Idaho's final paycheck rule
The Idaho Department of Labor FAQ (labor.idaho.gov) states that when any employee quits, is terminated, or is laid off, all wages then due must be paid by the sooner of the next regularly scheduled payday or within 10 days of the separation, excluding weekends and holidays. This single rule covers all voluntary and involuntary separations without distinction.
| Separation type | Deadline |
|---|---|
| Discharged, terminated, or laid off | Sooner of next regular payday or 10 working days |
| Quit or resigned | Sooner of next regular payday or 10 working days |
| Written request by employee (either type) | Within 48 working hours of employer receipt |
How the calculator works
The calculator adds 10 working days (excluding Saturday and Sunday) from the last day worked. If you enter a next regular payday, it returns whichever date is earlier. It does not exclude holidays because holiday calendars are not entered; the actual deadline may be one or more days later if a holiday falls within the window.
Worked example: fired on a Monday
Worked example: quit on a Friday, no regular payday entered
Written-request option
Idaho law gives employees an additional right: after separation, an employee may submit a written request for earlier payment. Upon receipt of that written request, the employer must pay within 48 working hours (also excluding weekends and holidays). This can significantly accelerate payment compared to the 10-working-day baseline.
Late payment penalties
An employer who fails to pay wages due after separation may face an administrative penalty of up to $750 from the Idaho Department of Labor (reduced to a maximum of $500 if wages are paid before the department files a state lien). If a judgment is obtained in U.S. District Court, the employee may recover three times the unpaid wages plus costs and reasonable attorney's fees — whichever is greater. These penalties are paid to the wage claimant, not to the state.
What this calculator does not determine
- The amount of unpaid wages, accrued vacation, commissions, or bonuses that may be due.
- Whether a specific holiday extends the working-day deadline.
- Whether a collective-bargaining agreement, employment contract, or handbook policy provides a shorter deadline.
- Whether late payment was willful or whether penalties apply in a specific situation.
Sources and verification
The deadline rule is confirmed from the Idaho Department of Labor Frequently Asked Questions on Labor Laws (labor.idaho.gov, last updated June 30, 2026). The penalty provisions are from the same primary source. The underlying statute is Idaho Code § 45-606 (Wage Claim Act). Calculator tests cover the working-day count, the sooner-of comparison, the written-request path, and invalid-date rejection.