New York employee exit checklist for employers
An exit checklist covers final pay, equipment, access and paperwork when someone leaves. Here is what changes when the employee works in New York.
New York rules that affect this form
| Final pay when fired | By the next regular payday for the pay period; mailed if the employee requests. |
|---|---|
| Final pay when an employee quits | By the next regular payday for the pay period; mailed if the employee requests. |
| Unused vacation / PTO at separation | Depends on the employer's written policy: if the policy does not clearly provide for forfeiture of unused vacation, accrued vacation is generally owed at separation. Use-it-or-lose-it is allowed with prior written notice. Verify |
What to include
- Final paycheck issued by the state deadline
- Unused PTO handled according to state law and your written policy
- Company equipment returned and system access removed
- Benefits end date confirmed and COBRA or state continuation notice sent if applicable
- Exit interview offered and separation notice given where the state requires one
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Frequently asked questions
Is there an official New York employee exit checklist form?
New York does not publish one required employee exit checklist for private employers. Use a clear template and make sure it reflects the New York rules on this page.
When is a final paycheck due in New York?
If the employer ends employment: By the next regular payday for the pay period; mailed if the employee requests. If the employee quits: By the next regular payday for the pay period; mailed if the employee requests.
Does New York require paying out unused vacation?
Depends on the employer's written policy: if the policy does not clearly provide for forfeiture of unused vacation, accrued vacation is generally owed at separation. Use-it-or-lose-it is allowed with prior written notice.
Other New York forms
Employee Exit Checklist by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.