{"id":988,"date":"2023-05-18T15:17:45","date_gmt":"2023-05-18T15:17:45","guid":{"rendered":"https:\/\/clockify.me\/learn\/?p=988"},"modified":"2025-02-04T00:00:00","modified_gmt":"2025-02-04T00:00:00","slug":"pto-payout-laws-by-state","status":"publish","type":"post","link":"https:\/\/clockify.me\/learn\/de\/business-management\/pto-payout-laws-by-state\/","title":{"rendered":"Gesetze zur Auszahlung von PTO-Guthaben (PTO Payout) nach US-Bundesstaat \u2013 Leitfaden f\u00fcr 2025"},"content":{"rendered":"<ul class=\"wp-block-list\">\n<li class=\"translation-block\">Basics of PTO payout laws in the US,<\/li>\n\n\n\n<li class=\"translation-block\">PTO payout laws by state, and<\/li>\n\n\n\n<li class=\"translation-block\">Frequently asked questions about PTO payout laws.<\/li>\n<\/ul>\n\n\n\n\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/clockify.me\/learn\/wp-content\/uploads\/2023\/05\/PTO-Payout-Laws-by-State-\u2014-Guide-for-2024-1024x512.jpg\" alt=\"PTO Payout Laws by State \u2014 Guide for 2024\" class=\"wp-image-2921\" srcset=\"https:\/\/clockify.me\/learn\/wp-content\/uploads\/2023\/05\/PTO-Payout-Laws-by-State-\u2014-Guide-for-2024-1024x512.jpg 1024w, https:\/\/clockify.me\/learn\/wp-content\/uploads\/2023\/05\/PTO-Payout-Laws-by-State-\u2014-Guide-for-2024-300x150.jpg 300w, https:\/\/clockify.me\/learn\/wp-content\/uploads\/2023\/05\/PTO-Payout-Laws-by-State-\u2014-Guide-for-2024-768x384.jpg 768w, https:\/\/clockify.me\/learn\/wp-content\/uploads\/2023\/05\/PTO-Payout-Laws-by-State-\u2014-Guide-for-2024-18x9.jpg 18w, https:\/\/clockify.me\/learn\/wp-content\/uploads\/2023\/05\/PTO-Payout-Laws-by-State-\u2014-Guide-for-2024.jpg 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<ul class=\"wp-block-list key-takeaways\">\n<li class=\"translation-block\">Federal law doesn&#8217;t require unused PTO payouts from employers.<\/li>\n\n\n\n<li class=\"translation-block\">In most states, unused PTO payouts are regulated by individual employment agreements and company policies.&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">If an employment agreement promises unused PTO payouts, almost all states have specific penalties for employers that withhold payment.&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">Most states allow employers to implement use-it-or-lose-it policies, establishing a deadline for using accrued PTO.<\/li>\n\n\n\n<li class=\"translation-block\">In practice, most use-it-or-lose-it policies prevent employees from carrying over vacation leave from one year to the next.<\/li>\n<\/ul>\n\n\n\n<h2 id=\"pto-payout-laws-in-the-us-the-basics\" class=\"wp-block-heading translation-block\">PTO payout laws in the US \u2014 the basics<\/h2>\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">What is PTO,<\/li>\n\n\n\n<li class=\"translation-block\">What is PTO payout,<\/li>\n\n\n\n<li class=\"translation-block\">What is vacation pay and how does it work, and<\/li>\n\n\n\n<li class=\"translation-block\">What is a use-it-or-lose-it policy.<\/li>\n<\/ul>\n\n\n\n\n\n<h3 id=\"what-is-pto\" class=\"wp-block-heading translation-block\">What is PTO?<\/h3>\n\n\n\n\n\n\n\n<ol class=\"wp-block-list\">\n<li class=\"translation-block\"><strong>Holiday leave<\/strong> \u2014 time off for holidays like Christmas Day, Independence Day, Thanksgiving, etc.,&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Sick leave<\/strong> \u2014 time off to recover from an injury or illness,&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Bereavement leave<\/strong> \u2014 time to come to terms with loss, make funeral arrangements, and similar, in case of the death of a family member, close relative, etc.,<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Vacation leave<\/strong> \u2014 to take a break from work to rest, spend time with family and friends, travel, etc.,<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Family leave<\/strong> \u2014 to take care of a seriously ill family member or bond with a newborn or adopted child,<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Military leave<\/strong> \u2014 to perform duties (active or inactive) in the National Guard or as a reserve of the Armed Forces, and<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Jury leave<\/strong> \u2014 to take time off to report for jury duty.&nbsp;<\/li>\n<\/ol>\n\n\n\n\n\n\n\n\n\n<h3 id=\"what-is-vacation-pay-and-how-does-it-work\" class=\"wp-block-heading translation-block\">What is vacation pay and how does it work?<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">Your length of employment,&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">Whether you work in the public or private sectors, and&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">Your employer.<\/li>\n<\/ul>\n\n\n\n\n\n<h3 id=\"what-is-pto-payout\" class=\"wp-block-heading translation-block\">What is PTO payout?<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">How much PTO an employer offers,&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">How an employee can accrue PTO, and&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">How an employee can use it.&nbsp;<\/li>\n<\/ul>\n\n\n\n\n\n<h3 id=\"what-is-a-use-it-or-lose-it-policy\" class=\"wp-block-heading translation-block\">What is a use-it-or-lose-it policy?<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n<h2 id=\"pto-payout-laws-by-state\" class=\"wp-block-heading translation-block\">PTO payout laws by state<\/h2>\n\n\n\n\n\n\n\n\n\n\n\n<figure class=\"wp-block-table responsive\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>State<\/strong><\/th><th><strong>Is vacation pay required by state law?<\/strong><\/th><th><strong>Are use-it-or-lose-it policies legal?<\/strong><\/th><th><strong>Are unused PTO payouts required by state law?<\/strong><\/th><th><strong>What are potential employer penalties for not paying out unused PTO?&nbsp;&nbsp;&nbsp;<\/strong><\/th><\/tr><\/thead><tbody><tr><td><a href=\"https:\/\/labor.alabama.gov\/uc\/21-08%20Claims%20and%20Benefits.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Alabama<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>Specific penalties aren&#8217;t outlined in Alabama state law, but the court may award damages after civil litigation.<\/td><\/tr><tr><td><a href=\"https:\/\/labor.alaska.gov\/lss\/whfaq.htm\" target=\"_blank\" rel=\"noreferrer noopener\">Alaska<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay the employee&#8217;s regular wage for each day of the delay, up to 90 working days.&nbsp;&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.azleg.gov\/viewdocument\/?docName=https%3A%2F%2Fwww.azleg.gov%2Fars%2F23%2F00360.htm\" target=\"_blank\" rel=\"noreferrer noopener\">Arizona<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay treble damages (3 times the amount of owed wages), plus interest on the owed amount.<\/td><\/tr><tr><td><a href=\"https:\/\/labor.arkansas.gov\/labor\/labor-standards\/wage-claims\/\" target=\"_blank\" rel=\"noreferrer noopener\">Arkansas<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay double the amount of owed wages.<\/td><\/tr><tr><td><a href=\"https:\/\/www.dir.ca.gov\/dlse\/faq_vacation.htm\" target=\"_blank\" rel=\"noreferrer noopener\">California<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>No, use-it-or-lose-it policies are illegal.<\/td><td>Yes, PTO payouts are required by state law.&nbsp;<\/td><td>An employer must pay employee&#8217;s regular wage for each day of the delay, up to 30 working days plus interest.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/cdle.colorado.gov\/sites\/cdle\/files\/Colorado%20Wage%20Act%20Revised%20April%2017%2C%202023%20%5Baccessible%5D.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Colorado<\/a>&nbsp;<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>No, use-it-or-lose-it policies are illegal.<\/td><td>Yes, PTO payouts are required by state law.&nbsp;<\/td><td>An employer must pay twice the amount of owed wages or $1,000 (whichever is greater) for accidental failure to pay.&nbsp;Willful failure increases the penalty by 50%.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.cga.ct.gov\/current\/pub\/chap_558.htm#sec_31-71g\" target=\"_blank\" rel=\"noreferrer noopener\">Connecticut<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay double the amount of owed wages plus legal fees.<\/td><\/tr><tr><td><a href=\"https:\/\/delcode.delaware.gov\/title19\/c011\/index.html\" target=\"_blank\" rel=\"noreferrer noopener\">Delaware<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay 10% of unpaid wages for each day of the delay, except Sundays and legal holidays, plus a civil penalty of between $1,000 and $5,000.<\/td><\/tr><tr><td><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/minimum-wage\/state\" target=\"_blank\" rel=\"noreferrer noopener\">Florida<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay legal fees after a breach of contract dispute.<\/td><\/tr><tr><td><a href=\"https:\/\/dol.georgia.gov\/employment-laws-and-rules\" target=\"_blank\" rel=\"noreferrer noopener\">Georgia<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer is liable for a misdemeanor charge, potentially resulting in jail time and\/or a $1,000 fine.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/does.dc.gov\/sites\/default\/files\/dc\/sites\/does\/page_content\/attachments\/FAQs%20for%20OWH-Final.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">District of Columbia<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay 10% of the owed amount per each working day the payment is delayed up to 3 times the owed amount.<\/td><\/tr><tr><td><a href=\"https:\/\/labor.hawaii.gov\/wsd\/vacation-and-sick-leave\/\" target=\"_blank\" rel=\"noreferrer noopener\">Hawaii<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay the total amount of owed wages in damages with a yearly interest of 6% and a fine of between $2,000 and $10,000.&nbsp;&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.labor.idaho.gov\/Businesses\/Idaho-Labor-Laws\/Labor-Laws-FAQ\/\" target=\"_blank\" rel=\"noreferrer noopener\">Idaho<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay a $750 fine, or up to 3 times the owed amount if a wage claim is won at the District Court.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/labor.illinois.gov\/laws-rules\/paidleave.html\" target=\"_blank\" rel=\"noreferrer noopener\">Illinois<\/a><\/td><td>Yes, state law mandates at least 40 hours of paid leave in a 12-month period to every employee.<\/td><td>No, use-it-or-lose-it policies are illegal.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.&nbsp;<\/td><td>An employer must pay 5% of the owed amount for each month of the delay and an administrative fee of between $250 and $1,000.&nbsp;Employers who fail to comply with an order to pay from the state&#8217;s Department of Labor also pay a penalty of 20% of the unpaid wages and a penalty of 1% of the unpaid wages to the employee for each day the payment is delayed.<\/td><\/tr><tr><td><a href=\"https:\/\/iga.in.gov\/laws\/2021\/ic\/titles\/22#22-2-5-2\" target=\"_blank\" rel=\"noreferrer noopener\">Indiana<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>Yes, PTO payouts are required by law but only if the requirements from the employment agreement have been met.&nbsp;<\/td><td>An employer must pay up to two times the owed amount, if payment has been withheld willfully.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.legis.iowa.gov\/docs\/ico\/chapter\/91A.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Iowa<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay 5% of the owed amount for each day of the delay.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/ksrevisor.gov\/statutes\/chapters\/ch44\/044_003_0015.html\" target=\"_blank\" rel=\"noreferrer noopener\">Kansas<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>If the employer has withheld payment willfully, they must pay an additional 1% of the owed amount for each day of the delay (from the 9th day, excluding Sundays and holidays), up to 100% of the owed.&nbsp;<\/td><\/tr><tr><td>Kentucky<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay a fine ranging from $100 and $1,000.&nbsp;<\/td><\/tr><tr><td>Louisiana<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>Yes, PTO payouts are required by state law.&nbsp;<\/td><td>An employer must pay up to 90 days of wages at the employee&#8217;s daily rate or full wages at the employee&#8217;s rate for the period of the delay, whichever is less.&nbsp;&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/legislature.maine.gov\/statutes\/26\/title26sec626-A.html\" target=\"_blank\" rel=\"noreferrer noopener\">Maine<\/a><\/td><td>Yes, employers with more than 10 employees must provide 1 hour of paid leave for every 40 hours worked, up to 40 hours per year.&nbsp;<\/td><td>Use-it-or-lose-it policies are allowed for separate vacation PTO if outlined in employment agreements or company policies but not for the 40 hours of state-mandated PTO.<\/td><td>Yes, PTO payouts are required by law for employers with more than 10 employees (excluding public employees).&nbsp;<\/td><td>An employer must pay a reasonable interest rate on the owed amount, attorney fees and 2 times the unpaid wages in damages.<\/td><\/tr><tr><td><a href=\"https:\/\/www.dllr.state.md.us\/labor\/wagepay\/wppayonterm.shtml\" target=\"_blank\" rel=\"noreferrer noopener\">Maryland<\/a>&nbsp;<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay up to 3 times the owed amount, plus attorney&#8217;s fees.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.mass.gov\/doc\/attorney-generals-advisory-on-vacation-policies\/download\" target=\"_blank\" rel=\"noreferrer noopener\">Massachusetts<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Yes, if outlined in employment agreements or company policies, and if employees have a reasonable opportunity to use PTO within the time limit.&nbsp;<\/td><td>Yes, PTO payouts are required by law unless the employee was terminated due to their fault or delinquency.&nbsp;<\/td><td>An employer must pay treble damages plus legal fees.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.michigan.gov\/leo\/bureaus-agencies\/ber\/wage-and-hour\" target=\"_blank\" rel=\"noreferrer noopener\">Michigan<\/a>&nbsp;<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay damages up to twice the owed amount, legal fees, and a $300 civil penalty.&nbsp;&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.dli.mn.gov\/business\/employment-practices\/wages-and-overtime-faqs\" target=\"_blank\" rel=\"noreferrer noopener\">Minnesota<\/a>&nbsp;<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay an amount equal to the employee&#8217;s average daily earnings at their regular pay rate for each day of the delay, up to 15 days.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/mdes.ms.gov\/employers\/unemployment-tax\/employer-resources\/employment-issues\/\" target=\"_blank\" rel=\"noreferrer noopener\">Mississippi<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay potential damages awarded by the court in a breach of contract claim.<\/td><\/tr><tr><td><a href=\"https:\/\/labor.mo.gov\/dls\/general\" target=\"_blank\" rel=\"noreferrer noopener\">Missouri<\/a>&nbsp;<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay interest on the owed amount, plus legal fees.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/erd.dli.mt.gov\/labor-standards\/wage-and-hour-payment-act\/wage-and-hour-laws-guide\" target=\"_blank\" rel=\"noreferrer noopener\">Montana<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>No, use-it-or-lose-it policies are illegal.<\/td><td>Yes, PTO payouts are required by state law.&nbsp;<\/td><td>An employer must pay 110% of the owed amount.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/dol.nebraska.gov\/laborstandards\" target=\"_blank\" rel=\"noreferrer noopener\">Nebraska<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>Yes, PTO payouts are required by state law.&nbsp;<\/td><td>An employer must pay two times the amount of unpaid wages, if the payment was withheld willfully.&nbsp;&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/labor.nv.gov\/About\/Frequently_Asked_Questions\/Frequently_Asked_Questions_-_About_Us\/\" target=\"_blank\" rel=\"noreferrer noopener\">Nevada<\/a><\/td><td>Yes, employers that have been in operation for more than 2 years and have 50 or more employees must provide 0.01923 hours of paid leave to full-time employees for each hour worked, except for temporary, seasonal, or on-call workers.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay an administrative penalty of up to $5,000 and interest on the owed amount.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.dol.nh.gov\/workers-compensation\/employer-information\" target=\"_blank\" rel=\"noreferrer noopener\">New Hampshire<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay 10% of the owed amount for each day of the delay, except Sundays and holidays, up to 100% of owed wages.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.nj.gov\/labor\/wageandhour\/tools-resources\/laws\/\" target=\"_blank\" rel=\"noreferrer noopener\">New Jersey<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay a fine ranging from $500 to $1,000 for the first violation, from $1,000 to $2,000 for subsequent violations, as well as damages up to 200% of the unpaid amount and legal fees.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.dws.state.nm.us\/en-us\/Businesses\/Rules-and-Regulations\/Labor-Relations-FAQs\/category\/wages-and-work-hours\" target=\"_blank\" rel=\"noreferrer noopener\">New Mexico<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer is liable for a misdemeanor charge, plus an additional 60 days of wages.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/dol.ny.gov\/labor-standards-0\" target=\"_blank\" rel=\"noreferrer noopener\">New York<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>Yes, PTO payouts are required by law unless employment agreements or company policies state otherwise.&nbsp;<\/td><td>An employer may be charged with an offense classified as larceny and treated as either a misdemeanor (up to $1,000 owed) or a felony (over $1,000 owed).&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.labor.nc.gov\/workplace-rights\" target=\"_blank\" rel=\"noreferrer noopener\">North Carolina<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>Yes, PTO payouts are required by law unless employment agreements or company policies state otherwise.&nbsp;<\/td><td>An employer must pay damages of up to 100% of the owed amount, interest on the owed amount, and legal fees.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.nd.gov\/labor\/sites\/www\/files\/documents\/Labor%20and%20Human%20Rights%20FAQ%20-%20English.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">North Dakota<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Yes, if outlined in employment agreements or company policies, and if employees have a reasonable amount of time to use this PTO.&nbsp;<\/td><td>Yes, PTO payouts are required by law except in cases of voluntary separation, where an employee has worked for less than 1 year or provided fewer than 5 days of notice. Employers also don&#8217;t have to pay out awarded but not accrued PTO.&nbsp;<\/td><td>An employer must pay up to 30 additional days of wages, depending on the length of the delay, plus interest on the owed amount.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/codes.ohio.gov\/ohio-revised-code\/section-124.134\" target=\"_blank\" rel=\"noreferrer noopener\">Ohio<\/a>&nbsp;<\/td><td>Yes, vacation pay is required by law for public sector employees. Vacation pay in the private sector depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>Yes, PTO payouts are required by law for public sector employees. In the private sector, PTO payouts depend on the employment agreement and company policies.&nbsp;<\/td><td>An employer must pay damages equal to 6% of unpaid wages or $200, whichever is greater.<\/td><\/tr><tr><td><a href=\"https:\/\/www.oml.org\/paid-time-off-faq\" target=\"_blank\" rel=\"noreferrer noopener\">Oklahoma<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay damages equal to 2% for each day the payment is overdue, up to 100% of the owed amount. Misdemeanor charges resulting in 6 months of jail time, a $500 fine, or both.<\/td><\/tr><tr><td><a href=\"https:\/\/www.oregon.gov\/boli\/workers\/pages\/holiday-and-vacation-pay.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">Oregon<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay a civil penalty of $1,000, plus wages at the employee&#8217;s regular rate for up to 30 days, depending on the length of the delay.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/www.pa.gov\/agencies\/dli\/resources\/compliance-laws-and-regulations\/labor-management-relations\/pennsylvania-s-minimum-wage-act\/wage-faqs\" target=\"_blank\" rel=\"noreferrer noopener\">Pennsylvania<\/a>&nbsp;<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>30 days after the scheduled payday, the penalty includes 25% of the unpaid amount or $500, whichever is greater. Employers may also be liable for legal fees and face a misdemeanor charge.&nbsp;If the employer does not explain their failure to pay within 10 days after receiving a claim, they are also liable for 10% of the unpaid wages.<\/td><\/tr><tr><td><a href=\"https:\/\/dlt.ri.gov\/regulation-and-safety\/labor-standards\/paid-sick-and-safe-leave\" target=\"_blank\" rel=\"noreferrer noopener\">Rhode Island<\/a>&nbsp;<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>Yes, PTO payouts are required by law after one year of employment.<\/td><td>For missing wages up to $1,500, employers face misdemeanor charges that may result in jail time and a minimum fine of $400. For missing wages over $1,500, they may face felony charges with a fine of up to $5,000 and jail time.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/llr.sc.gov\/wage\/faq.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">South Carolina<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay a civil penalty of a maximum of $100 and up to 3 times the amount of owed wages, plus legal fees.<\/td><\/tr><tr><td><a href=\"https:\/\/eclaw.com\/faqs\/do-companies-have-to-pay-out-pto-in-tennessee\/\" target=\"_blank\" rel=\"noreferrer noopener\">Tennessee<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer may face a misdemeanor charge with a fine of up to $500 and a civil penalty between $500 and $1,000.<\/td><\/tr><tr><td><a href=\"https:\/\/efte.twc.texas.gov\/vacation_and_sick_leave.html\" target=\"_blank\" rel=\"noreferrer noopener\">Texas<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay an administrative penalty of up to $1,000. For intentional nonpayment, an employer may be charged with a third-degree felony, potentially resulting in a fine of up to $10,000 and jail time.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/le.utah.gov\/xcode\/Title63A\/Chapter17\/63A-17-S510.html\" target=\"_blank\" rel=\"noreferrer noopener\">Utah<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay wages for up to 60 days, depending on the length of the delay. Also, a penalty of 5% of unpaid wages for each day of the delay, up to 20 days.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/labor.vermont.gov\/sites\/labor\/files\/doc_library\/Earned%20Sick%20Time%20FAQ%20modified.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Vermont<\/a>&nbsp;<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay a civil penalty of up to $100. For intentional non-payment, employers may also face a civil penalty of up to $5,000.<\/td><\/tr><tr><td><a href=\"https:\/\/law.lis.virginia.gov\/vacode\/title15.2\/chapter16\/section15.2-1605\/\" target=\"_blank\" rel=\"noreferrer noopener\">Virginia<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay a civil penalty of up to $1,000. For intentional non-payment of wages up to $10,000, employers may face a misdemeanor charge, or a felony charge for amounts greater than $10,000.&nbsp;Employers may also be liable for 100% of the unpaid wages in damages and a yearly interest of 8%.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/app.leg.wa.gov\/wac\/default.aspx?cite=296-128-700\" target=\"_blank\" rel=\"noreferrer noopener\">Washington<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay up to 2 times the amount of unpaid wages in damages, plus 1% per month in interest and attorney&#8217;s fees.<\/td><\/tr><tr><td>West Virginia<\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay twice the amount of unpaid wages in damages and legal fees.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/dwd.wisconsin.gov\/er\/laws.htm\" target=\"_blank\" rel=\"noreferrer noopener\">Wisconsin<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer must pay up to $500 in fines, potential jail time, and up to 100% of the unpaid amount in damages.&nbsp;<\/td><\/tr><tr><td><a href=\"https:\/\/dws.wyo.gov\/dws-division\/labor-standards\/frequently-asked-questions\/\" target=\"_blank\" rel=\"noreferrer noopener\">Wyoming<\/a><\/td><td>No, vacation pay depends on the employment agreement and company policies.<\/td><td>Use-it-or-lose-it policies are allowed if outlined in employment agreements or company policies.<\/td><td>No, PTO payouts are required only if promised in employment agreements and company policies.<\/td><td>An employer may face a misdemeanor charge and up to $200 for each day of the offense. Also, employers may be liable for up to 100% of the unpaid amount in damages.&nbsp;<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 id=\"faqs-about-pto-payout-laws-by-state\" class=\"wp-block-heading translation-block\">FAQs about PTO payout laws by state<\/h2>\n\n\n\n\n\n\n\n<h3 id=\"what-happens-to-your-pto-when-you-leave-a-job\" class=\"wp-block-heading translation-block\">What happens to your PTO when you leave a job?<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n<h3 id=\"in-what-states-is-pto-payout-required\" class=\"wp-block-heading translation-block\">In what states is PTO payout required?<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">California,<\/li>\n\n\n\n<li class=\"translation-block\">Colorado,<\/li>\n\n\n\n<li class=\"translation-block\">Illinois,<\/li>\n\n\n\n<li class=\"translation-block\">Indiana,<\/li>\n\n\n\n<li class=\"translation-block\">Louisiana,<\/li>\n\n\n\n<li class=\"translation-block\">Maine,<\/li>\n\n\n\n<li class=\"translation-block\">Massachusetts,&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">Nebraska,<\/li>\n\n\n\n<li class=\"translation-block\">North Dakota, and<\/li>\n\n\n\n<li class=\"translation-block\">Rhode Island.<\/li>\n<\/ul>\n\n\n\n\n\n\n\n<h3 id=\"which-states-allow-companies-to-decide-on-pto-payout\" class=\"wp-block-heading translation-block\">Which states allow companies to decide on PTO payout?&nbsp;&nbsp;<\/h3>\n\n\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">Alaska,<\/li>\n\n\n\n<li class=\"translation-block\">Arizona,<\/li>\n\n\n\n<li class=\"translation-block\">Arkansas,<\/li>\n\n\n\n<li class=\"translation-block\">Connecticut,<\/li>\n\n\n\n<li class=\"translation-block\">Delaware,<\/li>\n\n\n\n<li class=\"translation-block\">Florida,&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">Georgia,<\/li>\n\n\n\n<li class=\"translation-block\">District of Columbia,<\/li>\n\n\n\n<li class=\"translation-block\">Hawaii,<\/li>\n\n\n\n<li class=\"translation-block\">Idaho,<\/li>\n\n\n\n<li class=\"translation-block\">Iowa,<\/li>\n\n\n\n<li class=\"translation-block\">Kansas,<\/li>\n\n\n\n<li class=\"translation-block\">Kentucky,<\/li>\n\n\n\n<li class=\"translation-block\">Maryland,<\/li>\n\n\n\n<li class=\"translation-block\">Michigan,<\/li>\n\n\n\n<li class=\"translation-block\">Minnesota,<\/li>\n\n\n\n<li class=\"translation-block\">Missouri,<\/li>\n\n\n\n<li class=\"translation-block\">Mississippi,<\/li>\n\n\n\n<li class=\"translation-block\">Montana,<\/li>\n\n\n\n<li class=\"translation-block\">Nevada,<\/li>\n\n\n\n<li class=\"translation-block\">New Hampshire,<\/li>\n\n\n\n<li class=\"translation-block\">New Jersey,<\/li>\n\n\n\n<li class=\"translation-block\">New Mexico,<\/li>\n\n\n\n<li class=\"translation-block\">New York,<\/li>\n\n\n\n<li class=\"translation-block\">North Carolina,<\/li>\n\n\n\n<li class=\"translation-block\">Ohio,<\/li>\n\n\n\n<li class=\"translation-block\">Oklahoma,<\/li>\n\n\n\n<li class=\"translation-block\">Oregon,<\/li>\n\n\n\n<li class=\"translation-block\">Pennsylvania,<\/li>\n\n\n\n<li class=\"translation-block\">South Carolina,<\/li>\n\n\n\n<li class=\"translation-block\">Tennessee,<\/li>\n\n\n\n<li class=\"translation-block\">Texas,<\/li>\n\n\n\n<li class=\"translation-block\">Utah,<\/li>\n\n\n\n<li class=\"translation-block\">Vermont,<\/li>\n\n\n\n<li class=\"translation-block\">Virginia,<\/li>\n\n\n\n<li class=\"translation-block\">Washington,<\/li>\n\n\n\n<li class=\"translation-block\">West Virginia,<\/li>\n\n\n\n<li class=\"translation-block\">Wisconsin, and<\/li>\n\n\n\n<li class=\"translation-block\">Wyoming.<\/li>\n<\/ul>\n\n\n\n\n\n<h3 id=\"which-us-states-have-no-pto-payout-regulations\" class=\"wp-block-heading translation-block\">Which US states have no PTO payout regulations?<\/h3>\n\n\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">Alabama,<\/li>\n\n\n\n<li class=\"translation-block\">Florida,<\/li>\n\n\n\n<li class=\"translation-block\">Georgia,<\/li>\n\n\n\n<li class=\"translation-block\">Mississippi, and<\/li>\n\n\n\n<li class=\"translation-block\">South Dakota.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"which-states-prohibit-a-use-it-or-lose-it-paid-time-off-policy\" class=\"wp-block-heading translation-block\">Which states prohibit a use-it-or-lose-it paid time off policy?<\/h3>\n\n\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">California,<\/li>\n\n\n\n<li class=\"translation-block\">Colorado,<\/li>\n\n\n\n<li class=\"translation-block\">Louisiana,<\/li>\n\n\n\n<li class=\"translation-block\">Maine,<\/li>\n\n\n\n<li class=\"translation-block\">Massachusetts,<\/li>\n\n\n\n<li class=\"translation-block\">Montana, and<\/li>\n\n\n\n<li class=\"translation-block\">Nebraska.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"is-pto-required-by-law\" class=\"wp-block-heading translation-block\">Is PTO required by law?<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n\n\n<h3 id=\"how-are-payouts-for-unused-vacation-days-calculated\" class=\"wp-block-heading translation-block\">How are payouts for unused vacation days calculated?<\/h3>\n\n\n\n\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">Determine the total PTO hours the employee has accrued,&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">Calculate how much payout they\u2019ve earned before tax deductions, and&nbsp;<\/li>\n\n\n\n<li class=\"translation-block\">Withhold taxes.&nbsp;<\/li>\n<\/ul>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n<h3 id=\"do-companies-in-new-york-pay-unused-vacation-time\" class=\"wp-block-heading translation-block\">Do companies in New York pay unused vacation time?<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n<h3 id=\"do-i-get-paid-for-unused-sick-days-after-i-quit\" class=\"wp-block-heading translation-block\">Do I get paid for unused sick days after I quit?<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">Whether the state you work in has paid sick time laws requiring employers to pay for unused sick days upon termination of employment,<\/li>\n\n\n\n<li class=\"translation-block\">Whether your employer has a PTO policy that includes paid sick leave, and if they have it, whether that policy clearly states what happens to your accrued sick leave upon termination, and<\/li>\n\n\n\n<li class=\"translation-block\">Whether your employer is required by a collective bargaining agreement or some other legally binding agreement to pay for accrued sick time when an employee leaves their employment.<\/li>\n<\/ul>\n\n\n\n\n\n\n\n\n\n<h2 id=\"accrued-pto-payout-conclusion-and-disclaimer\" class=\"wp-block-heading translation-block\">Accrued PTO payout conclusion and disclaimer<\/h2>\n\n\n\n\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">Your state has a law requiring your employer to pay for unused PTO upon termination, and<\/li>\n\n\n\n<li class=\"translation-block\">Your employer has a PTO policy that clearly states your right to a PTO payout.<\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>Entdecke die Gesetze zur Auszahlung von ungenutztem Urlaub (PTO) nach Bundesstaat in unserem detaillierten Guide f\u00fcr 2025. Bleib compliant und informiere dich \u00fcber deine Rechte und Pflichten.<\/p>","protected":false},"author":8,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[4,5],"tags":[],"class_list":["post-988","post","type-post","status-publish","format-standard","hentry","category-business-management","category-business-regulations"],"acf":[],"_links":{"self":[{"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/posts\/988","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/comments?post=988"}],"version-history":[{"count":79,"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/posts\/988\/revisions"}],"predecessor-version":[{"id":5338,"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/posts\/988\/revisions\/5338"}],"wp:attachment":[{"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/media?parent=988"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/categories?post=988"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/clockify.me\/learn\/de\/wp-json\/wp\/v2\/tags?post=988"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}