Illinois Final Paycheck Law
✓ Verified against official sources · August 31, 2026 820 ILCS 115/5, 115/14 (Illinois Wage Payment and Collection Act)
The short answer: Illinois employers must pay a separated employee's final compensation in full at separation if possible, and no later than the next regularly scheduled payday — and must pay out the monetary value of all earned, unused vacation.
If fired
At separation if possible; no later than next regular payday
If they quit
At separation if possible; no later than next regular payday
Unused PTO
Earned vacation must be paid out at the final rate of pay
Penalty for non-compliance: Damages of 5% of the underpayment per month for as long as it remains unpaid, plus the wages themselves (820 ILCS 115/14).
The Illinois Wage Payment and Collection Act requires final compensation — wages, earned commissions, earned bonuses, and the monetary equivalent of earned vacation and holidays — to be paid in full at the time of separation if possible, and in no case later than the next regularly scheduled payday (820 ILCS 115/5). If the employee requests payment by mailed check in writing, the employer must comply.
Illinois is a mandatory vacation-payout state: unless a collective bargaining agreement says otherwise, all earned, unused vacation must be paid at the final rate of pay, and no policy can cause its forfeiture. Late payment is expensive — damages of 5% of the underpayment per month (820 ILCS 115/14) accrue until it is paid, on top of the wages.
For employersThe 5%-per-month damages compound quickly and attach even to good-faith bookkeeping delays — clear final compensation, including vacation payout, on the last regular payday at the latest.
For employeesIf asked in writing, the employer must mail your final check. Unpaid final compensation accrues 5% damages per month — file with IDOL or in court, but not both.
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Illinois FAQ
Does Illinois require unused vacation to be paid out?
Yes. Under 820 ILCS 115/5, the monetary equivalent of all earned, unused vacation must be paid as part of final compensation at the employee's final rate of pay, and employment policies cannot force its forfeiture.
What are the damages for late final pay in Illinois?
5% of the underpaid amount per month, every month it remains unpaid, recoverable through an IDOL claim or a civil action (820 ILCS 115/14) — in addition to the unpaid compensation itself.
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Official sources
Illinois General Assembly — IWPCA full text (820 ILCS 115)
Primary source for this page
Illinois Department of Labor — Wage Payment and Collection Act
Supporting official source
Illinois Department of Labor
Illinois labor agency
Educational content, not legal advice. Rules change — every fact above was checked against the linked official sources on the date shown.
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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 |
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