PTO Payout Laws: Does Your State Require It When You Leave a Job?

Independently fact-checkedBy Recording Law Editorial TeamPublished August 13, 202619 min read

Key Takeaways

1No federal law requires PTO or vacation payout. The U.S. Department of Labor says outright it «cannot help you recover vacation pay» because the FLSA does not regulate vacation, holiday, or sick pay at all.
2A widely repeated claim that only California, Colorado, Montana, Nebraska, and North Dakota require PTO payout is inaccurate. Nebraska's rule is conditional on the employer's own plan, and North Dakota's statute explicitly permits withholding PTO in specific short-tenure, short-notice situations, so neither belongs in an unconditional-mandate group with California, Colorado, and Montana.
3In roughly a third of states, once an employer's policy creates a vacation benefit and an employee earns it, that time is treated as wages the employer cannot simply take back, though some of these states still allow a properly disclosed forfeiture clause.
4In most other states, PTO payout at separation is governed entirely by whatever the employer's written policy says. If the policy has a use-it-or-lose-it clause, forfeiture is generally lawful there.
5A handful of states go further in the employer's favor: Hawaii courts have held vacation pay is not a wage at all, and Washington's labor agency treats it as a discretionary benefit it will not enforce through the wage-complaint process.
6Even in states with no PTO statute, an employer generally cannot refuse to pay you the regular wages you already worked for; PTO forfeiture rules are specific to the accrued-leave benefit, separate from ordinary unpaid final wages.

Whether an employer has to cash out your unused vacation or PTO when you leave a job is one of the most misunderstood questions in employment law, mostly because the honest answer is «it depends on your state,» not a single national rule. Federal law has nothing to say about it at all. The U.S. Department of Labor states plainly that it «cannot help you recover vacation pay» because the Fair Labor Standards Act does not require employers to offer vacation, holiday, or sick pay in the first place.

That leaves the answer entirely to state law, and states do not fall into a simple yes-or-no split. A useful, accurate way to think about it is three groups: states where earned vacation legally becomes wages that cannot be taken away, states where the payout obligation only exists because your employer's own policy created it, and states where the law either permits forfeiture outright or has never addressed the question at all.

Does My State Require PTO Payout? Start Here

The honest first answer for most workers is: it depends on whether your employer's own policy promises a payout, not on a blanket state law. Only a minority of states force payout regardless of what the policy says. The tables below sort every state into the category that actually governs it.

States Where Earned Vacation Legally Becomes Wages

In this group, once vacation time is earned under an employer's plan, it is treated the same as money already worked for, meaning it generally cannot simply be taken back through a forfeiture clause. A few of these states still allow forfeiture if the employer discloses it in writing in advance (New York, Wisconsin, Wyoming, North Carolina), which is an important nuance: the protection is against surprise forfeiture, not against a clearly disclosed policy that never created the entitlement in the first place.

State	What Happens to Unused PTO	The Legal Basis
California	Cannot be forfeited once earned; must be paid out at final pay rate.	Lab. Code § 227.3, use-it-or-lose-it banned outright.
Colorado	Cannot be forfeited once earned; the statutory wages definition includes vacation pay.	Colorado Wage Act.
Illinois	Cannot be forfeited once earned, folded into the general wage-payment statute rather than a dedicated vacation section.	820 ILCS 115/5.
Louisiana	Vacation actually earned under the employer's own policy cannot be forfeited, and any contract clause purporting to forfeit earned wages on separation is void.	R.S. 23:631(D), R.S. 23:634.
Massachusetts	Treated as wages under the Wage Act and must be paid on the same discharge-day deadline as regular wages, per a 2022 Massachusetts high court decision.	Reuter v. City of Methuen, 489 Mass. 465 (2022); M.G.L. c.149 § 148.
Montana	Once earned under employer policy, becomes wages; use-it-or-lose-it forfeiture is not allowed, though employers may impose accrual caps.	Montana Dept. of Labor & Industry, Wage and Hour FAQ.
North Carolina	If an employer offers vacation pay, earned vacation cannot be forfeited unless the employer has a written forfeiture clause the employee was notified of in writing in advance.	N.C. Gen. Stat. § 95-25.13.
Maryland	Accrued leave counts as wages by default, unless the employer maintained and disclosed a written policy limiting payout before the employee was hired.	Md. Code, Lab. & Empl. § 3-505(b).
Maine	For employers with more than 10 employees, vacation earned since January 1, 2023 has the same status as wages and must be paid out; smaller and public employers are exempt from the mandate.	26 M.R.S. § 626.
Rhode Island	Employees with at least one year of service must be paid accrued vacation under any written or verbal company policy.	R.I. Gen. Laws § 28-14-4.
Wisconsin	Must be paid out if the employer has a written vacation policy that does not itself include a forfeiture clause.	Wis. Dept. of Workforce Development guidance.
Wyoming	Treated as payable wages unless the employer's written policy states accrued vacation is forfeited on termination and the employee acknowledged that policy in writing.	Wyo. Stat. § 27-4-501(a)(iii).
New York	No employer is required to offer vacation pay, but if one does, use-it-or-lose-it forfeiture is only enforceable with prior written notice to the employee of the policy.	N.Y. Lab. Law § 198-c.
South Carolina	No accrual mandate, but once an employer's policy promises vacation, South Carolina's statutory wages definition treats it as due wages enforceable through the same deadline and damages rules as regular pay.	S.C. Code § 41-10-10.
Kentucky	No accrual mandate, but once vacation vests under an agreed or established employer policy, it falls within Kentucky's statutory definition of wages owed on separation.	KRS 337.010.
Iowa	No accrual mandate, but once vacation is due under an employer's agreement or policy, it is statutorily defined as wages payable pro rata on separation.	Iowa Code ch. 91A.
Pennsylvania	No accrual mandate, but Pennsylvania's Wage Payment and Collection Law defines vacation as a fringe benefit that becomes an enforceable wage once an employer's plan or agreement promises it.	43 P.S. § 260.2a.

States Where Payout Depends Entirely on Company Policy

In this larger group, state law is silent or explicitly defers to whatever the employer's written policy says. If the policy promises a payout, it is generally enforceable as a contract matter. If the policy includes a use-it-or-lose-it clause, that clause is generally enforceable too. Several states in this group have simply not had their PTO rules independently confirmed against a primary source in this review; those are marked accordingly rather than guessed at.

State	What Happens to Unused PTO	The Legal Basis
Texas	Only owed if a written employer policy or agreement promises it; a policy can lawfully include a forfeiture clause, and the Texas Workforce Commission publishes a sample one.	Tex. Lab. Code § 61.001(7)(B).
Florida	No statutory mandate at all; entirely governed by whatever the employer's policy or contract says.	Fla. Stat. ch. 448.
Georgia	No statutory mandate; no state case law was confirmed addressing vacation forfeiture, so treat this purely as a policy question.	No statute located.
Tennessee	Owed only if the employer's own written policy or labor agreement requires it; without one, nothing is owed at separation.	Tenn. Code Ann. § 50-2-103(a)(3).
Michigan	Owed only if a written contract or written policy promises it.	MCL § 408.471.
New Jersey	No general private-sector statute; a payout statute exists but applies only to police and fire employees. Private-sector payout is a matter of contract.	N.J.S.A. 40A:14-137.1 (public safety only).
Virginia	The state's wage definition does not include accrued vacation or PTO; payout is entirely a matter of employer policy.	Va. Code § 40.1-29.
West Virginia	Vacation is defined as a fringe benefit; if the employer's agreement provides for it, it must be paid per the agreement's own schedule. If there is no such agreement, the wage law does not independently create a payout right.	W. Va. Code § 21-5-1.
Arizona	No PTO-payout statute; separation payout is governed entirely by employer policy or contract.	No statute located.
Alaska	No dedicated payout mandate, but Alaska regulation counts accrued vacation as part of an employee's rate of pay when the employer's contract makes it a condition of employment, meaning a genuine written promise is enforceable.	8 AAC 15.160; AS 23.05.160.
Connecticut	Payable only if the employer's policy or collective bargaining agreement provides for it; absent one, there is no independent mandate.	Conn. Gen. Stat. ch. 558.
Delaware	Payable only if the employer is party to an agreement covering it, and must then be paid within 30 days of when payment becomes due.	19 Del. C. title 19, ch. 011.
New Hampshire	No New Hampshire-specific statute located; treat as a policy-controlled state pending confirmation.	Not independently confirmed.
New Mexico	No statute mandates payout; some case-law annotations suggest courts may treat vacation earned as a fixed, definite amount under a policy as wages, but no controlling case was independently verified, so do not rely on this as settled law.	Not independently confirmed.
Oklahoma	The statute that likely governs vacation-as-agreed-benefit disputes could not be fully read this review; treat Oklahoma as unresolved rather than assume either outcome.	40 O.S. § 165.11 (not fully confirmed).
Oregon	Not independently researched this review; do not assume either a mandate or a bare policy-controls rule without checking directly with Oregon's Bureau of Labor and Industries.	Not independently confirmed.
South Dakota	No general private-sector PTO statute was found after two independent reviews of the state's wage-payment chapter.	S.D. Codified Laws ch. 60-11.
Missouri	Confirmed directly on the state labor department's own page: vacation, holiday, and severance pay are discretionary employer benefits absent a contract term.	Mo. Dept. of Labor, Wages, Hours and Dismissal Rights.
Utah	No vacation or PTO provision exists anywhere in the relevant chapter of Utah's wage statute; this is confirmed statutory silence, not an affirmative rule either way.	Utah Code title 34, ch. 28.
Idaho	No general mandate; vacation is treated as wages only once an employer's own written policy creates a specific accrual and eligibility entitlement.	Idaho Dept. of Labor guidance.
Kansas	No dedicated statute; resolved instead through case law interpreting the state wage act's broad definition of wages, not independently confirmed this review.	K.S.A. 44-313(c).
Indiana	The state's own legislative site could not be verified this review. Secondary sources describe a policy-controlled system with enforceable use-it-or-lose-it clauses, but treat this as unconfirmed pending direct verification.	Not independently confirmed.
Arkansas	No statute located; treat as a policy-controlled state pending confirmation, since Arkansas's official code portal could not be verified this review.	Not independently confirmed.
Ohio	Could not be verified this review; Ohio's official code site was unreachable. Do not assume either a mandate or a policy-controls rule until confirmed directly.	Not independently confirmed.
District of Columbia	No D.C. Code section specifying a payout rule was independently located this review.	Not independently confirmed.
Nebraska	Becomes a legally enforceable wage only once the employer has agreed to pay it under its own plan; Nebraska does not independently require vacation accrual or payout, so it belongs with the policy-controlled states, not with the unconditional-mandate group despite some published lists grouping it there.	Neb. Rev. Stat. § 48-1229.
Nevada	Nevada's paid-leave statute makes payout discretionary. The employer may pay out unused leave at separation but is not required to.	NRS 608.0197.

States Where the Law Leans Toward the Employer, or Permits Conditional Forfeiture

State	What Happens to Unused PTO	The Legal Basis
Hawaii	Hawaii courts have held that unused vacation pay is not a wage under the plain language of the state wage statute, meaning the state wage-claim process generally will not enforce a vacation-payout dispute.	Haw. Rev. Stat. § 388-1.
Washington	No general statutory payout mandate. The state labor agency treats vacation as a discretionary, voluntary benefit outside the scope of its wage-complaint enforcement, directing disputes to private legal action instead.	Wash. Dept. of Labor & Industries guidance.
Minnesota	No independent statutory mandate. The state's highest court has held that vacation pay is a wage once earned under an employer's contract or policy, but the underlying right to it, and any conditions on receiving it, is «wholly contractual» and left entirely to the employer's policy.	Minn. Stat. § 181.13(a).
North Dakota	Not an unconditional mandate. State law lets a private employer withhold PTO payment at a voluntary separation specifically when the employer gave written notice of the limitation at hiring, the employee had worked there less than one year, and the employee gave fewer than 5 days' notice of quitting.	.
Vermont	Not currently mandated. A bill that would add a payout requirement was introduced in the 2025-2026 legislative session but has not been enacted; do not treat pending legislation as current law.	21 V.S.A. § 342 (statutory silence confirmed).
Alabama	No statutory mandate. Alabama's labor department FAQ redirects wholesale to federal law, which does not address vacation pay.	No statute located.
Mississippi	No Mississippi statute mandates PTO payout at separation; the state's employment security agency shows no wage-claim function addressing this at all.	No statute located.

The "Only 5 States" Claim Is Wrong, and Here Is Why

A number of payroll-software blogs and HR compliance sites repeat a version of the claim that only California, Colorado, Montana, Nebraska, and North Dakota require PTO payout. Two of those five do not belong grouped as unconditional mandates alongside California, Colorado, and Montana.

a close crop of a direct-deposit-style bank receipt beside a coffee cup, figures blurred, morning light

Nebraska's Wage Payment and Collection Act defines wages to include fringe benefits, including vacation leave, but only «when previously agreed to and conditions stipulated have been met by the employee.» In plain terms, Nebraska does not independently require an employer to offer vacation or pay it out. It requires the employer to honor its own promise once made. That is a real protection, but it is conditional on the employer's plan, not an unconditional statutory mandate the way California's is.

North Dakota's statute is even more specific about its own limits. lets a private employer withhold PTO payment at a voluntary separation specifically where the employer gave written notice of the limitation at hiring, the employee had been there fewer than 12 months, and the employee gave fewer than 5 days' notice of quitting. That is a real, live-verified statute, and it plainly permits conditional withholding rather than banning it outright. Grouping North Dakota with California misstates what the North Dakota law actually does.

Illinois, Louisiana, Massachusetts, Maine, Maryland, North Carolina, and Rhode Island all have real statutory or case-law protections against PTO forfeiture too, several of them as strong as California's for accrued time, and none of those states shows up on most versions of the «only 5 states» list. If you are trying to figure out where your state actually falls, the categories and tables above reflect what each state's own law or agency guidance says, not an aggregator summary.

Use-It-or-Lose-It Policies: When They Are Legal

A use-it-or-lose-it policy tells employees that unused vacation simply disappears at year's end, or on separation, rather than carrying over or being paid out. Whether this kind of policy is enforceable depends entirely on which of the three groups above your state falls into.

a close crop of a hand dropping a letter into a blue curbside mailbox, overcast light

In states like California, Colorado, Illinois, Montana, Louisiana, and Massachusetts, a use-it-or-lose-it clause applied to time already earned is not enforceable; the earned time is treated as wages regardless of what the policy says. In New York, Wisconsin, Wyoming, and North Carolina, this kind of forfeiture clause is enforceable, but only if the employer put it in writing and gave the employee notice of it in advance; an undisclosed or after-the-fact forfeiture is not. In most other states, a written use-it-or-lose-it policy disclosed to employees is straightforwardly enforceable, and an employer that never promised payout in the first place owes nothing regardless of a forfeiture clause at all.

Does Being Fired "For Cause" Change the Answer?

Generally, no. Whether unused PTO must be paid out turns on the state's rule and the employer's policy language, not on whether the separation was voluntary or involuntary, or whether the employee was fired for cause. A few states do split their rule by separation type for the underlying final-paycheck deadline (see the final paycheck laws hub for how discharge and resignation deadlines differ by state), but the PTO-payout question itself is typically governed by the same policy or statute regardless of why the employment ended, unless the employer's own written policy specifically ties forfeiture to a for-cause termination.

a desk calendar page with a red circle around one date, shallow depth of field, numbers unreadable

This article is general legal information, not legal advice for your specific situation. Consult an attorney licensed in your state if you need help evaluating your own PTO policy or a specific dispute.

Information last verified on 2026-08-12. This article has not yet been reviewed by a licensed lawyer.

For the deadline your employer has to issue your last paycheck (a separate question from whether unused PTO gets paid out), see the final paycheck laws hub, which covers all 50 states plus D.C. If you think your employer is holding back money it shouldn't, see can an employer withhold your paycheck for what deductions are actually legal. If a deadline has already passed and you have not been paid, see unpaid wages: how to file a claim for the federal and state complaint process.

Last updated: 2026-08-12.

Frequently Asked Questions

Do companies have to pay out PTO when you quit or get fired?

It depends entirely on your state and, in most states, on your employer's own written policy. There is no federal requirement at all. A minority of states, including California, Colorado, Illinois, Montana, Louisiana, and Massachusetts, treat earned vacation as wages that cannot be forfeited. Most other states leave the answer to whatever the employer's policy says.

Which states require PTO payout upon termination?

California, Colorado, Illinois, Louisiana, Maine (for employers with more than 10 employees), Maryland, Massachusetts, Montana, North Carolina, Rhode Island, Wisconsin, and Wyoming all have a statutory or case-law basis requiring payout once vacation is earned, though several of these allow a properly disclosed forfeiture policy. Nebraska and North Dakota are often listed alongside these states, but their rules are conditional, not unconditional, mandates.

Does California require PTO payout?

Yes. Under California Labor Code section 227.3, accrued and unused vacation is treated as vested wages that cannot be forfeited through a use-it-or-lose-it policy, and it must be paid out at the employee's final rate of pay upon separation.

Does Texas require PTO payout?

No, not by statute. Under the Texas Payday Law, accrued leave is only owed at separation if a written employer policy or agreement promises it. If no such policy exists, nothing is owed. Employers may lawfully include a forfeiture clause in a written PTO policy.

Does Florida require PTO payout?

No. Florida has no statute addressing vacation or PTO payout at all. It is governed entirely by the employer's own policy or employment contract.

Does Illinois require PTO payout?

Yes. Illinois law treats earned, unused vacation as final compensation that generally cannot be forfeited, folded into the state's general wage-payment statute rather than a dedicated vacation law.

Does Colorado require PTO payout?

Yes. Colorado's statutory definition of wages includes vacation pay an employer provides, and accrued vacation pay earned under the terms of any agreement must be paid upon separation.

Does New York require PTO payout?

No employer in New York is required to offer vacation pay at all. If an employer does offer it, New York allows a use-it-or-lose-it forfeiture policy, but only if the employer gave the employee prior written notice of that policy; an undisclosed forfeiture clause is not enforceable.

Does Georgia require PTO payout?

No. Georgia has no statute addressing PTO or vacation payout, and no independently confirmed case law on the question either. It is governed entirely by whatever the employer's policy says.

Does Maryland require PTO payout?

Generally yes, by default. Maryland treats accrued, unused leave as wages that must be paid at termination, unless the employer maintained a written policy limiting payout and notified the employee of that policy at the time of hire.

Does Massachusetts require PTO payout?

Yes. Massachusetts treats accrued vacation as wages under its Wage Act, and a 2022 decision from the state's highest court confirmed unpaid accrued vacation is recoverable on the same terms and deadlines as regular unpaid wages.

Does Arizona require PTO payout?

No. Arizona has no PTO-payout statute; separation payout is governed entirely by the employer's policy or contract.

Does Indiana require PTO payout?

This could not be independently confirmed against Indiana's own official code in this review. Secondary sources describe a policy-controlled system with enforceable use-it-or-lose-it clauses, but treat that as unconfirmed and check directly with Indiana's labor department for current guidance.

Can an employer make you forfeit unused PTO if you're fired for cause?

In most states, whether you were fired for cause does not change the underlying PTO rule; it depends on the state's rule and the policy language, not the reason for separation. An employer's written policy could specifically tie forfeiture to a for-cause termination, which would generally be enforceable in a policy-controlled state.

Is unlimited PTO handled differently for payout purposes?

In several states, yes, because unlimited or flexible PTO policies are structured so that time never technically accrues, which some employers argue removes it from wage-payout statutes that key off of earned or accrued time. Whether that structuring actually works depends on your state's specific statute and how clearly the policy is written; this is an evolving area, so review your own state's rule above and consult an attorney if a payout is denied under an unlimited-PTO policy.

Updates

August 13, 2026

Independently fact-checked against the cited primary sources

The Law Behind This Article

This article rests on 4 statutory provisions held in our own legal record, each retrieved from the official source. Tap a section to read the operative text.

California Labor Code

§ 227.3In force

Unless otherwise provided by a collective-bargaining agreement, whenever a contract of employment or employer policy provides for paid vacations, and an employee is terminated without having taken off his vested vacation time, all vested vacation shall be paid to him as wages at his final rate in accordance with such contract of employment or employer policy respecting eligibility or time served; provided, however, that an employment contract or employer policy shall not provide for forfeiture of vested vacation time upon termination. The Labor Commissioner or a designated representative, in the resolution of any dispute with regard to vested vacation time, shall apply the principles of equity and fairness.

Official text (excerpt) · as of 2026-07-28 · Read the full section at leginfo.legislature.ca.gov

Hawaii Revised Statutes, Chapter 388: WAGES AND OTHER COMPENSATION, PAYMENT OF

§ 388-1DefinitionsIn force

As used in this chapter: "Director" means the director of labor and industrial relations. "Electronic transfer" means any transfer of funds, other than transactions originated by check, draft, or similar paper instrument, which is initiated through an electronic terminal or computer so as to order, instruct, or authorize a federally insured depository institution to debit or credit an account. "Electronic transfer" includes but is not limited to point-of-sale transfers, automated teller machine transactions, direct deposits or withdrawals of funds, and transfers initiated by a telephone conversation. "Employ" includes to permit or suffer to work. "Employee" includes any person suffered or permitted to work. "Employer" includes any individual; partnership; association; joint-stock company; trust; corporation; the personal representative of the estate of a deceased individual or the receiver, trustee, or successor of any of the same; general contractor, for purposes of wages owed to the employees of a subcontractor, as those terms are defined in section 388-11.5; employing any person, but shall not include the State or any political subdivision thereof or the United States.

Official text (excerpt) · as of 2026-07-30 · Read the full section at capitol.hawaii.gov

North Dakota Century Code

§ 34-14-09.2Limitations on accrued paid time off - InvestigationIn forcecited in 2 of our articles

If an employee separates from employment voluntarily, a private employer may withhold payment for accrued paid time off if: At the time of hiring, the employer provided the employee written notice of the limitation on payment of accrued paid time off; The employee has been employed by the employer for less than one year; and The employee gave the employer less than five days' written or verbal notice. If an employee separates from employment, a private employer may withhold payment for paid time off if: The paid time off was awarded by the employer but not yet earned by the employee; and Before awarding the paid time off, the employer provided the employee written notice of the limitation on payment of awarded paid time off. As provided under section 34-14-05, an employee may report a violation under this section. If a report of violation is made within thirty days of the alleged violation, the labor commissioner shall investigate the merits of the claim. If a report is made more than thirty days following the alleged violation, the commissioner may investigate the merits of the claim.

Official text (excerpt) · as of 2026-07-30 · Read the full section at ndlegis.gov

Also relied on in: North Dakota Final Paycheck Laws: No Accelerated Deadline

Nebraska Revised Statutes, Chapter 48: LABOR

§ 48-1229Terms, definedIn forcecited in 2 of our articles

For purposes of the Nebraska Wage Payment and Collection Act, unless the context otherwise requires: (1) Employee means any individual permitted to work by an employer pursuant to an employment relationship or who has contracted to sell the goods or services of an employer and to be compensated by commission. Services performed by an individual for an employer shall be deemed to be employment, unless it is shown that (a) such individual has been and will continue to be free from control or direction over the performance of such services, both under his or her contract of service and in fact, (b) such service is either outside the usual course of business for which such service is performed or such service is performed outside of all the places of business of the enterprise for which such service is performed, and (c) such individual is customarily engaged in an independently established trade, occupation, profession, or business.

Official text (excerpt) · as of 2026-07-29 · Read the full section at nebraskalegislature.gov

Also relied on in: Nebraska Final Paycheck Laws: The Two-Week Deadline

Search our full record of US law — 2.1 million sections, every state + federal →

Sources and References

U.S. Dept. of Labor, WHD FAQ: employers are not required to provide vacation, holiday, severance, or sick pay under the FLSA(dol.gov).gov
California Labor Code section 227.3 (accrued vacation as vested wages, no forfeiture)(leginfo.legislature.ca.gov).gov
Colorado Wage Act, vacation pay as wages (CDLE, August 2025)(cdle.colorado.gov).gov
820 ILCS 115/5, Illinois Wage Payment and Collection Act (earned vacation cannot be forfeited)(ilga.gov).gov
North Dakota Century Code Title 34, Chapter 14 (section 34-14-09.2, conditional PTO-withholding statute)(ndlegis.gov).gov
Nebraska Revised Statute section 48-1229, Wage Payment and Collection Act (fringe benefits defined)(nebraskalegislature.gov).gov
Texas Labor Code section 61.001(7)(B) and Texas Workforce Commission accrued-leave payout guidance(efte.twc.texas.gov).gov
Tennessee Dept. of Labor and Workforce Development, wages and breaks FAQ (comparison example of a policy-controlled state)(tn.gov).gov
Missouri Dept. of Labor and Industrial Relations, Wages, Hours and Dismissal Rights (vacation as discretionary benefit)(labor.mo.gov).gov
Hawaii Revised Statutes section 388-1 (wage definition; courts have held vacation pay is not a wage)(capitol.hawaii.gov).gov
Vermont 21 V.S.A. section 342 (statutory silence on PTO payout; H.295 pending, not enacted)(legislature.vermont.gov).gov

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