Legal Requirements Related To Paycheck Stubs

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In the United States, federal law under the Fair Labor Standards Act (FLSA) doesn’t explicitly require employers to provide paycheck stubs, but it does mandate that employers keep accurate records of hours worked and wages paid. These records must include details like the employee’s name, hours worked, pay rate, and deductions. While the FLSA doesn’t demand that employees receive a physical or electronic pay stub, many states have stricter rules.

Most states require employers to provide some form of pay statement—either written or electronic—detailing wages, hours, and deductions. For example:

• California: Employers must provide itemized wage statements (pay stubs) with specific details like gross wages, hours worked, pay rates, deductions, and the pay period, either at the time of payment or semimonthly.
• New York: Employers must give employees a pay stub with each payment, showing earnings, deductions, and net pay, and keep records for six years.
• Texas: There’s no state law requiring pay stubs, but employers must still comply with FLSA recordkeeping, and employees can request wage info.

Some states, like Illinois and Massachusetts, also require electronic stubs to be optional—employees must opt in, and a paper version must be available if they don’t. Others, like Florida and Alabama, have no specific pay stub laws, leaving it to federal basics.

Deductions are another layer. Federal law allows deductions for taxes, Social Security, and Medicare, but anything beyond that—like benefits or garnishments—usually needs employee consent or a court order. States can tighten this further; California, for instance, heavily restricts what can be deducted and requires clear documentation.

If you’re asking about a specific state or situation, let me know, and I can dig deeper! Laws vary, and enforcement often depends on whether employees actually complain. Non-compliance can mean fines, lawsuits, or audits—employers hate that hassle.