When your employer must pay, what they must include, and what you can do if they're late.
Enter your last day and pay schedule — get the specific date your check is legally due.
→ Use the CalculatorUnder N.H. Rev. Stat. Ann. § 275:44, New Hampshire employers have 72 calendar days from the date of termination to pay a discharged employee's final wages. Calendar days include weekends and holidays — so depending on when you are let go, you may receive your final check well before the deadline, or right at the edge of it.
This rule applies when you are fired or laid off. If you resign, your employer generally has until your next regular payday — which may or may not be sooner than 72 calendar days depending on your pay schedule.
The 72-day clock starts on the date of your actual last day of work, not on the date of any separation notice.
New Hampshire's penalty for late final paychecks is calculated as a percentage: Liquidated damages of 10% per month. Under N.H. Rev. Stat. Ann. § 275:44, this gives your employer a financial incentive to pay on time — the longer they delay, the more the penalty compounds.
Percentage-based penalties are often more predictable than wage-continuation penalties, but they can add up quickly depending on the size of your unpaid wages and the length of the delay.
File a wage claim with the New Hampshire Department of Labor to have this penalty calculated and applied to your claim. The agency handles the enforcement process and typically contacts your employer on your behalf.
New Hampshire does not have a blanket law requiring employers to pay out unused vacation or PTO when an employee separates. Whether you receive a payout depends on your employer's written policy and any employment contract you signed.
If your employer's policy says PTO or vacation will be paid out upon separation, they are generally bound by that promise — and failure to honor it could be a wage violation. But in the absence of such a policy, New Hampshire does not impose a payout obligation by law.
Review your employee handbook or offer letter carefully. If you believe you are owed PTO that was contractually promised, raise the issue when you file a wage claim.
If your employer hasn't paid your final wages on time, your primary resource is the New Hampshire Department of Labor. Filing a wage claim is free and does not require an attorney. The process generally works like this: you submit a written complaint, the agency contacts your employer, and a settlement conference or hearing is scheduled if the employer disputes the claim.
Most employers respond quickly once a formal wage claim is opened — because penalties and interest often keep accruing during the dispute, delaying resolution makes their situation worse. Come prepared with your last pay stub, your separation date, time records if available, and any written communication about your final paycheck.
Alternatively, you can file a lawsuit in small claims court (for amounts within the small claims limit) without an attorney, or hire a private employment attorney for larger claims. Many employment lawyers handle wage theft cases on contingency, meaning you pay nothing unless they recover wages for you.
Within 72 calendar days. Under N.H. Rev. Stat. Ann. § 275:44, this applies to all involuntary separations — firings, layoffs, and employer-initiated terminations of any kind.
Your next regular payday under N.H. Rev. Stat. Ann. § 275:44. If you gave advance notice, check whether that changes the deadline — some states require same-day payment when sufficient notice is given.
New Hampshire provides for additional damages if your employer fails to pay your final wages on time: Liquidated damages of 10% per month. File a wage claim with the New Hampshire Department of Labor at no cost to pursue your unpaid wages and any applicable penalties.
New Hampshire does not require PTO payout by law. Whether you receive it depends on your employer's written policy. If a payout was promised in your employee handbook or contract and not delivered, you may have a claim — but the state does not mandate it by default.
Generally no, unless you signed a written agreement authorizing specific deductions. In most states, employers cannot withhold final wages to cover the cost of unreturned equipment or property — they must pursue that separately through civil channels. If your final paycheck is short for any reason, file a wage claim.
File a wage claim with the New Hampshire Department of Labor — it's free and does not require an attorney. Gather your last pay stub, separation date, and any time records or emails about your final pay. Most employers resolve claims quickly once a formal complaint is filed, because penalties and interest keep accruing during delays.