Idaho Final Paycheck Law
✓ Verified against official sources · August 31, 2026 Idaho Code § 45-606
The short answer: Idaho employers must pay a separated employee — fired, laid off, or quit — by the next scheduled payday or within 10 days (weekends and holidays excluded), whichever is earlier; a written request accelerates it to 48 hours.
If fired
Next payday or 10 days — whichever is earlier (48 hrs on written request)
If they quit
Same rule — next payday or 10 days, whichever is earlier
Unused PTO
Per written policy — no payout statute
Penalty for non-compliance: Unpaid wage claims are enforced through the Idaho Department of Labor and the courts under the Idaho wage claim statutes (ch. 6, title 45).
Under Idaho Code § 45-606, when an employee is laid off, terminated, or quits, all wages then due must be paid by the next regularly scheduled payday or within 10 days of the separation — weekends and holidays excluded — whichever is earlier.
The statute gives employees an accelerator: on written request, all wages due must be paid within 48 hours of receipt of the request (again excluding weekends and holidays). Idaho has no vacation-payout statute, so unused PTO follows the employer's written policy. Wage claims can be filed with the Idaho Department of Labor.
For employersThe 48-hour written-request rule (weekends excluded) is easy to miss — route any post-termination pay request straight to payroll the day it arrives.
For employeesYou can accelerate your final check: request it in writing and the employer must pay within 48 hours, weekends and holidays excluded (Idaho Code 45-606).
The full playbook, start to finish
This page covers one rule. The complete lawyer-reviewed guide covers the whole landscape, with sources and every state's rules.
?
Idaho FAQ
Can an Idaho employee speed up their final paycheck?
Yes — a written request obligates the employer to pay all wages due within 48 hours, excluding weekends and holidays (Idaho Code 45-606).
Is PTO payout required in Idaho?
No statute requires it; payout depends on the employer's written policy or agreement.
§
Official sources
Educational content, not legal advice. Rules change — every fact above was checked against the linked official sources on the date shown.
⇄
How other states compare
| State | If fired | If they quit | Unused PTO |
|---|---|---|---|
| Alabama | Next regular payday (federal FLSA baseline) | Next regular payday (federal FLSA baseline) | Per written policy — no state payout statute |
| Alaska | Within 3 working days (weekends and holidays excluded) | Next payday at least 3 working days after the last day | Per written policy — no payout statute |
| Arizona | Within 7 working days or end of next pay period — whichever is sooner | Next regular payday (by mail on request) | Per written policy — no payout statute |
| Arkansas | Next regular payday (7 days on the employee's discharge demand) | No state deadline — next regular payday (federal baseline) | Per written policy — no payout statute |
| California | Immediately, at termination | Within 72 hours (at quitting, with 72+ hours' notice) | Must be paid out — accrued vacation is wages |
| Colorado | Immediately (payroll off-site/closed: within 6–24 hrs of next workday) | Next regular payday | Earned vacation must be paid out — it cannot be forfeited |
| Connecticut | By the next business day after discharge | Next regular payday | Per written policy (Conn. Gen. Stat. § 31-74a) |
| Delaware | Later of next regular payday or 3 business days after last day | Same rule — later of next payday or 3 business days | Per written policy — no payout statute |
| District of Columbia | Next working day (4 days if the employee handled employer funds) | Next regular payday or 7 days — whichever is earlier | Per written policy — promised leave is enforceable as wages |
| Florida | Next regular payday (federal FLSA baseline) | Next regular payday (federal FLSA baseline) | Per written policy — no state payout statute |
| Georgia | Next regular payday (federal FLSA baseline) | Next regular payday (federal FLSA baseline) | Per written policy — no state payout statute |
| Hawaii | At discharge, or by the next working day | Next regular payday (at quitting, with one pay period's notice) | Per written policy — no payout statute |
| Idaho | Next payday or 10 days — whichever is earlier (48 hrs on written request) | Same rule — next payday or 10 days, whichever is earlier | Per written policy — no payout statute |
| Illinois | At separation if possible; no later than next regular payday | At separation if possible; no later than next regular payday | Earned vacation must be paid out at the final rate of pay |
| Indiana | Regular payday for the pay period of separation | Regular payday for the pay period of separation | Per written policy — promised vacation is enforceable as deferred wages |
| Iowa | Next regular payday for the final pay period | Next regular payday for the final pay period | Per written policy or agreement — payable when promised |
| Kansas | Next regular payday | Next regular payday | Per written policy — no payout statute |
| Kentucky | Next normal pay period or 14 days — whichever is later | Next normal pay period or 14 days — whichever is later | Per written policy — vested vacation is treated as earned wages |
| Louisiana | Next regular payday or 15 days — whichever is first | Next regular payday or 15 days — whichever is first | Payable if eligible, accrued and untaken under the stated policy |
| Maine | Next established payday | Next established payday | Must be paid out (employers with 11+ employees, accruals since 2023) |
| Maryland | On or before the normal payday for the final period | On or before the normal payday for the final period | Must be paid out unless a written, noticed policy limits it |
| Massachusetts | In full, on the day of discharge | Following regular payday (or the following Saturday if none) | Accrued vacation is wages — must be paid out |
| Michigan | As soon as the amount can be determined (next regular payday in practice) | As soon as the amount can be determined | Per written policy or contract (Act 390 fringe-benefit rules) |
| Minnesota | Immediately due — payable within 24 hours of demand | First scheduled payday after the final day | Per written policy — payable if the policy promises it |
| Mississippi | Next regular payday (federal FLSA baseline) | Next regular payday (federal FLSA baseline) | Per written policy — no state payout statute |
| Missouri | Due on the day of discharge | No state deadline — next regular payday (federal baseline) | Per written policy — no payout statute |
| Montana | Immediately (written policy can extend to next payday or 15 days) | Next regular payday or 15 days — whichever is first | Per written policy; Montana also limits terminations themselves (WDEA) |
| Nebraska | Next regular payday or within 2 weeks — whichever is sooner | Next regular payday or within 2 weeks — whichever is sooner | Earned, unused vacation must be paid; other paid leave per agreement |
| Nevada | Due immediately (penalty runs if unpaid within 3 days) | Next regular payday or 7 days — whichever is earlier | Per written policy — no payout statute |
| New Hampshire | Within 72 hours | Next regular payday (72 hours if one pay period's notice given) | Per written policy — payable if the policy promises it |
| New Jersey | Regular payday for the final pay period | Regular payday for the final pay period | Per written policy — no payout statute |
| New Mexico | Within 5 days (fixed wages) — 10 days for task/commission pay | Next succeeding payday | Per written policy — no payout statute |
| New York | Next regular payday | Next regular payday | Per written policy — forfeiture requires written notice of the policy |
| North Carolina | Next regular payday | Next regular payday | Per policy — forfeiture only if the policy was noticed in writing |
| North Dakota | Regular established payday for the period worked | Regular established payday for the period worked | Generally payable at separation — N.D. rules allow only limited exceptions |
| Ohio | Next scheduled payday (semimonthly schedule, ORC 4113.15) | Next scheduled payday | Per written policy |
| Oklahoma | Next regularly designated payday | Next regularly designated payday | Earned benefits under an established written policy are wages |
| Oregon | End of the first business day after discharge | Immediately with 48 hrs' notice; else 5 business days or next payday | Per written policy — no payout statute |
| Pennsylvania | Next regular payday | Next regular payday | Per written policy or agreement — promised PTO is enforceable as wages |
| Rhode Island | Next regular payday | Next regular payday | Accrued vacation must be paid after 1+ year of service |
| South Carolina | Within 48 hours, or next regular payday (max 30 days) | Same rule — 48 hours or next payday, max 30 days | Per written policy — payable if the policy or notice promises it |
| South Dakota | Next regular payday (or on return of employer property) | Next regular payday (or on return of employer property) | Per written policy — no payout statute |
| Tennessee | Next regular payday or 21 days — whichever is later | Next regular payday or 21 days — whichever is later | Per written policy — fringe benefits follow the policy's terms |
| Texas | Within 6 calendar days of the last day | Next regularly scheduled payday | Paid only if a written policy or agreement provides for it |
| Utah | Within 24 hours of separation | Next regular payday | Per written policy — no payout statute |
| Vermont | Within 72 hours of discharge | Last regular payday (or the following Friday if none) | Per written policy — no payout statute |
| Virginia | On or before the normal payday for the final period | On or before the normal payday for the final period | Per written policy — no payout statute |
| Washington | End of the established pay period (next scheduled payday) | End of the established pay period (next scheduled payday) | Per written policy — vacation payout is a voluntary benefit |
| West Virginia | Next regular payday | Next regular payday | Fringe benefits payable per the terms of the agreement or policy |
| Wisconsin | By the regular payroll date for the period — or the 109.03(1) deadline if earlier | Same rule as a discharge | Per written policy — no payout statute |
| Wyoming | Regularly scheduled payroll date (usual practice) | Regularly scheduled payroll date (usual practice) | Per written policy — no payout statute |
+