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If you’re handling production payroll, understanding wage notice requirements by state is a must—especially when you’re filming in more than one location, as you may have different wage notice requirements by state. If you don’t follow each requirement correctly, it could lead to any number of unwanted consequences, from state-levied fines to lawsuits filed by your employees. And no one wants to deal with that.
Our comprehensive list of wage notice requirements by state makes it easy for you to find the proper requirements for you wherever you’re filming. That means it can help with not only legal compliance but also personal peace of mind.
Wage notice requirements are legal mandates issued by each state that detail the information an employer or payroll company is obligated to provide with an employee’s pay statement. This information might include:
Wage change notice requirements – meaning an alteration to what an employee is paid – may also be part of overall wage notice requirements by state. The following list lays out wage notice requirements by state name, organized alphabetically.
Kicking off our list of wage notice requirements by state is Alabama. Per the state’s Department of Labor website, Alabama does not have any wage notice requirements that employers must follow, including requirements to provide wage statements or pay stubs.
Alaska has several wage notice requirements by state. Employers must provide with each wage statement the following information:
If an employer intends to alter an employee’s wage amount or rate, they have to follow Alaska’s wage change notice requirements by state. This means notifying employees of any changes at least one payday before they occur.
Arizona employers do not have any wage notice requirements, unless their employees receive direct deposit payments. In such cases, employers must provide a wage statement that includes earnings and withholdings.
Arkansas is free of any wage notice requirements by state.
When it comes to wage notice requirements, California has a much more detailed list than what we have covered so far. In-state employers must comply with the wage notice requirements California that dictate itemized wage statements with the following information:
When it comes to providing notice of wage reduction, California’s Wage Theft Protection Act supplies the relevant guidelines. For any employee’s notice of wage reduction, California mandates that the employer must notify the employee within one week of any salary change.
Beyond providing notice of wage reduction, California has also updated its wage theft protection notice guidelines. You can find the new template published by the California Labor Commissioner here.
Like California, Colorado employers must give their employees itemized wage statements. On those statements employers must include the following information:
Connecticut also has several wage notice requirements by state. Employers must provide wage statements that include the following information:
The laws for Delaware primarily concern wage change notice requirements by state. In-state employers must provide notification of following:
It may not be a state, but Washington, D.C. has its own wage notice requirements. Specifically, all D.C. employers must provide a wage statement that includes:
Florida is among the states with no wage notice requirements. Other than the actual paycheck, employers do not have to provide any itemized wage statement.
Like Florida, Georgia has no wage notice requirements or wage change notice requirements by state. That being said, reduction to a wage rate can be applied only to hours worked after the change goes into effect (as opposed to retroactively.)
Hawaii is a state with substantial wage notice requirements.
Employers must provide notice of a long list of items, including:
Idaho is an interesting state in that it technically has wage notice requirements, but those requirements are not specified. Employers simply must provide employees with wage statements that detail their payment information.
For employers working out of Illinois, the wage notice requirements are brief. Employers are only obligated to provide notice of the following information:
Illinois further mandates that notice be acknowledged by both parties and given in writing “whenever possible”.
The wage notice requirements for Indiana are modest, and it has no wage change notice requirements by state. Employers need only provide the following on a wage statement:
Iowa has similar wage notice requirements for employers. They must provide on each wage statement the following information:
As of this writing, Kansas has no wage notice requirements by state. That being said, if an employee makes a request, an employer must provide a list of itemized deductions for each pay period.
Kentucky has no wage notice requirement with one significant exception. Any employer with ten or more employees must provide a breakdown of every deduction amount and its purpose.
In the state of Louisiana, employers are required to provide notice at the time of an employee’s hire. They are required to provide the following information:
The state also maintains wage change notice requirements by state for the following circumstances:
Employers must notify employees of any of the above changes before they take place.
Maine has several wage notice requirements in effect. In-state employers must provide wage statements with the following information:
Maryland has several standard wage notice requirements. At the time of hiring, employers must provide employees with notice of:
Additionally, with each wage statement, employers must provide the following information:
Maryland further stipulates that employers are not prohibited from increasing a wage without advance notice.
The wage notice requirements for Massachusetts employers are a bit more robust. Every wage statement must include the following information:
Michigan employers must abide by their state’s wage notice requirements. For each wage statement, they legally are obligated to include the following information:
The wage notice requirements for Minnesota employers are fairly substantial. Each wage statement must include the following information:
Like several other states mentioned so far, Mississippi has no wage notice requirements.
The wage notice requirements for Missouri are minimal. Employers need only provide the following information on employee wage statements:
Additionally, Missouri law requires employers to give employees notice of any reduction of wages at least 30 days before the reduction is to take effect.
Similar to Missouri, Montana has few wage notice requirements. In-state employers must include the following information on employee wage statements:
Planning to shoot a project in Nebraska?
In-state employers must provide with wage statements the following information:
Nevada has only a single wage notice requirement. In-state employers must provide an itemized list of all deductions made from their employees’ wages.
For wage changes, employers must provide the affected employee a 7 day written notice before lowering their pay.
Interestingly, New Hampshire has the same wage notice requirement as Nevada. All in-state employers must provide an itemized list of deductions made from their employees’ wages.
However, at the time of hiring, the employer must also provide notice of the employee’s rate of pay as well as advanced notice of any changes to the rate of pay thereafter.
For employers based out of New Jersey, the wage notice requirements are slightly more substantial. At the time of hiring, employers must provide notice of:
Furthermore, all wage statements must include the following information:
The wage notice requirements for New Mexico employers largely follow what has already been listed for many states. Wage statements must include the following information:
Notably, New Mexico state law does not specifically require notice of an employee’s rate of pay or pay schedule at the time of hiring.
The wage notice requirements for New York are more robust than many of the states already listed. At the time of hiring, New York employers must provide notice of the following:
In-state employers must also include with regular wage statements the following information:
The wage notice requirements for North Carolina largely revolve around paycheck deductions. In-state employers must include with wage statements an itemized list of all deductions, diversions, payments, or withholding of wages.
Employers based in North Dakota must adhere to the state’s wage notice requirements. This means including with wage statements the following information:
As of this writing, Ohio does not have any wage notice requirements.
As with Nevada and New Hampshire, Oklahoma’s single wage notice requirement is that employers must provide a list of itemized deductions on employee wage statements.
Buckle up! If you’re working out of Oregon, you have multiple wage notice requirements to follow.
In-state employers must include on all wage statements the following information:
The wage notice requirements for Pennsylvania aren’t quite as extensive. In-state employers must provide with all wage statements the following information:
With all wage statements, employers working out of Rhode Island must provide the following information:
Additionally, employers must provide employees written or posted notice of any change in their set payday schedule at least 3 paydays in advance of the change.
South Carolina also has a brief list of wage notice requirements. At the time of hiring, employers must provide notice of:
Employers working out of this state must also include with their regular wage statements the following information:
South Dakota is one of the states with no wage notice requirements. Employers have no legal obligation to provide a wage statement with any wage-specific information.
Tennessee is the last of our states with no wage notice requirements. Outside of the paycheck itself, in-state employers have no legal obligation to provide additional wage-specific information to employees.
If you have a production in Texas, be prepared to follow its wage notice requirements.
In-state employers must include with all wage statements the following information:
The wage notice requirements for Utah employers is fairly extensive. At the time of hiring, employers must provide notice of:
Additionally, all subsequent wage statements must include the following information:
There are several wage notice requirements for employers working out of Vermont. All wage statements must include the following information:
Virginia has a robust list of wage notice requirements. In-state employers must include with their wage statements the following information:
The wage notice requirements for Washington employers is not quite as detailed. Still, in-state employers must provide with wage statements the following information:
West Virginia employers have several wage notice requirements that they must abide by. All wage statements issued by them must include the following information:
Additionally, employers must notify employees of any changes to their rate of pay, pay schedule, or method of payment at least 1 full pay period prior to the effective date of the change.
The wage notice requirements for Wisconsin employers is nearly identical to that for West Virginia employers.
All wage statements issued by them must include:
We did it! We are at the last of our wage notice requirements by state. And for Wyoming, it’s fairly simple. All in-state employers must simply provide a list of itemized deductions with each wage statement.
Understanding wage notice requirements by state can be a challenge, but remember that you’re not alone. Wrapbook is here to help with digital solutions to supercharge your next production. Check out our demo to see how Wrapbook makes payroll compliance faster, easier, and more efficient.
If you’re planning a shoot anywhere in the U.S., be sure to check out our essential breakdowns of worker classification tests and paycheck laws by state. Or visit Wrapbook’s free state-by-state production incentive finder to help make the most of any budget.
At Wrapbook, we pride ourselves on providing outstanding free resources to producers and their crews, but this post is for informational purposes only as of the date above. The content on our website is not intended to provide and should not be relied on for legal, accounting, or tax advice. You should consult with your own legal, accounting, or tax advisors to determine how this general information may apply to your specific circumstances.
The Wrapbook Team consists of individuals who are thrilled about building modern software tools for creators. We’re a team of compassionate and curious people dedicated to solving complex problems with sophisticated solutions. You can find us across the U.S. and Canada.
