Pennsylvania Final Pay & the Wage Payment Law (WPCL)

When employment ends — whether the employee quits or is fired — final wages are due no later than the next regular payday. There is no immediate-on-discharge rule like California or Nevada (WPCL, 43 P.S. § 260.5).

Wages must be paid on regular paydays designated in advance. Only deductions authorized by law or in writing by the employee for the employee's benefitare permitted — you generally cannot deduct for breakage, shortages, or unreturned property without proper authorization (43 P.S. § 260.3; 34 Pa. Code § 9.1).

Unpaid wages under the WPCL can carry liquidated damages of 25% (or $500, whichever is greater)plus attorney fees, on top of the wages owed (43 P.S. § 260.10). The statute of limitations for a WPCL claim is three years(43 P.S. § 260.9a).

Whether accrued, unused vacation must be paid out on separation generally turns on the employer's written policy or contract — Pennsylvania does not, by statute, treat vacation as wages the way California does. A clear, consistent policy controls; ambiguity is read against the employer.