Missouri 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 Missouri.
Missouri rules that affect this form
| Final pay when fired | Due on the day of discharge; if the employee requests payment in writing and it is not paid within 7 days, wage-continuation penalties of up to 60 days apply. Verify |
|---|---|
| Final pay when an employee quits | No state law; pay by the next regular payday is standard practice. Verify |
| Unused vacation / PTO at separation | Not required by state law unless the employer's policy or contract provides for it. Verify |
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
Need a custom version?
Generate a final pay checklist tailored to your company and Missouri with the AI document generator.
Frequently asked questions
Is there an official Missouri final pay checklist form?
Missouri does not publish one required final pay checklist for private employers. Use a clear template and make sure it reflects the Missouri rules on this page.
When is a final paycheck due in Missouri?
If the employer ends employment: Due on the day of discharge; if the employee requests payment in writing and it is not paid within 7 days, wage-continuation penalties of up to 60 days apply. If the employee quits: No state law; pay by the next regular payday is standard practice.
Does Missouri require paying out unused vacation?
Not required by state law unless the employer's policy or contract provides for it.
Other Missouri 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.