When your employer must pay, what they must include, and what you can do if they're late.
Enter your last day and pay schedule — get the specific date your check is legally due.
→ Use the CalculatorWashington DC gives employers 1 business days from the date of termination to pay a discharged employee's final wages. This is faster than the "next regular payday" rule used by most states — in practice, it often means you get paid within a week of being let go, regardless of when your normal payday falls.
Business days do not count weekends or federal holidays. The clock starts on the day of separation. Under D.C. Code § 32-1303, this timeline applies when you are fired, laid off, or let go — not when you voluntarily resign.
If you resigned, Washington DC allows your employer to wait until your next regular payday, which is a longer window than the fired deadline.
Washington DC has some of the strongest final paycheck enforcement in the country. Employers who willfully fail to pay final wages on time face liquidated damages of up to four times the wages owed. If you're owed $1,000, your total recovery could reach $4,000.
Under D.C. Code § 32-1303, these damages are available when an employer's failure is willful — but courts interpret "willful" broadly. An employer who knew wages were due and delayed anyway typically qualifies, regardless of intent to harm.
File a wage claim with the DC Office of Wage-Hour (DOES) to start the process. These penalties are calculated and applied by the agency or court, so you don't need to do the math yourself.
Washington DC requires employers to pay out accrued, unused PTO or vacation in your final paycheck. Accrued PTO is earned wages — must be paid out. This means your PTO balance is treated as earned wages — not a discretionary benefit that can be forfeited when you leave.
If your employer has a "use-it-or-lose-it" policy that causes you to forfeit accrued PTO, that policy may be unenforceable under Washington DC law. Accrued PTO that was never used should still be included in your final check.
If your final paycheck is missing PTO you believe you earned, include that amount in your wage claim with the DC Office of Wage-Hour (DOES). The agency treats missing PTO the same as missing wages.
If your employer hasn't paid your final wages on time, your primary resource is the DC Office of Wage-Hour (DOES). Filing a wage claim is free and does not require an attorney. The process generally works like this: you submit a written complaint, the agency contacts your employer, and a settlement conference or hearing is scheduled if the employer disputes the claim.
Most employers respond quickly once a formal wage claim is opened — because penalties and interest often keep accruing during the dispute, delaying resolution makes their situation worse. Come prepared with your last pay stub, your separation date, time records if available, and any written communication about your final paycheck.
Alternatively, you can file a lawsuit in small claims court (for amounts within the small claims limit) without an attorney, or hire a private employment attorney for larger claims. Many employment lawyers handle wage theft cases on contingency, meaning you pay nothing unless they recover wages for you.
Within 1 business day. Under D.C. Code § 32-1303, this applies to all involuntary separations — firings, layoffs, and employer-initiated terminations of any kind.
Whichever comes first: Within 7 calendar days or Your next regular payday under D.C. Code § 32-1303. If you gave advance notice, check whether that changes the deadline — some states require same-day payment when sufficient notice is given.
Washington DC imposes 4x damages for willful nonpayment of final wages. If your employer deliberately withholds what they owe, the total amount recoverable can be much higher than just the unpaid wages. File a wage claim with the DC Office of Wage-Hour (DOES) to pursue these damages.
Yes — Washington DC requires accrued PTO to be included in your final paycheck. Accrued PTO is earned wages — must be paid out. If your final check is missing PTO, include it in your wage claim.
Generally no, unless you signed a written agreement authorizing specific deductions. In most states, employers cannot withhold final wages to cover the cost of unreturned equipment or property — they must pursue that separately through civil channels. If your final paycheck is short for any reason, file a wage claim.
File a wage claim with the DC Office of Wage-Hour (DOES) — it's free and does not require an attorney. Gather your last pay stub, separation date, and any time records or emails about your final pay. Most employers resolve claims quickly once a formal complaint is filed, because penalties and interest keep accruing during delays.