Final Paycheck & Vacation Payout Calculator
See what your last paycheck should include — unpaid wages, cashed-out vacation, the legal due date, and any late penalty.
Your final paycheck must include every hour you've worked and haven't been paid for, plus your unused vacation or PTO cashed out at your current pay rate — vacation is legally treated as wages in California and can't be forfeited. When it's due depends on how the job ended: immediately if you're fired or laid off, on your last day if you quit with 72 hours' notice, or within 72 hours if you quit without notice. A late final check can trigger a waiting-time penalty of a full day's wages per day late, up to 30 days.
Enter how the job ended, your last day, your pay rate, and any unpaid hours or vacation to see what you're owed.
Final Paycheck & Vacation Payout Calculator
You're Owed
Legal Due Date
Waiting Time Penalty
Since your sick leave isn't in a combined PTO bank, it's separate paid sick leave — under Labor Code 246(g), standalone accrued sick leave doesn't have to be paid out when you leave, so it isn't included in the vacation payout above.
How this is calculated
Unpaid wages = your hourly rate × hours worked but not yet paid. Vacation payout = your hourly rate × unused vacation/PTO hours, since Labor Code 227.3 treats vested vacation as wages owed at your final rate — it can't be forfeited by a "use it or lose it" policy, though an employer can cap how much you accrue going forward.
The due date depends on separation type: immediately if you're fired or laid off (Labor Code 201); on your last day if you quit with at least 72 hours' notice; or within 72 hours of quitting if you gave no notice (Labor Code 202). Section 202 doesn't exclude weekends or holidays (compare Labor Code 201.7, which does for oil drilling), so the deadline runs straight through a weekend rather than pausing for it.
If the check arrives after the due date, the waiting time penalty (Labor Code 203) adds one full day's wages (hourly rate × usual hours per day) for every calendar day it's late, capped at 30 days. If you haven't been paid yet, the calculator counts the days late up to today and shows the date the penalty would max out.
Accrued, unused paid sick leave doesn't have to be cashed out at separation (Labor Code 246(g)) unless it's part of a combined PTO bank with vacation, in which case the whole bank is treated as vacation.
Frequently Asked Questions
When is my final paycheck due in California?
Immediately at the time of discharge or layoff. If you quit and give at least 72 hours' notice, it's due on your last day. If you quit without 72 hours' notice, it's due within 72 hours of quitting. Labor Code 202 doesn't exclude weekends or holidays from that window, so the deadline doesn't move for a weekend.
Can my employer keep my vacation pay?
No. Under Labor Code 227.3, vested (earned) vacation is treated as wages and must be paid out at your final rate of pay when you leave. A "use it or lose it" policy that forfeits earned vacation is not allowed. An employer can cap how much vacation you accrue going forward, but it can't take away vacation you've already earned. A union contract (collective bargaining agreement) can set different rules.
What if they mail my check?
If you quit without giving 72 hours' notice, you can ask your employer to mail your final paycheck to an address you designate instead of picking it up in person. When you do, the date it's mailed counts as the date of payment for the 72-hour deadline, not the date it arrives.
Is my accrued sick leave paid out when I leave?
Generally no. Standalone paid sick leave doesn't have to be cashed out at separation under Labor Code 246(g). The exception is if your employer combines sick leave into a single PTO bank with vacation. A combined PTO bank is treated as vacation and must be paid out.
If I was fired for misconduct, do I still get vacation pay and the penalty?
Yes. Vested vacation pay and the final-wage due date don't depend on why you were let go. If wages aren't paid on time, the waiting time penalty under Labor Code 203 (up to 30 days of wages) can still apply regardless of the reason for separation.
Industry exceptions
A few industries follow different final-pay timing under the Labor Code: Seasonal employment curing, canning or drying perishable fruit, fish or vegetables (up to 72 hours after layoff); Motion picture industry (by the next regular payday); Oil drilling (within 24 hours after discharge, excluding weekends/holidays); Live theatrical or concert venue workers dispatched through a hiring hall under a collective bargaining agreement (by the next regular payday). This calculator assumes the standard rules above and does not model these exceptions.
This tool provides an educational estimate only and is not legal advice. Whether a delay was "willful," exact accrual rates, and industry-specific exceptions can change the correct answer — consult an employment attorney or the Labor Commissioner's office for your exact situation.