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Final Paycheck Laws by State: Deadlines, PTO Payout and Penalties
Final paycheck deadlines are set by state, not by company policy. 4 states publish no specific final-pay statute at all, and 6 require payment the moment you terminate someone. This table covers the deadline when you fire someone, the deadline when someone quits, whether accrued PTO must be paid out, and the late-payment penalty in the 27 states that set one, for all 50 states and DC.
Every state sets its own deadline for a final paycheck, and the deadline is different depending on whether the employer ended the relationship or the employee quit. Some states require payment the moment the employee is told, others allow a fixed number of days, and the rest fall back to the next scheduled payday. Layered on top of that is whether accrued PTO counts as wages that must be paid out, and whether the state punishes a late paycheck with a specific statutory penalty or leaves it to the ordinary wage claim process. This table holds all four answers for all 50 states and the District of Columbia.
None of this is severance, and none of it is the WARN Act. A final paycheck is what an employee already earned through their last day worked, and it is owed under state wage law regardless of company size. The WARN Act is a separate federal notice requirement that only applies to employers with 100 or more employees ahead of a covered plant closing or mass layoff, and it is explained further down this page.
Final paycheck laws by state, 2026
Ordered alphabetically. Deadlines and PTO treatment come from the state wage payment law behind BEG's Final Paycheck Calculator; the penalty column comes from the statute citation on each state's own page. Where no statutory penalty is on file, the cell says so rather than a guessed figure. Each state name links to that state's own page where one exists.
| State | Deadline: employer terminates | Deadline: employee quits | Accrued PTO payout | Penalty for paying late |
|---|---|---|---|---|
| Alabama | No specific final-pay statute. Pay all wages by the next regular payday. | No specific final-pay statute. Pay all wages by the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Alaska | Within 3 working days after the termination. | Next regular payday that is at least 3 days after the employee gives notice. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Arizona | Within 7 working days or by the next payday, whichever is sooner. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | A violation is a petty offense under 23-353(D), and an unpaid Labor Department determination can be entered by the superior court as a judgment for treble the amount. |
| Arkansas | Within 7 days of discharge upon the employee’s request. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Double the wages due, if the employer fails to pay within seven days of the next regular payday. |
| California | Immediately, at the time of termination. | Within 72 hours, or immediately if the employee gave at least 72 hours’ notice. | This state treats accrued PTO as earned wages and prohibits use-it-or-lose-it forfeiture, so unused PTO generally must be paid out at separation. | The waiting time penalty: wages keep accruing at the employee’s daily rate for every day the final pay is late, capped at 30 calendar days. A genuine good-faith dispute over whether wages were owed is a defence. |
| Colorado | Immediately. Within 24 hours if the payroll unit is off-site. | By the next regular payday. | This state treats accrued PTO as earned wages and prohibits use-it-or-lose-it forfeiture, so unused PTO generally must be paid out at separation. | If the employer fails to pay within fourteen days after a written demand, administrative claim or civil action, an automatic penalty of the greater of two times the unpaid wages or one thousand dollars applies, rising to the greater of three times the unpaid wages or three thousand dollars where the failure was willful. The employer can avoid the penalty by tendering the full good-faith amount demanded within fourteen days. |
| Connecticut | By the next business day after discharge. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Delaware | On the later of the next regular payday or 3 business days after the last day worked. | On the later of the next regular payday or 3 business days after the last day worked. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Absent reasonable grounds for dispute, liquidated damages of the lower of ten percent of the unpaid wages for each day (except Sunday and legal holidays) the failure continues, or an amount equal to the unpaid wages. |
| District of Columbia | By the next working day after discharge. | Next payday or within 7 days, whichever is sooner. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Liquidated damages of 10 percent of the unpaid wages for each working day the failure continues after the day payment was required, or an amount equal to treble the unpaid wages, whichever is smaller. |
| Florida | No specific final-pay statute. Pay all wages by the next regular payday. | No specific final-pay statute. Pay all wages by the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Georgia | No specific final-pay statute. Pay all wages by the next regular payday. | No specific final-pay statute. Pay all wages by the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Hawaii | Immediately, or by the next business day if conditions prevent immediate payment. | Next regular payday; immediately if the employee gave one pay period’s notice. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Idaho | Next payday or within 10 days (excluding weekends/holidays), whichever is sooner. Within 48 hours upon written request. | Next payday or within 10 days, whichever is sooner. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Illinois | By the next regular payday (as soon as practicable). | By the next regular payday (as soon as practicable). | This state treats accrued, unused PTO as earned wages, so it generally must be paid out at separation. | Confirm with state DOL. |
| Indiana | By the next regular payday. | By the next regular payday. | This state treats accrued, unused PTO as earned wages, so it generally must be paid out at separation. | Confirm with state DOL. |
| Iowa | By the next regular payday. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | An employer that intentionally failed to pay owes the wages plus liquidated damages, court costs and attorney fees. Liquidated damages equal five percent of the unpaid wages multiplied by the number of days unpaid, excluding Sundays, legal holidays and the first seven days after the regular payday, capped at the amount of the unpaid wages. |
| Kansas | By the next regular payday. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | For a willful failure, a penalty of 1% of the unpaid wages for each day (except Sunday and legal holidays) the failure continues after the eighth day after payment was required, or 100% of the unpaid wages, whichever is less. |
| Kentucky | Next payday or within 14 days, whichever is later. | Next payday or within 14 days, whichever is later. | This state treats accrued, unused PTO as earned wages, so it generally must be paid out at separation. | Confirm with state DOL. |
| Louisiana | Next payday or within 15 days, whichever is sooner. | Next payday or within 15 days, whichever is sooner. | This state treats accrued, unused PTO as earned wages, so it generally must be paid out at separation. | Confirm with state DOL. |
| Maine | By the next regular payday or within a reasonable time on demand. | By the next regular payday or within a reasonable time on demand. | Employers with 11+ employees must pay out accrued, unused vacation as earned wages at separation. | A judgment for the employee includes a reasonable rate of interest, an additional amount equal to twice the amount of the unpaid wages and accrued vacation pay as liquidated damages, costs of suit and a reasonable attorney’s fee. |
| Maryland | By the next regular payday. | By the next regular payday. | Accrued vacation must be paid out at separation unless a written policy that the employee saw clearly states otherwise. | Confirm with state DOL. |
| Massachusetts | On the day of discharge. | Next regular payday, or the first Saturday after if there is no scheduled payday. | This state treats accrued, unused PTO as earned wages, so it generally must be paid out at separation. | Confirm with state DOL. |
| Michigan | Immediately, as soon as the amount can with due diligence be determined. | As soon as the amount can with due diligence be determined. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Minnesota | Within 24 hours of the employee’s demand for wages. | Next payday; if that payday is within 5 days of the last day, payment may extend to the following payday (not over 20 days). | This state treats accrued, unused PTO as earned wages, so it generally must be paid out at separation. | A penalty equal to the employee’s average daily earnings at their regular rate for each day the employer stays in default, up to 15 days. |
| Mississippi | No specific final-pay statute. Pay all wages by the next regular payday. | No specific final-pay statute. Pay all wages by the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Missouri | On the day of discharge, upon the employee’s request. | No specific statute for voluntary quits. Pay by the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | If the discharged employee requests payment in writing and the money or a valid check does not reach the named station or office within seven days of the request, wages continue at the same rate from the date of discharge until paid, for not more than sixty days. |
| Montana | Immediately. Within 4 hours or by end of business day if you have no written policy extending the time (up to the next payday or 15 days). | Next payday or within 15 days, whichever is sooner. | This state treats accrued PTO as earned wages and prohibits use-it-or-lose-it forfeiture, so unused PTO generally must be paid out at separation. | Confirm with state DOL. |
| Nebraska | Next payday or within 2 weeks, whichever is sooner. | Next payday or within 2 weeks, whichever is sooner. | This state treats accrued PTO as earned wages and prohibits use-it-or-lose-it forfeiture, so unused PTO generally must be paid out at separation. | Confirm with state DOL. |
| Nevada | Immediately, but no later than 3 days after discharge. | Next payday or within 7 days, whichever is sooner. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | If a discharged employee is not paid within 3 days after the wages become due, or a quitting employee on the day due, wages continue at the same rate from the day of separation until paid or for 30 days, whichever is less. A separate section lets an employee discharged or laid off without payment collect contract wages for each day of default, ceasing 30 days after the default. |
| New Hampshire | Within 72 hours of discharge. | Next regular payday; within 72 hours if the employee gave one pay period’s notice. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | For a willful failure without good cause, liquidated damages of 10 percent of the unpaid wages for each day except Sunday and legal holidays the failure continues, or an amount equal to the unpaid wages, whichever is smaller. |
| New Jersey | By the next regular payday. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | An employee may recover in a civil action the full wages due plus liquidated damages equal to not more than 200 percent of the wages due, with costs and reasonable attorney fees, subject to a first-violation carve-out where the employer makes the required showing. A knowing failure is also a disorderly persons offense with a fine of $500 to $1,000 for a first violation, and administrative penalties run up to $250 for a first violation and $500 for each subsequent one. |
| New Mexico | Within 5 days of discharge (task/commission wages within 10 days). | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Where the employee demanded payment within a reasonable time and was refused, damages run at their regular weekly rate from the day of discharge until paid, capped at 60 days. |
| New York | By the next regular payday. | By the next regular payday. | Accrued vacation must be paid out unless your written policy explicitly states that unused time is forfeited at separation. | Liquidated damages equal to one hundred percent of the wages found owing, plus attorney fees and prejudgment interest, unless the employer proves a good-faith basis for believing it was compliant. |
| North Carolina | By the next regular payday. | By the next regular payday. | Accrued vacation must be paid out unless a written, communicated policy clearly states it is forfeited. | Confirm with state DOL. |
| North Dakota | By the next regular payday. | By the next regular payday. | This state treats accrued, unused PTO as earned wages, so it generally must be paid out at separation. | If the employer fails to pay within the stated time, the employee may charge and collect contract wages for each day of default until paid, ceasing thirty days after the default. Interest on unpaid wages applies, plus double the unpaid wages for an employer found liable on two prior wage claims within the preceding year, and treble for three or more. |
| Ohio | By the next regular payday or within 15 days, whichever is earlier. | By the next regular payday or within 15 days, whichever is earlier. | This state treats accrued, unused PTO as earned wages, so it generally must be paid out at separation. | Once wages sit unpaid for thirty days past the scheduled payday, the employer owes six percent of the unpaid amount or $200 as liquidated damages, whichever is greater, unless the claim is genuinely in dispute. |
| Oklahoma | By the next regular payday. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Oregon | By the end of the next business day after discharge. | Immediately if 48 hours’ notice was given; otherwise next payday or within 5 business days, whichever is sooner. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Penalty wages equal to eight times the employee’s regular rate of wage for each day final wages go unpaid, up to 30 days. The employer may limit liability to 100% of unpaid wages by paying within 12 days of the employee’s written notice that wages remain due. BOLI may also impose a civil penalty of $1,000 plus costs, interest and attorney fees for a willful failure. |
| Pennsylvania | By the next regular payday. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Liquidated damages of twenty-five percent of the total wages due once wages sit unpaid thirty days past the scheduled payday, absent a good-faith dispute; Section 10 sets the floor at five hundred dollars ($500), whichever is greater, and Section 11.1 adds a summary offense with a fine of up to $300 or up to 90 days for each offense. |
| Rhode Island | By the next regular payday. | By the next regular payday. | After one year of service, accrued vacation is treated as wages and must be paid out at separation. | Confirm with state DOL. |
| South Carolina | Within 48 hours of separation or by the next regular payday, not to exceed 30 days. | Within 48 hours of separation or by the next regular payday, not to exceed 30 days. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | An employee can recover three times the unpaid wages in a civil action, plus costs and reasonable attorney fees. |
| South Dakota | Next payday, or until the employee returns any employer property. | Next payday, or until the employee returns any employer property. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Tennessee | Next payday or within 21 days, whichever is later (employers with 5+ employees). | Next payday or within 21 days, whichever is later (employers with 5+ employees). | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Texas | Within 6 calendar days of discharge. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | No per-day penalty formula. The Texas Workforce Commission can assess administrative penalties, file a lien or bank levy, and demand a bond for up to three years. A wage claim must be filed within 180 days of the date the wages were due. |
| Utah | Within 24 hours of discharge. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | If wages are not paid within 24 hours of a written demand, wages continue from the date of demand until paid, up to 60 days, at the rate received at separation, recoverable in a civil action commenced within 60 days of separation. An employee who made no written demand gets no penalty. |
| Vermont | Within 72 hours of discharge. | Next regular payday, or the next Friday if there is no regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| Virginia | By the next regular payday. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | A civil penalty of up to $1,000 for each violation where the employer knowingly failed to pay; 40.1-29(K) also lets the employee sue for the wages owed, an additional equal amount as liquidated damages, prejudgment interest and reasonable attorney fees and costs, rising to triple the amount of wages due where the employer knowingly failed to pay. |
| Washington | By the next regular payday. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Confirm with state DOL. |
| West Virginia | By the next regular payday. | By the next regular payday. | This state treats accrued, unused PTO as earned wages, so it generally must be paid out at separation. | Liquidated damages of two times the unpaid amount, on top of the wages themselves. |
| Wisconsin | Next regular payday, or within one month at the latest. | Next regular payday, or within one month at the latest. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | A court may assess increased wages of up to 100% of the wages due, and may award attorney fees and costs. |
| Wyoming | By the next regular payday. | By the next regular payday. | No state law forces a payout. Accrued PTO must be paid out only if your written policy or agreement provides for it, so your policy language controls. | Late payment is a misdemeanor, and the employer may be fined $200 per day for failing to comply with an unappealed order to pay wages. |
This table is read from the same data set behind the 50 state pages in this folder, so it cannot contradict them. General HR information, not legal advice.
States with no specific final-pay statute
Alabama, Florida, Georgia and Mississippi publish no statute that sets a final-pay deadline at all. That does not mean there is no rule: wages are still due by the next regular payday under each state's general wage payment law, and the employer's own written policy becomes the standard a wage claim gets measured against. Alabama and Mississippi also have no state penalty for missing that default, since neither has a state wage payment statute to attach one to.
PTO payout: earned wages in some states, your policy in the rest
16 of the 51 jurisdictions in this table treat accrued, unused PTO as earned wages, which generally means it must be paid out at separation regardless of what a handbook says. 4 of those states go a step further and prohibit use-it-or-lose-it forfeiture outright: California, Colorado, Montana and Nebraska. The remaining 35 states leave the payout decision to the employer's written policy, with one pairing worth knowing by name. New York and North Carolina both sit in the policy-governed group, but both default to paying PTO out unless a written policy clearly states it is forfeited, which is the reverse of the plain default in most policy states. Reading only the discharge deadline and skipping the PTO note is the most common way a national offboarding policy gets a state wrong.
The penalty for paying late, where a state sets one
27 states in this table set a specific statutory penalty for a late final paycheck, and the range is wide. South Carolina allows treble the unpaid wages plus costs and attorney fees. West Virginia doubles the unpaid amount as liquidated damages. New York and Pennsylvania both run a flat percentage penalty once wages sit unpaid past a set number of days. The other 24 states set no penalty specific to final pay beyond the ordinary wage claim process, which the table marks plainly rather than inventing a number that is not in the statute.
The federal WARN Act is a different deadline entirely
The Worker Adjustment and Retraining Notification Act requires employers with 100 or more employees to give 60 calendar days of advance written notice before a covered plant closing or mass layoff, as set out by the U.S. Department of Labor. It is a notice obligation tied to the size and scale of a layoff, not a payment deadline for any single employee's final paycheck. A company running a WARN-covered layoff still owes each affected employee's last paycheck under the ordinary state deadline in the table above, on top of, not instead of, the WARN notice.
Calculating final pay correctly for every state a client has employees in, and keeping the deadline, the PTO treatment and the penalty exposure straight across all of them, is what BEG HR outsourcing absorbs. Certified HR professionals guide each separation, powered by isolved, and the underlying paycheck runs through managed payroll so the written policy and the actual payment stay in sync.
Final pay, calculated against the right state deadline.
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Frequently Asked Questions
What is the deadline for a final paycheck when I terminate an employee?
It depends entirely on the state, and the range is wide. 6 states require payment immediately or on the day of discharge, including Colorado and Massachusetts. Others give a fixed window, such as 6 calendar days in Texas or 24 hours in Utah, and the rest default to the next regular payday. The state pages linked in the table below give the exact rule for where your employee works.
What is the deadline when an employee quits instead of being fired?
Most states apply the same next-payday rule to a resignation that they apply to a discharge. A few states shorten the window when the employee gave notice: Oregon pays on the last day worked if the employee gave at least 48 hours notice, and New Hampshire and Hawaii both move a resigning employee onto a faster clock when they gave a full pay period of notice.
Do all states require accrued PTO to be paid out at termination?
No. 16 of the 51 jurisdictions in this table treat accrued, unused PTO as earned wages that generally must be paid out at separation. The other 35 leave it to the employer's written policy, with New York and North Carolina as a notable exception inside that group: both presume PTO is paid out unless a written policy clearly states it is forfeited, which is the reverse of how most policy-governed states default.
Which states prohibit use-it-or-lose-it forfeiture of PTO?
California, Colorado, Montana and Nebraska. In these 4 states, accrued PTO is treated as earned wages and a forfeiture policy is not enforceable at separation.
What happens if an employer pays a final paycheck late?
27 of the 51 jurisdictions in this table set a specific statutory penalty for late final pay, ranging from liquidated damages to treble wages. The other 24 set no separate penalty beyond the ordinary wage claim process, which the table marks so you are not left guessing at a figure that does not exist.
Which states have the largest late-payment penalties?
South Carolina allows treble the unpaid wages plus costs and attorney fees. West Virginia doubles the unpaid amount as liquidated damages on top of the wages owed. New York allows liquidated damages equal to one hundred percent of the wages found owing, plus attorney fees, unless the employer proves a good-faith basis for believing it was compliant.
Can an employer withhold a final paycheck until company property is returned?
It depends on the state, and the answer is genuinely opposite in different places. Texas requires payment inside its six-day window regardless of returned property, so equipment has to be recovered separately. South Dakota expressly permits holding final wages until company property comes back. Check the specific state page before writing an offboarding policy that assumes one rule works everywhere.
Which states have no state statute governing final pay at all?
Alabama, Florida, Georgia and Mississippi. In these 4 states, wages are due by the next regular payday under the general wage payment rule, and the employer's own written policy becomes the standard a wage claim is measured against.
Does the deadline change with company size?
In a few states, yes. Tennessee only applies its 21-day rule to employers with 5 or more employees; smaller employers fall back on the next-payday default. Colorado writes the payroll department’s own schedule into the statute, giving an off-site or closed accounting unit extra hours to process the payment.
Does giving notice change the deadline when someone quits?
In three states it does, and not always in the direction employers expect. Oregon and Hawaii both move a resigning employee onto a faster payment clock when they gave advance notice. New Hampshire does the opposite of what most employers assume: giving a full pay period of notice moves the deadline to 72 hours rather than leaving it on the standard next-payday rule.
Does the federal WARN Act set the final paycheck deadline?
No. The Worker Adjustment and Retraining Notification Act requires employers with 100 or more employees to give 60 calendar days of advance written notice before a covered plant closing or mass layoff. It does not set a payment deadline for any individual final paycheck, which is governed entirely by the state rules in this table. See the U.S. Department of Labor WARN Act page for the notice requirement itself.
Where can I find the continuation of health coverage rules after a termination?
Federal COBRA applies to employers with 20 or more employees. Below that threshold, most states run their own continuation law with its own duration and eligibility rules, which is covered on each state's own page. 5 states in this table have no state continuation law at all, so an employer below the federal threshold there has no state-mandated fallback.
Is BEG a PEO?
No. There is no co-employment and no change of employer of record: your company stays the employer. Certified HR professionals calculate final pay against the correct state deadline and keep the offboarding process documented, powered by isolved.
Anthony leads HR outsourcing strategy at Business Executive Group, a national HR outsourcing firm serving employers across every state. BEG HR outsourcing is powered by isolved, with certified HR professionals calculating final pay against the correct state deadline as laws change.
Sources, state by state: Alaska DOLWD Wage and Hour FAQ, Q18; A.R.S. 23-353; Ark. Code 11-4-405; Cal. Lab. Code 201 and 202; Colo. Rev. Stat. 8-4-109; Conn. Gen. Stat. 31-71c; 19 Del. C. 1103; D.C. Code 32-1303; O.C.G.A. 34-7-2; HRS 388-3; Idaho Code 45-606; 820 ILCS 115/5; IC 22-2-9-2; Iowa Code 91A.4; K.S.A. 44-315; KRS 337.055; La. R.S. 23:631; 26 M.R.S. 626; Md. Code, Lab. & Empl. 3-505; Mass. Gen. Laws c.149 s.148; MCL 408.475; Minn. Stat. 181.13 and 181.14; RSMo 290.110; MCA 39-3-205; Neb. Rev. Stat. 48-1230; NRS 608.020, 608.030 and 608.040; N.H. RSA 275:44; N.J.S. 34:11-4.3; NMSA 1978, 50-4-4; N.Y. Lab. Law 191; N.C.G.S. 95-25.7; N.D.C.C. ch. 34-14, section 34-14-03; Ohio Rev. Code 4113.15; 40 O.S. 165.3; ORS 652.140; 43 P.S. 260.5; R.I. Gen. Laws 28-14-4; S.C. Code 41-10-50; S.D.C.L. 60-11-10; Tenn. Code 50-2-103; Tex. Lab. Code 61.014; Utah Code 34-28-5; 21 V.S.A. 342; Va. Code 40.1-29; RCW 49.48.010; W. Va. Code 21-5-4; Wis. Stat. 109.03; Wyo. Stat. 27-4-104(a). Federal WARN Act notice requirements are set out by the U.S. Department of Labor. This is general HR information, not legal advice.
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