You gave notice, then your employer ended the job early. When is final pay due?

Keep the planned date and actual ending date separate.

DIR addresses a worker who gives two weeks’ notice, is told they are discharged, and must leave immediately. For wage-payment purposes, DIR treats that situation as a discharge rather than waiting until the original resignation date.

This is narrower than saying everyone sent home after giving notice has been fired. Paid leave, continued employment and an actual termination are different facts. Keep the employer’s words and records.

Are you automatically owed the rest of the notice period?

Do not confuse payment for work already earned with payment for days you did not work. In DIR’s ordinary early-discharge example, the employee is not entitled to wages for the unworked notice period just because they offered that notice.

A contract, promised payment, severance arrangement or other facts may raise a separate question. This article does not decide those rights or whether the termination itself was lawful.

What should you save?

• Your resignation message and intended last day.
• The employer’s response, including when you were told to leave.
• Any statement about continued employment or pay through a later date.
• The termination notice and final pay statement, if available.
• When full final payment was received or offered.

You can start a review without a formal termination letter. Describe what you know and identify uncertain facts instead of choosing whichever date produces the largest estimate.

How should you use the calculator?

If how the job ended is uncertain, use the uncertainty option. Do not enter an ordinary quit only because you originally intended to resign, or an ordinary discharge only because you lost computer access.

If the employer did end your employment and paid final wages later, a separate waiting-time penalty may remain after payment. The actual deadline, earlier payment offers, willfulness and any qualifying dispute still need to be checked.