Voluntary quit final pay: next regular payday.
When a Connecticut worker voluntarily quits, the final paycheck is due by the next regularly-scheduled payday following the worker's last day of work — under Conn. Gen. Stat. § 31-71c. The same rule applies to layoffs and labor disputes (where work is suspended without termination). This is significantly more permissive than the next-business-day rule for employer-initiated discharge. The bifurcated structure means the deadline depends entirely on who initiated the separation: employer = next business day, worker (or layoff/labor dispute) = next payday.
Quit Final Paycheck Workflow
Queues final pay for next regular payday following worker's last day. Validates against worker's normal cadence. Surfaces double-damages exposure on timing slip.
What those rules do at separation entry.
The hero card configuration: Block on missing final pay, Critical on double-damages exposure.
When a quit is entered, Teambridge requires final pay to be queued for the next regularly-scheduled payday. The save fails until queued.
Final pay missed on the next regular payday = unpaid wages under Conn. Gen. Stat. § 31-72. Double damages by default plus attorney fees. Class action exposure when patterns affect multiple workers.
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Quit / layoff / labor dispute = next regular payday. Discharge = next business day.
Connecticut's bifurcated approach reflects different policy considerations: voluntary departures don't carry the same urgency as involuntary discharge, but layoffs and labor disputes (often outside the worker's control) get the more permissive payday timing.
Next-payday rule for quits
On voluntary quit, all wages and commissions earned through the worker's final day are due by the next regular payday after the last day. If a worker's last day is Tuesday and the regular payday is Friday, the final paycheck is due that Friday. If the worker's last day is the same as the regular payday (e.g., last day Friday with Friday paydays), the final paycheck is due that day.
Same rule for layoffs and labor disputes
Layoffs and work suspensions due to labor disputes follow the same next-payday timeline as quits — even though the separation is not initiated by the worker. The reasoning: layoffs and labor disputes are often anticipated and don't carry the surprise element that justifies the stricter discharge rule. Operators reducing workforce should structure as 'layoff' rather than 'discharge' where appropriate to take advantage of the more permissive timing.
Teambridge tracks the next regular payday and queues final pay accordingly.
The next-payday deadline is administratively simpler than the next-business-day rule for discharges — but double damages exposure on any miss is the same.
Last day captured.
When a worker provides notice of quitting, the last day of work is captured. The next regular payday is calculated from the cadence.
All earned amounts through last day.
Final pay includes all wages, OT, commissions, bonuses, expense reimbursements through the worker's last day. Same components as discharge.
Final pay scheduled for first regular payday.
Final pay is queued to deliver on the first regular payday after the last day. If last day IS the payday, payment same day.
Distinct deadlines surfaced.
Layoffs and labor disputes get the next-payday rule; discharges get next-business-day. Operators see the timing distinction at separation entry.
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