National Payroll Week was observed September 7–11, 2026, recognizing the payroll professionals who help ensure employees across America are paid accurately and on time.

This year’s theme, “Every Paycheck Creates Possibility,” highlighted something businesses can sometimes take for granted: behind every paycheck is a payroll process that affects employees, employers and the overall workplace experience.

National Payroll Week may be over, but its message deserves attention throughout the year. For employers, accurate payroll is more than an administrative responsibility. It is an important part of operating a successful business and maintaining the trust of employees.

Why Accurate Payroll Matters for Your Business

For employees, payday is personal. Employees expect to receive the correct amount of pay, on time, every time.

For employers, making that happen involves much more than simply issuing a paycheck. Payroll can include calculating regular wages and overtime, processing tax withholdings, managing employee deductions and benefits, tracking paid time off, maintaining payroll records and meeting important reporting and deposit requirements.

When all of those pieces work correctly, payroll can seem almost invisible.

When payroll goes wrong, people notice immediately.

An incorrect or delayed paycheck can affect an employee who is depending on that money for housing, groceries, utilities, transportation and other financial obligations. Repeated payroll problems can also affect an employee’s confidence in the company they work for.

Reduce Payroll Errors

Payroll accuracy is important for more than employee satisfaction. Employers also rely on accurate payroll information for financial records, tax reporting, employee benefits and other business responsibilities.

An error that begins with a paycheck can potentially create additional administrative work involving payroll records, tax withholding, reporting or corrections.

That’s why an effective payroll process should focus on getting information right from the beginning rather than repeatedly correcting problems after payroll has already been processed.

Accurate payroll helps businesses maintain better records, reduce unnecessary administrative work and stay better prepared for payroll and employment-related requirements.

Accurate Payroll Helps Build Employee Trust

Companies have many ways to demonstrate that they value their employees, but one of the most fundamental is also one of the simplest: pay people accurately and on time.

Employees shouldn’t have to wonder whether their paycheck is correct. They shouldn’t routinely need to check whether their hours, overtime, deductions or other payroll information has been processed properly.

Consistent payroll helps establish confidence between employees and their employer. That reliability becomes part of the overall employee experience.

National Payroll Week provides an opportunity to recognize the professionals responsible for making that happen and to remind employers just how important a dependable payroll operation can be.

Payroll Is More Than Processing Paychecks

As businesses grow, payroll responsibilities can become increasingly complex.

Hiring additional employees, managing different pay rates, administering benefits, tracking paid time off, handling wage garnishments, maintaining employee records and keeping up with changing payroll requirements can create significant administrative responsibilities.

For companies with employees working in different locations or jurisdictions, payroll can become even more complicated.

This is why payroll should not simply be viewed as a back-office task. Payroll is an important business function that connects employees, human resources, accounting, and benefits.

Professional Payroll Services Can Help Businesses Stay Focused

Business owners and managers already have plenty demanding their attention. Spending valuable time researching payroll requirements, correcting payroll errors or managing complicated administrative processes can take attention away from running and growing the business.

Working with experienced payroll professionals can help businesses establish a more efficient and dependable payroll process while providing access to expertise when questions arise.

The goal isn’t simply to process another payroll. It is to create a payroll system that businesses and their employees can depend on.

Payroll and HR Expertise from ProPayHR

At ProPayHR, payroll isn’t just a task. It’s a responsibility.

With extensive experience in payroll and human resources, ProPayHR provides professional payroll and HR solutions designed to help businesses simplify workforce administration, maintain accurate payroll information and keep up with changing employer requirements.

From routine payroll processing to the increasingly complex responsibilities that come with managing a growing workforce, ProPayHR helps employers reduce administrative burdens and spend more time concentrating on their business.

National Payroll Week may come once a year, but accurate payroll matters every payday.

When your employees are counting on their paychecks, your business needs payroll expertise it can count on. That’s where ProPayHR can help.

Final Paycheck Laws by State in 2026: Deadlines, PTO Payout Rules & Every State Labor Department

When an employee leaves, the clock starts — and the deadline is set by the state where they work, not by your company. Miss it and a routine offboarding turns into waiting-time penalties, doubled wages, or a wage claim. Here is what every employer needs to know for 2026, with a direct link to each state’s Department of Labor. Brought to you by ProPayHR, Illinois’ local payroll experts.

What Is a Final Paycheck — and When Is It Legally Due?

A final paycheck is the last payment an employer owes an employee who is leaving — whether they quit, were laid off, or were fired. It must cover every hour worked through the last day, plus any earned commissions, bonuses that can be calculated, and (in some states) accrued but unused vacation.

There is no single federal deadline. The federal Fair Labor Standards Act (FLSA) requires you to pay for all time worked, but it does not set a due date — it defaults to your next regular payday. That leaves the real answer to 50 separate state rules plus the District of Columbia. Two questions drive almost every deadline:

• Did the employee quit, or did you let them go? Most states impose a shorter deadline for involuntary terminations. The logic: if you initiated the separation, you had time to prepare the check.
• Does your state require a payout of unused PTO or vacation? A handful treat accrued vacation as earned wages that must always be paid. Most leave it to your written policy — but only if that policy is actually documented.

Final Paycheck Deadlines by State (2026)

The table below summarizes, for each state, how quickly a final paycheck is due when an employee is terminated versus when they resign, and whether unused PTO/vacation must be paid out. Click any state to open its official Department of Labor or wage-and-hour agency. Tight deadlines that may require an off-cycle payroll are shown in red; a Required badge means PTO payout is mandated regardless of policy.

*Massachusetts and several other states treat earned vacation as wages under case law or agency guidance even where it is not listed as mandatory. When in doubt, confirm with the linked agency before withholding any accrued time. This table is a simplified 2026 summary for general private-sector employees; rules can vary by pay type, industry, and circumstance.

Illinois Final Paycheck Law: What Employers in Our State Must Know

ProPayHR is headquartered in Evanston and has spent more than a decade keeping Illinois employers — across long-term care, professional services, hospitality, manufacturing, nonprofits, and more — on the right side of the IWPCA. We build the vacation-accrual and final-pay rules into your payroll so the check is right the first time.

What Happens If You Miss the Deadline? Penalties by State

A late final paycheck is rarely just “late.” Depending on the state, the consequences escalate quickly:

• Waiting-time penalties. California charges the employee’s full daily rate for every day wages go unpaid, up to 30 days — a single missed check can cost a month of wages.
• Doubled or trebled wages. States such as Massachusetts and Arkansas can multiply what you owe two- or three-fold, and often add the employee’s attorney fees.
• Per-day and flat fines. Many states layer administrative penalties on top of the wages themselves.
• Wage claims and audits. One complaint to a state Department of Labor can open the door to a broader review of your pay practices.

Two rules keep almost everyone out of trouble: pay everything earned (wages, calculable commissions, and any required PTO), and pay it by your state’s deadline — even if that means running an off-cycle payroll.

Does Your State Require a PTO or Vacation Payout?

Only a small group of states require you to cash out accrued vacation at separation no matter what your handbook says: California, Colorado, Illinois, Montana, Nebraska, and North Dakota. Everywhere else, payout follows your written policy — which is exactly why the policy has to be clear, consistent, and correctly applied. Vague or contradictory PTO language is a frequent and avoidable source of wage disputes.

Can You Withhold a Final Paycheck for Unreturned Property?

Almost never. In most states you cannot delay or dock a final paycheck because an employee still has a laptop, uniform, or tools — South Dakota is the notable exception that allows holding pay until company property is returned. Deductions for damages, training costs, or equipment generally require the employee’s prior written consent, and mandatory deductions are limited to taxes and court-ordered garnishments. When in doubt, pay the wages on time and pursue the property separately.

ProPayHR — Enterprise-level payroll, HR, recruitment & training for businesses of every size.
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At ProPayHR, connecting employees, software and service means more than providing reliable business solutions. It also means building genuine relationships with the clients, managers and employees we are proud to support.

That spirit of connection recently hit the road during the ProPayHR Client Appreciation Ice Cream Truck Tour. Our team visited clients with a Rita’s Italian Ice truck, serving refreshing frozen treats while spending some valuable face-to-face time with the people behind each organization.

Celebrating Our Payroll and Human Resource Clients

Payroll reports, compliance requirements and employee documentation are important parts of running a successful organization, but strong business relationships are still built between people. The ice cream truck tour gave our team an opportunity to step away from the usual meetings, emails and administrative responsibilities to personally thank the clients who place their trust in ProPayHR.

At each stop, employees gathered outside to enjoy Italian ice, meet members of the ProPayHR team and take a well-earned break from the workday. The truck quickly became a gathering place for conversation, laughter and team appreciation.

One of our visits was with the team at Loft Healthcare. Their employees welcomed ProPayHR and Rita’s Italian Ice of West Ridge for an afternoon treat during the summer heat. Seeing everyone enjoying the experience reminded us why personal client service remains such an important part of our company.

More Than Payroll Management and HR Consulting Services

ProPayHR serves as an extension of our clients’ internal teams. We help businesses manage the detailed responsibilities associated with professional payroll management services, including accurate payroll processing, direct deposit, tax filing, new-hire reporting, garnishment processing, data management and payroll compliance.

Our team also provides professional human resource consulting services designed to help organizations improve employee relations, workplace policies, benefits administration, performance management and compliance with changing employment regulations.

While an Italian ice truck may look quite different from payroll and HR software, the purpose behind the tour closely reflected our everyday mission: bringing people together, supporting stronger workplaces and delivering service with a personal touch.

Recruiting Services That Help Build Stronger Teams

Client appreciation also gives us an opportunity to learn more about the people and cultures that make each organization unique. That understanding is especially important when providing employee recruiting and talent acquisition services.

ProPayHR works with employers to identify qualified candidates who possess the necessary skills while also aligning with the organization’s values and workplace culture. Our recruiting professionals can assist with job postings, applicant sourcing, candidate screening, interview coordination, reference checks, offer preparation and new-hire onboarding support.

Spending time with our clients and their employees helps us better understand the teams we support and the qualities that make their workplaces successful.

Payroll and Human Resources Training for Business Teams

ProPayHR also helps organizations strengthen their internal capabilities through payroll and human resources training services. Training programs can be customized around payroll procedures, time and attendance applications, tax filing, employee management, recruiting strategies, labor-law compliance, benefits administration and performance evaluations.

Whether we are helping a client understand new software, strengthen an HR process or remain informed about changing regulations, our objective is to give their team practical knowledge that can be applied throughout the organization.

Personal Service Is at the Heart of ProPayHR

Technology can simplify payroll and human resource management, but technology alone does not create a great service experience. ProPayHR combines knowledgeable professionals, dependable software and responsive personal support to help businesses operate more efficiently.

Casual conversations during the ice cream truck tour gave us an opportunity to hear how our clients are growing, learn what their teams are working toward and better understand how ProPayHR can continue supporting their goals.

Those conversations are invaluable. They help transform a traditional service-provider relationship into a lasting business partnership.

Thank You to Our ProPayHR Clients and Their Employees

We sincerely thank every client who welcomed the ProPayHR team during our ice cream truck tour. We appreciate the time you spent with us, the photographs you shared and the enthusiasm your employees brought to each stop.

Most importantly, thank you for trusting ProPayHR with the payroll, human resources, recruiting and training responsibilities that help keep your organization moving forward.

The Italian ice may have disappeared quickly, but the relationships and memories created during the tour will last much longer. We look forward to continuing to connect employees, software and service while discovering new ways to recognize the clients who make our work possible.

Looking for Professional Payroll and HR Support?

ProPayHR provides enterprise-level payroll, human resources, recruiting and training expertise for small businesses, growing organizations and established companies. Our team can develop a customized level of support based on your workforce, operational requirements and business goals.

SCHEDULE A FREE CONSULTATION

The state and Cook County minimum wage is $15 as of January 1, 2025.

On Jan. 1, 2025, the Illinois  state minimum wage increased to $15 per hour (for employers with four or more employees), $9 per hour for tipped employees, and $13 per hour for employees 17 years old and younger who work less than 650 hours in a calendar year (individuals that work 650 hours or more are entitled to the $15 per hour minimum wage).

This move marks the final hike in Governor Pritzker’s 2019 legislation scheduling minimum wage increases from $9.25 per hour in 2020 to $15 per hour in 2025.

The Cook County minimum wage also increased on Jan. 1, 2025 (for employers with four or more employees) to $15 per hour, and to $9 per hour for tipped employees, matching the state’s minimum wage.

Read the full press release here:  https://labor.illinois.gov/laws-rules/fls/minimum-wage-law.html

SPRINGFIELD – Starting January 1, 2025, employers in Illinois will be required to provide pay stubs to employees each pay period.

The pay stubs must include information on hours worked, pay rates, overtime pay, and deductions from wages.

“This law gives employees greater transparency about their earnings, allowing workers to verify their hours, income, and deductions,” said Illinois Department of Labor Director Jane Flanagan.

As part of Public Act 103-0953, employers must keep a copy of an employee’s pay stub for a period of three years from the date of payment, regardless of whether that person remains employed at the business.

An employee or former employee may request copies of their paystubs at least twice in a 12-month period.

Questions about Public Act 103-0953 can be sent to DOL.Wages@Illinois.gov and 312-793-2808.

Read the full press release here:  https://labor.illinois.gov/news/press-release.30753.html

SPRINGFIELD – The Illinois Department of Labor (IDOL) is reminding job seekers and employers that, effective January 1, 2025, all job postings made by employers with 15 or more employees will need to include pay scale and benefit information.

This amendment to the Illinois Equal Pay Act of 2003 (IL EPA) was contained in HB 3129, passed by the General Assembly and signed into law by Governor JB Pritzker in 2023.

The amendment increases transparency in hiring by allowing prospective employees to see compensation and benefits for open positions. Employers must also inform current employees about all job openings, giving them a chance to apply.

“Here in Illinois, we’ve taken action to close the pay gap and strengthen protections for workers — and these amendments to the Illinois Equal Pay Act are another critical step in that fight,” said Governor JB Pritzker. “By ensuring that compensation and benefits are clear from the start, workers will have the information they need to make informed decisions, helping to create a more equitable job market.”

Anyone may file a complaint with IDOL if they become aware of a job posting that lacks the required salary and benefit information. Complaints should be submitted to IDOL within one year of the alleged violation and can include a link, picture, or screenshot of the posting.

If IDOL finds that an active job posting violates the law, the Department will notify the employer of the complaint and provide a date by which the violation must be resolved.

Read the full press release here: https://labor.illinois.gov/news/press-release.30746.html

On November. 1, 2024 ,the Internal Revenue Service issues a news release IR-2024-285, which announced 401(k) limit increases to $23,500 for 2025, (raised up from $23,000 for 2024.) IRA limit remains $7,000.

This news comes as a relief for many American workers who are looking to save more for retirement. The 401(k) limit is the maximum amount that an individual can contribute to their employer-sponsored retirement account in a given year, while the IRA (individual retirement account) limit is the maximum amount that an individual can contribute to their personal retirement account.

For 2025, the catch-up contribution limit for employees aged 50 and older participating in most 401(k), 403(b), governmental 457 plans, and the federal government’s Thrift Savings Plan remains set at $7,500. Consequently, these participants can contribute up to $31,000 annually starting in 2025. Additionally, under the recent changes introduced by SECURE 2.0, employees aged 60, 61, 62, and 63 in these plans can benefit from a higher catch-up contribution limit of $11,250, up from the standard $7,500.

The increase in 401(k) contribution limits is important because it allows individuals to save more money towards their future. With the cost of living on the rise and uncertainty surrounding Social Security benefits, having a healthy nest egg for retirement has become crucial. By increasing the limit by $500 from the previous year, the IRS is giving Americans an opportunity to boost their savings even further.

You can read the complete news release issues by the Internal Revenue Service (IRS) by clicking here: 401(k) limit increases to $23,500 for 2025, IRA limit remains $7,000

On Tuesday, October 29, 2024 the U.S. Bureau of Labor Statistics released the October 2024 Job Openings and Labor Turnover Summary.

According to the U.S. Bureau of Labor Statistics, the number of job openings remained relatively stable at 7.4 million on the last business day of September. Hires also saw minimal change, totaling 5.6 million for the month. The total number of separations held steady at 5.2 million. Within this category, quits (3.1 million) and layoffs and discharges (1.8 million) showed little variation. This report provides estimates regarding the number and rate of job openings, hires, and separations across the entire nonfarm sector, categorized by industry and establishment size.

Job Openings

On the last business day of September, the number of job openings remained relatively stable at 7.4 million, although it represented a decrease of 1.9 million compared to the previous year. The job openings rate held steady at 4.5 percent for the month. Notable declines in job openings occurred in health care and social assistance (-178,000), state and local government (excluding education) (-79,000), and the federal government (-28,000). In contrast, there was an increase in job openings within the finance and insurance sectors.(+85,000). (See table 1.)

Hires

In September, both the number of hires and the hiring rate showed minimal change, remaining at 5.6 million and 3.5 percent, respectively.

(See table 2.)

Read the full press release here: https://www.bls.gov/news.release/jolts.nr0.htm

P.A. 103-0539 (HB 3129) (Rep. Canty, Sen. Pacione-Zayas)—EQUAL PAY ACT – PAY SCALE

Provides that it is unlawful for an employer with 15 or more employees to fail to include the pay scale for a position in any job posting.  Provides that if an employer engages a third party to announce, post, publish or otherwise make known a job posting, the employer shall provide the pay scale and benefits, or a hyperlink to the pay scale and benefits, to the third party and the third party shall include the pay scale and benefits, or a hyperlink to the pay scale and benefits, in the job posting. IML was neutral on the legislation.  Effective January 1, 2025.

The amendment provides language that Replaces everything after the enacting clause. Reinserts the provisions of the introduced bill with the following changes: Further amends the Equal Pay Act of 2003. Provides that an employer shall be liable for a third party’s failure to include the pay scale and benefits in a job posting. Provides that an employer shall announce, post, or otherwise make known all opportunities for promotion to all current employees no later than the same calendar day that the employer makes an external job posting for the position. Provides that an employer shall make and preserve records that document the pay scale and benefits for a position. Provides that the Department of Labor may initiate investigations of alleged violations of provisions concerning disclosing a pay scale in job postings. Provides that, if the Department determines that a violation occurred, the employer shall have 7 days upon receipt of notice of a violation from the Department to remedy the violation. Provides that the employer shall demonstrate to the Department that the violation has been remedied or the employer shall be subject to a civil penalty of $100 per day for each day that a violation continues after the 7-day notice period. Effective January 1, 2024 (rather than effective immediately).

Read the complete amendment here:  https://ilga.gov/legislation/BillStatus.asp?GA=103&SessionID=112&DocTypeID=HB&DocNum=3129

The Equal Pay Act Reporting Requirements in Illinois originally began on March 24, 2022 for Large Illinois Businesses.  Large businesses are defined as employers with 100 or more employees in Illinois during the reporting period. However, due to the COVID-19 pandemic, this requirement was delayed until January 1, 2023.

Illinois is taking a proactive stance in combating pay discrimination through the T-Pay Scale law. This legislation requires employers with 15 or more employees to include the pay scale for a position in any job posting. This means that potential applicants will have access to information about the salary range for a particular position before even applying.

The law also extends to third party job postings by requiring employers to provide the pay scale and benefits information to these platforms. This ensures transparency and equal opportunity for all job seekers.