Washington Final Paycheck & Deductions Calculator
Calculate gross final pay, allowable deductions, and statutory payday deadlines under Washington law. Features RCW 49.48.010 next-payday rules for discharges and quits, policy-gated PTO payouts, WAC 296-126-025 voluntary authorization tests, and minimum wage floor preservation under WAC 296-126-028.
Washington Final Paycheck & Deductions Calculator (RCW 49.48.010)
Determine gross final pay, allowable deductions, and statutory payday deadlines under Washington law. Under RCW 49.48.010, all final wages are due on the next regularly scheduled payday, regardless of whether the separation was a discharge or a resignation. Washington law does not mandate PTO payout unless promised in an employer policy. Strict deduction standards under WAC 296-126-025 and WAC 296-126-028 protect workers against unauthorized offsets and maintain the statutory minimum wage floor.
Enter separation details and hours worked, then click Calculate Final Paycheck.
Washington Final Paycheck Laws & Allowable Deductions
Read our in-depth statutory guide covering RCW 49.48.010 next-payday rules, vacation/PTO payout policies, WAC 296-126-025 voluntary deduction authorizations, WAC 296-126-028 register shortage protections, and double damages under RCW 49.52.070.
Washington Final Pay Statutory Rules & Deduction Standards
The Next-Payday Rule (RCW 49.48.010)
Unlike states like California that mandate immediate final pay on the day of discharge, Washington requires payment at the end of the next regularly scheduled pay interval. This rule applies equally to involuntary terminations, layoffs, and voluntary resignations.
Vacation & PTO Payout Policy Standard
Washington State law contains no statute requiring employers to cash out unused PTO upon separation. Payout obligation is entirely governed by the employer's written policy, employee handbook, or collective bargaining agreement. If a policy promises payout, it is enforceable as earned wages.
Final Pay Deductions (WAC 296-126-028)
Employers cannot make deductions for cash shortages, till discrepancies, or damaged property from final paychecks unless the employer proves by formal audit that the shortage resulted from the employee's dishonest or willful act, and the deduction never reduces effective pay below Washington minimum wage.
Double Damages & Legal Fees (RCW 49.52.070)
Washington does not have an automatic 30-day waiting penalty like California. However, employers who willfully and deceitfully withhold earned wages are liable for double damages (two times the unpaid amount) under RCW 49.52.070, plus mandatory reasonable attorney fees under RCW 49.48.030.