Most states make employers pay you within days of separation. Florida doesn't — and most advice online gets that wrong. What does apply: federal pay rules, your employer's own written PTO policy, and a federal COBRA clock with two windows that are easy to miss. Describe how you left. You get the real rules, every date computed, and the letter to payroll.
Free clock
Last day worked, whether you quit or were let go, your pay schedule, PTO balance and the handbook policy if you know it, and whether you had employer health insurance.
Why this exists
The final check rule, the PTO rule, the COBRA windows, the marketplace window — they're all knowable on day one, and none of them are explained in the exit meeting.
How it works
Last day, how you left, pay schedule, PTO and policy, health plan, employer size.
Final-check timing under the FLSA, PTO under the employer's own policy, bonus/commission rules, and the COBRA notice + election windows computed from your coverage-end date.
COBRA vs. marketplace vs. a spouse's plan, with the premium math; plus a written request to payroll for the final pay and PTO.
Plans
For one worker. Unions, workforce boards and credit unions license it.
The letter to payroll (final wages, PTO, bonus), the COBRA-vs-marketplace decision sheet with your numbers, the DOL/448.08 wage-claim steps if they don't pay, and a deadline calendar.
Branded clock for members and clients.
All prices in USD, handled by Stripe. The free clock never goes behind a paywall.
Common questions
Florida has no final-paycheck statute, so there's no state deadline for your last check. What does apply is the federal FLSA 'next regular payday' rule — you should be paid by your normal payday for that pay period. If you aren't, the tool can walk you through the rule, but for unpaid wages the U.S. DOL Wage and Hour Division (1-866-487-9243) is free and can help.
It depends — in Florida, whether unused PTO is owed comes down to your employer's own written policy, since there's no state law requiring payout. The tool can explain how this works based on what you describe, but it cannot read your actual handbook or plan documents. Check your written policy or ask HR directly to be sure.
COBRA gives you a right to continue your health coverage after you leave a job, with a notice from your plan and a 60-day election window under federal COBRA rules (29 U.S.C. 1161–1169; 29 CFR 2590.606). The tool computes these dates for you, plus the ACA marketplace special-enrollment alternative — but the real deadline runs from your plan's actual notice, so keep the envelope it came in.
No — Final Pay & COBRA Clock FL explains the federal rules and Florida's lack of a final-pay statute in plain words, but it is not legal, tax, or benefits advice, and it cannot read your handbook or plan. It also doesn't file anything for you. Use the letter as a starting point, but confirm your specific situation with your employer, plan administrator, or a professional.
Yes, the tool is described as free, and it's offered in English and Spanish. The material provided doesn't say anything about whether what you enter is stored, so if that matters to you, check the tool's own privacy notice before pasting sensitive details. The tool is not affiliated with any employer, insurer, or agency.
La Florida no tiene una ley estatal sobre el pago final, así que no hay un plazo estatal para su último cheque. Lo que sí aplica es la regla federal de la FLSA del 'próximo día de pago regular' — a usted se le debe pagar en la fecha normal de pago de ese período. Si no le pagan, la herramienta puede explicarle la regla, pero para salarios no pagados, la División de Salarios y Horas del Departamento de Trabajo de EE. UU. (1-866-487-9243) es gratuita y puede ayudarle.
Depende — en la Florida, si le deben el PTO no usado depende de la política escrita de su empleador, ya que no existe una ley estatal que exija ese pago. La herramienta puede explicarle cómo funciona esto según lo que usted describa, pero no puede leer su manual de empleado ni los documentos reales de su plan. Revise su política escrita o pregúntele directamente a Recursos Humanos para estar seguro.
COBRA le da el derecho de continuar su cobertura de salud después de dejar un empleo, con un aviso de su plan y una ventana de elección de 60 días bajo las reglas federales de COBRA (29 U.S.C. 1161–1169; 29 CFR 2590.606). La herramienta calcula estas fechas por usted, además de la alternativa de inscripción especial del mercado de seguros (ACA) — pero el plazo verdadero corre a partir del aviso real de su plan, así que guarde el sobre en el que llegó.
No — Final Pay & COBRA Clock FL explica las reglas federales y la falta de una ley estatal de pago final en la Florida con palabras sencillas, pero no es asesoría legal, fiscal ni de beneficios, y no puede leer su manual de empleado ni su plan. Tampoco presenta nada en su nombre. Use la carta como punto de partida, pero confirme su situación específica con su empleador, el administrador del plan o un profesional.
Sí, la herramienta se describe como gratuita, y está disponible en inglés y en español. El material proporcionado no indica si lo que usted escribe se almacena, así que si eso le preocupa, le recomendamos revisar el aviso de privacidad propio de la herramienta antes de compartir detalles sensibles. La herramienta no está afiliada a ningún empleador, aseguradora ni agencia.
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