New Hampshire PTO payout law & pay rights

It depends on your employer's written policy. New Hampshire has no blanket state law requiring PTO payout, but if your employer's policy or employment contract provides for it, the payout is enforceable as wages. Payout is required if the employer's policy or practice provides for it.

In New Hampshire, the deadlines differ based on how your employment ended. If you were terminated by your employer, your final paycheck is due within 72 hours of separation. If you resigned voluntarily, the deadline is next scheduled payday. If your employer misses these deadlines, you can file a wage claim with the New Hampshire Department of Labor.

The current minimum wage in New Hampshire is $7.25/hr (federal minimum). Some cities and counties within New Hampshire may have a higher local minimum wage. Check with the New Hampshire Department of Labor for the most current rate.

If your employer fails to pay your final wages by the legal deadline, you can file a wage claim with the New Hampshire labor enforcement agency. You may be entitled to the unpaid wages plus penalties or interest depending on state law. You can also file a civil lawsuit or contact the federal Department of Labor Wage and Hour Division if your employer is covered by federal law. Document all communications and keep records of your hours worked and pay stubs.

In most cases, no. PTO payout rules in New Hampshire apply primarily to accrued vacation or PTO. Sick leave is typically treated separately — unless your employer has a combined PTO bank or the sick leave has vested as wages under your employment agreement. Check your offer letter and employee handbook for the specific terms of your employer's sick leave policy.