Leave a job in the middle of a pay period and your final paycheck covers only the days you actually worked. For hourly staff that is arithmetic: the timesheet already lists the hours. For salaried staff it is a proration: the salary converts to a daily rate, and the rate multiplies by your remaining days. This guide shows the conversion, a worked example, when the check must arrive, and what else belongs on it besides salary.
The pro rata calculator on this site turns this formula into a ten-second job.
The salaried conversion to a daily rate
Exempt employees are paid for the week, not the day, so the final partial week needs a rate. The standard conversion runs through the workweek:
- Weekly salary = annual salary ÷ 52
- Daily rate = weekly salary ÷ 5 working days
Combined: daily rate = annual salary ÷ 260. Some employers use actual workdays in the year instead of the flat 260, which shifts the rate by a dollar or two; both are accepted practice when applied consistently.
Worked example: quitting on the 15th
- Annual salary: $72,000, paid semi-monthly
- Daily rate: $72,000 ÷ 260 = $276.92
- Days worked in the final partial period: 11 (the 1st through the 15th, weekends excluded)
- Prorated salary: 11 × $276.92 = $3,046.15
Compare that with a full semi-monthly check of $3,000. The prorated figure lands slightly above it because the 1st-to-15th half of the month held more workdays than average. Proration follows the calendar you actually worked, not the fixed halves of the year.
Hourly employees: the timesheet is the whole story
Hourly final pay is hours worked × rate, plus any outstanding overtime already on the books. The proration question rarely arises, because no fixed salary needs dividing. The one check worth making: unpaid overtime from the prior period that had not yet been paid out must ride on the final check, not the next one.
When the check has to arrive
State law sets the deadline, and the differences are wide:
- California: on your last day if you gave at least 72 hours' notice; within 72 hours after your last day if you did not. Late payment accrues waiting-time penalties at a full day of wages per day, capped at 30 days.
- Oregon: on your last day with 48 hours' notice, otherwise the end of the next business day.
- Most states, including Texas: the next regular payday. The employer cannot delay past it citing unfinished paperwork.
What else belongs on the final check
- Prorated PTO. In states that treat accrued vacation as wages, the unused balance must appear on the final check. The calculation is its own topic: prorated PTO payout.
- Commissions already earned. A deal that closed before your last day is payable; the rules on deals closing after are set by state law and your commission plan: the same boundary questions as pro rata commission.
- Bonus proration. Most bonus plans pay nothing if you are not employed on the payment date. Where a plan does prorate, it follows the months worked, like pro rata bonuses for mid-year hires.
- Deductions. Health premiums, 401(k) loans, and wage garnishments come off as usual. A deduction for "training costs" or equipment is only legal if state law or your signed agreement allows it.
Sanity checks before you dispute a number
- Recompute the daily rate yourself: annual ÷ 260. If the employer used monthly ÷ days-in-month instead, the result differs slightly; that method is also defensible, so check consistency rather than assuming fraud.
- Count the workdays in your final period from the calendar, not from memory.
- Confirm the pay period boundaries. A check dated after your last day might still be the regular cycle covering your final week, not the final check itself.
Run the numbers yourself: enter the annual salary and your final days worked to see the prorated figure before the stub arrives. Free, no signup.
Related guides
Prorated PTO payout: getting paid for unused vacation Pro rata salary explained: part-time and mid-month starts How to calculate pro rata: the formula and 3 worked examplesFrequently asked questions
Is my final paycheck prorated if I quit mid-month?
Yes. You are paid for the days you worked in the final pay period. Salaried employees see the salary converted to a daily rate (annual ÷ 260) multiplied by days worked; hourly employees are paid for the hours on their timesheet.
How do you calculate the daily rate for a salaried employee?
Divide the annual salary by 52 to get the weekly salary, then by 5 to get the daily rate, which equals annual ÷ 260. A $72,000 salary yields $276.92 per day.
When does the final paycheck have to be paid?
It depends on the state. California requires it on your last day with 72 hours' notice (within 72 hours without), Oregon on the last day with 48 hours' notice, and most states by the next regular payday.
Can an employer withhold my last check for unfinished work or equipment?
Only if state law or your signed agreement allows that deduction. The wages for days worked are due on the statutory deadline regardless of disputes about property or projects.
Does my unused vacation go on the final paycheck?
In must-pay states like California, yes: the accrued, unused balance is treated as wages. Elsewhere it follows the employer's written policy. See our prorated PTO payout guide for the full calculation.