Idaho final pay checklist for employers
A final pay checklist makes sure an employee who leaves gets every dollar owed, on time. Here is what changes when the employee works in Idaho.
Idaho rules that affect this form
| Final pay when fired | By the earlier of the next regular payday or 10 days (excluding weekends and holidays). If the employee asks in writing, within 48 hours (excluding weekends and holidays). |
|---|---|
| Final pay when an employee quits | Same as discharge: the earlier of the next regular payday or 10 days, or within 48 hours of a written request (excluding weekends and holidays). |
| Unused vacation / PTO at separation | Not required by state law. Vacation pay is left to the agreement between employer and employee. |
What to include
- Confirm the separation date and whether the employee quit or was let go
- Calculate final hours, overtime, commissions and bonuses earned
- Check whether unused vacation or PTO must be paid out
- Apply only deductions that state law and signed authorizations allow
- Pay by the state deadline and keep proof of the payment date
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Frequently asked questions
Is there an official Idaho final pay checklist form?
Idaho does not publish one required final pay checklist for private employers. Use a clear template and make sure it reflects the Idaho rules on this page.
When is a final paycheck due in Idaho?
If the employer ends employment: By the earlier of the next regular payday or 10 days (excluding weekends and holidays). If the employee asks in writing, within 48 hours (excluding weekends and holidays). If the employee quits: Same as discharge: the earlier of the next regular payday or 10 days, or within 48 hours of a written request (excluding weekends and holidays).
Does Idaho require paying out unused vacation?
Not required by state law. Vacation pay is left to the agreement between employer and employee.
Other Idaho forms
Final Pay 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.