For covered private employers, enter the separation type and date to calculate the general Texas Payday Law deadline and review PTO, commission, deduction, and property-return issues.
This tool provides general information for private employers covered by the Texas Payday Law and is not legal advice. The law excludes governmental employers. Verify public-sector, contractual, multi-state, and unusual situations under the rules that apply to that employer.
The Texas Payday Law covers private employers and excludes governmental employers. A public entity should not use this calculator's Texas Payday Law deadline as its answer; it should review the statutes, civil-service rules, contracts, policies, and payroll requirements that govern that entity. See the Texas Workforce Commission's coverage guidance.
For a covered private employer, the Texas Payday Law generally sets two deadlines. Employees who are fired, laid off, or otherwise involuntarily separated must receive final pay within six calendar days of discharge. Employees who quit, retire, or abandon the job generally must receive final pay by the next regularly scheduled payday. Separation classification and component-specific payment terms can require closer review.
All earned compensation: regular hours, overtime, and commissions or bonuses earned under the terms of a written agreement. If your written policy promises payout of unused PTO or other fringe benefits, that payout is enforceable as wages under the Texas Payday Law.
The Texas Workforce Commission has stated that an employer may not withhold final wages because company property, equipment, or timesheets have not been returned once the employer knows or should know the amount owed. Recover property through separate means; do not use the paycheck as leverage.
No. The Texas Payday Law covers private employers and excludes governmental employers. Public entities should use the law, policy, civil-service rules, contract terms, and payroll requirements that apply to that entity instead of relying on this calculator's deadline.
The six-day period counts calendar days. Texas Workforce Commission employer guidance states that if the sixth day falls on a day the employer is normally closed, the employer may deliver the check on its next regular workday. Earlier delivery reduces timing and receipt disputes.
A covered private employer should not hold final wages past the Texas Payday Law deadline because property was not returned. Handle property recovery separately or review whether a specific, lawful written deduction authorization applies.
An employee of a covered private employer may file a wage claim with the Texas Workforce Commission. Promptly pay undisputed wages and document any correction; whether an administrative penalty applies depends on statutory factors, including bad faith.
Texas does not generally require severance by default. A written policy or agreement may create an enforceable obligation and may set its payment terms, so review that document separately from earned-wage deadlines.
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