designated in advance by the employer. State, county and municipal
employees, exempt employees, and employees of qualifying non-private foundations must
at least once per calendar month. An employee must pay all wages due within 11 days of
the end of the pay period in which the wages were earned. Oklahoma Stat. 40-5:165.2
Manner of Payments
An employer may pay wages by:
- cash,
- check, or
- direct deposit.
Oklahoma Stat. 40-5:165.2
Direct Deposit
An employer may pay wages by direct deposit, but cannot require an employee to be paid
by direct deposit. OK DOL FAQs
An employer may pay wages by:
- cash,
- check, or
- direct deposit.
Oklahoma Stat. 40-5:165.2
Direct Deposit
An employer may pay wages by direct deposit, but cannot require an employee to be paid
by direct deposit. OK DOL FAQs
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Notice Requirements
Oklahoma 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.
Oklahoma 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
