Our Methodology

PTOPayout is built on one principle: every wage figure and legal rule we show should be traceable to an official source, and every calculation should be transparent enough that you can reproduce it yourself. This page explains where our data comes from, how often we refresh it, how each calculator works, and how we flag anything we can't fully verify.

How we source our data

All wage rates, overtime rules, and labor-law requirements come from primary government sources — official state labor department websites and the US Department of Labor (dol.gov). We do not copy figures from other calculators, aggregators, or secondary blogs.

Every per-state page links to the specific official source used for that state's figures, so you can confirm each rate against the authority that publishes it. Where a state has its own labor department page, we cite it directly; where it defers to the federal standard, we cite the US Department of Labor.

How often we update

Wage and labor-law data is time-sensitive, so each dataset carries a machine-readable last_updated date that we surface on the pages that depend on it. Our current minimum-wage dataset was last updated on 2026-06-02.

We review the data on a regular schedule and run spot checks whenever major legislation changes — for example, scheduled mid-year minimum-wage increases. When a value changes, the next site build reflects it automatically, and the sitemap reports the real modification date rather than a fixed placeholder.

How each calculator computes results

Every calculator runs entirely in your browser using the inputs you provide. The core formulas are intentionally simple and plain:

• PTO payout — We convert an annual salary to an hourly rate using a standard 2,080-hour work year (hourly rate = salary ÷ 2,080), then multiply that hourly rate by your unused PTO hours (payout = hourly rate × unused hours). If you enter an hourly rate directly, we skip the conversion.
• Final paycheck — We combine your unpaid regular wages with any required PTO payout for your state, and report the deadline by which your employer must issue the final paycheck based on that state's rule.
• Severance — We estimate severance from your tenure and pay using common employer formulas (for example, a number of weeks of pay per year of service). Severance is generally not legally mandated, so these figures are estimates of typical practice, not entitlements.
• Overtime — We apply the federal time-and-a-half standard (1.5 × your regular hourly rate for hours worked beyond the threshold) and layer in any stricter state daily or weekly overtime rules that apply.
• Notice period — We count forward from your resignation date by the notice length you enter to determine your last working day, working in calendar days unless you specify otherwise.
• Minimum wage — We display the current statutory rate for your state, compare it to the federal minimum, and show any scheduled future increase with its effective date, all drawn directly from the sourced dataset.

These tools provide informational estimates based on the numbers you enter. They are not legal, tax, or financial advice.

How we handle uncertainty

Labor law is complex and not every detail is published clearly. When we cannot fully verify a value against an official source, we do not quietly present it as fact. Instead we mark it "Unverified — confirm with official source" and show a citation link to the relevant authority so you can check it yourself.

More broadly, all calculator outputs are estimates based on the information you provide and the data available to us. They are not a substitute for advice from a licensed employment attorney in your state.

Corrections & contact

If you spot a figure that looks wrong or out of date, we want to know. Accuracy is the whole point of this site, and reader reports are one of the ways we catch changes quickly. Reach us through our contact page and we'll review the source and correct the data if needed.