| Wage Payment Laws |
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| State Labor Sites |
Wage Payment Laws:
Wage payment laws are generally state specific. The federal government does not have any
laws governing these issues. Wage payment laws cover such issues as the frequency with
which employees must be paid; the manner in which an employee can be paid, including direct
deposit; when an employee must be paid when separated from employment, whether the
employee is fired or quit; and what deductions can be taken from an employee's wages.
Below are links to pages that contain summaries of and links related to each state's wage
payment requirements for private sector employers (some states have different laws for public
sector employers). Where possible, the legal authority for the requirement has been provided
with a link to that legal authority. Additionally, where available, the state's name contains a link to
the page or document on the website of each state’s department of labor website or other state
website addressing the state’s meal and/or break laws.
The following pages provide state-specific answers to questions such as:
- How frequently must an employer pay an employee?
- Can an employer pay an employee through direct deposit and, if so, can it be required?
- When must an employer pay an employee who is fired, discharged, or terminated?
- When must an employer pay an employee who quits or resigns?
- What deductions can an employer take from an employee's wages?
- Can an employer deduct the cost of any of the following from an employee's wages?
- cash shortages,
- breakage, damage, or loss of the employer's property
- required uniforms
- required tools
- other items necessary for employment
- Is an employer required to provide employees with a pay stub or statement of wages?
Wage payment laws are generally state specific. The federal government does not have any
laws governing these issues. Wage payment laws cover such issues as the frequency with
which employees must be paid; the manner in which an employee can be paid, including direct
deposit; when an employee must be paid when separated from employment, whether the
employee is fired or quit; and what deductions can be taken from an employee's wages.
Below are links to pages that contain summaries of and links related to each state's wage
payment requirements for private sector employers (some states have different laws for public
sector employers). Where possible, the legal authority for the requirement has been provided
with a link to that legal authority. Additionally, where available, the state's name contains a link to
the page or document on the website of each state’s department of labor website or other state
website addressing the state’s meal and/or break laws.
The following pages provide state-specific answers to questions such as:
- How frequently must an employer pay an employee?
- Can an employer pay an employee through direct deposit and, if so, can it be required?
- When must an employer pay an employee who is fired, discharged, or terminated?
- When must an employer pay an employee who quits or resigns?
- What deductions can an employer take from an employee's wages?
- Can an employer deduct the cost of any of the following from an employee's wages?
- cash shortages,
- breakage, damage, or loss of the employer's property
- required uniforms
- required tools
- other items necessary for employment
- Is an employer required to provide employees with a pay stub or statement of wages?
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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.
free to contact us with your question. We'll do our best to help you find the answer you are
looking for.
State specific pages containing Wage Payment laws:
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.
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