Under Labor Code Section 226, employees must be given a detachable part of their paycheck or a separate writing showing required information every time they are paid their wages, whether by check, in cash, or otherwise.
As business lawyers, we are often asked questions about when an employee’s final paycheck is due and what penalties are assessed for a failure to comply with California’s final paycheck laws. Whether an employee is discharged or quits, an employee must receive timely payment of their wages in accordance with Labor Code Sections 201-203. This article addresses basic information employers must be aware of in order to be in compliance with such Labor Codes.
Whether an employee is resigning or has been terminated, it is imperative that an employer complies with California’s final paycheck laws. Penalties for failing to do so can quickly add up and be extremely costly for an employer.