South Carolina 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 South Carolina.
South Carolina rules that affect this form
| Final pay when fired | Within 48 hours of separation or by the next regular payday, which may not be more than 30 days later. |
|---|---|
| Final pay when an employee quits | Same as discharge: within 48 hours of separation or by the next regular payday, which may not be more than 30 days later. |
| Unused vacation / PTO at separation | Not required by statute, but vacation pay owed under the employer's written policy counts as wages, so employers must follow their written policy. |
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 South Carolina final pay checklist form?
South Carolina does not publish one required final pay checklist for private employers. Use a clear template and make sure it reflects the South Carolina rules on this page.
When is a final paycheck due in South Carolina?
If the employer ends employment: Within 48 hours of separation or by the next regular payday, which may not be more than 30 days later. If the employee quits: Same as discharge: within 48 hours of separation or by the next regular payday, which may not be more than 30 days later.
Does South Carolina require paying out unused vacation?
Not required by statute, but vacation pay owed under the employer's written policy counts as wages, so employers must follow their written policy.
Other South Carolina 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.