50-State Surveys › Employee Expense Reimbursement Requirements by State
Employee Expense Reimbursement Requirements by State
Must an employer reimburse an employee for necessary work-related expenses, what request or documentation may be required, and what remedies apply?
51 of 51 jurisdictions verified
every entry statute-checked, oldest 2026-07-14
What this survey covers
An employee may pay for mileage, travel, a phone, tools, uniforms, supplies, or home-office costs while doing the employer's work. State law varies on whether the employer must repay that cost, what makes it sufficiently work-related, and whether a receipt or timely request is required.
This survey focuses on ordinary private-sector business expenses. It does not turn a federal minimum-wage floor into a general state reimbursement mandate, and it excludes tax treatment, public-employee travel schedules, workers' compensation expenses, local ordinances, and independent contractors.
How to read the table
Begin with the governing-law and reimbursable-expense columns. They answer whether a general state duty exists and how closely the cost must connect to the job. The authorization and exclusions columns then show who directed or mainly benefited from the expense and which losses remain with the employee.
The request and policy columns separate the employee's proof duties from the employer's ability to require preapproval, specifications, or caps. The final two columns show when payment is due, when interest starts, and which agency or court remedy actually reaches an unpaid expense.
Patterns from the completed table
California Labor Code § 2802 uses a broad indemnity model. It covers all necessary expenditures or losses incurred as a direct consequence of job duties or obedience to employer directions, adds interest from the date of the expense or loss, includes reasonable enforcement costs and attorney's fees, and permits a Labor Commissioner citation. Section 2804 makes an employee agreement waiving the article's benefits void.
Illinois 820 ILCS 115/9.5 supplies the most detailed policy-and-documentation model in the activation set. The expense must be reasonable, required, within the scope of employment, directly related to services, and primarily benefit the employer. The employee generally has 30 calendar days to submit supporting documentation, with a signed-statement substitute when documentation is missing, and a written policy may set specifications without reducing reimbursement to zero or a de minimis amount.
Montana MCA § 39-2-701 begins with a broad necessary-expense indemnity but expressly excludes losses from ordinary business risks. It separately requires indemnification for losses caused by the employer's want of ordinary care. That structure makes employee fault and business-risk exclusions independent of the threshold question whether a cost arose from the work.
New Hampshire RSA 275:57 uses a request-and-deadline model. It covers expenses connected with employment and incurred at the employer's request, excludes expenses normally borne as a precondition of employment, requires proof of payment, and makes reimbursement due within 30 days after presentation. It also supplies a wage-claim route, civil action, interest, and a willful-violation penalty up to $1,000.
The completed table confirms that broad private-sector reimbursement mandates are a minority architecture. Most states provide no general necessary-expense scheme, which also means no universal receipt deadline, policy-cap rule, payment clock, interest provision, or reimbursement-specific remedy. Where a general mandate exists, the main differences are the required connection to the work, employer direction or benefit, employee-fault exclusions, documentation, policy limits, payment timing, and the remedy that actually reaches the unpaid expense. Minimum-wage cost shifting remains a separate boundary in every row.
Get this answered for your state
This survey compares every state side by side. Ezel applies your state's law to your specific situation and answers with citations to the statutes.
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| State | Governing law and coverage | Reimbursable expense standard | Authorization, direction, and primary benefit | Excluded losses and employee fault | Request deadline and documentation | Employer policy, preapproval, and caps | Payment deadline, method, and interest | Enforcement and remedies |
|---|---|---|---|---|---|---|---|---|
| Alabama verified 2026-07-17 | No general Title 25 mandate for ordinary private employers; the labor title's chapter index and its Chapter 1 general-provisions article list contain no employee business-expense reimbursement or indemnity section |
No general state necessary, reasonable, scope-of-employment, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Title 25 imposes no general reimbursement duty |
| Alaska verified 2026-07-14 | No general Title 23 necessary-expense mandate; 8 AAC 15.165 narrowly covers employer-required uniforms and equipment meeting listed conditions |
No general expense test; employee cannot be required to buy safety/health-code-required items or qualifying business-required uniforms/equipment (8 AAC 15.165) |
Narrow rule turns on a legal safety/health requirement or the nature of the employer's business requiring the item; no general primary-benefit or ratification test |
No general fault/loss schedule; ordinary socially usable items are outside the business-required branch, and a sold-to-public exception applies to certain branded items |
No reimbursement request, receipt, itemization, certification, submission deadline, or missing-document substitute stated |
Employer may not require purchase when 8 AAC 15.165 applies; no general policy, preapproval, specification, cap, deadline-extension, de minimis, or waiver framework |
Purchase shifting is prohibited, but no reimbursement clock, payment method, advance, stipend, or interest rule is stated (8 AAC 15.165) |
DOL Wage and Hour administers the rule; 8 AAC 15.165 states no reimbursement-specific damages, penalty, fee, interest, or limitations formula |
| Arizona verified 2026-07-14 | No general Title 23 mandate for ordinary private employers; the wage-payment article governs compensation for labor or services but creates no universal employee business-expense scheme |
No general state necessary, reasonable, work-scope, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state expense-request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule; § 23-351's payday rules apply to wages as defined in § 23-350 |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Title 23 imposes no universal reimbursement duty |
| Arkansas verified 2026-07-17 | No general Title 11 business-expense mandate. Narrow Ark. Code Ann. §§ 11-14-102 to -107 rule for a workers' compensation-covered employer that maintains and expressly elects the drug-free-workplace program |
No general necessary/reasonable business-expense standard. Narrow rule: covered employer pays all initial and confirmation drug/alcohol tests it requires of employees (§ 11-14-107) |
No general direction, authorization, ratification, or primary-benefit test. Narrow trigger is a covered employer's requirement that an employee take the test |
Employee or applicant pays for an additional test not required by the covered employer. No general ordinary-risk, negligence, wear, theft, commuting, precondition, or personal-cost rules |
Employer-required employee test cost needs no reimbursement request or receipt procedure. No general expense-submission deadline, itemization, certification, or missing-document substitute |
Covered employer must give the written testing policy once before testing and wait at least 60 days after general notice before the program takes effect; no test-cost cap or general expense-policy framework stated (§§ 11-14-105, -107) |
Covered employer must pay covered employee-testing costs, but Chapter 14 states no reimbursement payment deadline, method, or interest. No general payment rule for other business expenses |
No general expense remedy or expense-specific civil remedy stated. Noncompliance defeats the Chapter 14 premium discount; no cause of action arises merely from failure to establish a testing program (§§ 11-14-104, -108) |
| California verified 2026-07-14 | Cal. Lab. Code §§ 2802, 2804; general employer-to-employee indemnity duty with no employer-size or listed occupation threshold stated |
All necessary expenditures or losses incurred in direct consequence of job duties or employer directions (§ 2802(a)) |
Job duties or obedience to employer directions; no separate advance-preapproval or primary-benefit test stated (§ 2802(a)) |
Known-unlawful direction excluded; no express ordinary-risk, negligence, normal-wear, theft, or personal-cost list stated (§ 2802(a)) |
No submission deadline, receipt/proof form, itemization rule, or missing-document substitute stated (§§ 2802, 2804) |
Agreement waiving an article benefit is null and void (§ 2804); no express preapproval, specification, or fixed-cap rule stated |
No fixed deadline or payment method stated; award interest accrues from date expense or loss was incurred (§ 2802(b)) |
Court or DLSE claim; interest, enforcement costs including fees, and Commissioner citation for amount due (§ 2802(b)-(d)) |
| Colorado verified 2026-07-14 | C.R.S. § 8-4-105 cost-shifting rule for Wage Act employees; government entities excluded; COMPS Rule 6.3 separately covers required uniforms for covered private-sector work |
No universal necessary-expense test; employer-benefit costs and PPE cannot be shifted, and required uniforms/special apparel must be employer-paid (§ 8-4-105(1)(b); COMPS 6.3.1) |
Written deduction allowed only for a thing primarily benefiting employee; employer-required items such as required training are employer-benefit costs; PPE never qualifies (§ 8-4-105(1)(b)) |
PPE excludes listed off-site footwear/eyewear, requested metatarsal protection, logging boots, everyday clothes/work boots, and weather-only items; uniform ordinary wear cannot be deducted |
No universal expense-request deadline, receipt rule, or substitute statement; a Division claim should include supporting documents |
No general statutory preapproval, specification, or cap framework; agreement cannot authorize employer-benefit cost shifting, and Wage Act rights cannot be waived (§ 8-4-121) |
No reimbursement-specific payment deadline, payroll/separate-payment method, advance, stipend, or interest rule stated in the cited provisions |
CDLE accepts unlawful-deduction claims up to $13,000; a 14-day written demand can trigger 200%/$1,000 or willful 300%/$3,000 wage penalties; actions generally 2 years, 3 if willful |
| Connecticut verified 2026-07-14 | No general business-expense mandate. RCSA § 31-60-10 supplies a minimum-wage travel-cost floor; RCSA § 31-62-E10 separately covers restaurant and hotel-restaurant employees traveling between establishments |
General rule: expenses directly incidental to and resulting from covered travel, only when employee payment would bring earnings below minimum wage. Restaurant rule: transportation cost between establishments during the workday |
Employee must be required or permitted to make the covered travel; no separate advance-preapproval, ratification, or primary-benefit test stated (§§ 31-60-10, 31-62-E10) |
No general negligence, ordinary-risk, theft, wear, commuting, or personal-cost list. Both rules are limited by travel category; the general rule also requires a minimum-wage impact |
No expense-request deadline, receipt, itemization, certification, or missing-document substitute stated in §§ 31-60-10 or 31-62-E10 |
No general policy, preapproval, specification, or cap framework. Restaurant rule requires the transportation cost; general rule is capped by the amount needed to prevent a below-minimum-wage result |
No separate reimbursement clock, payment method, interest rule, or mileage rate stated; restaurant rule requires reimbursement of transportation cost |
Restaurant-order complaints go to CTDOL Wage and Workplace Standards. CTDOL says it lacks authority over ordinary business-expense complaints; no reimbursement-specific damages, fees, interest, or limitations period stated in the cited materials |
| Delaware verified 2026-07-14 | No general necessary-expense mandate; agreement-based duty under 19 Del. C. § 1109, with Chapter 11 coverage exclusions in § 1101 |
No general necessary/reasonable expense test; reimbursement is covered when an employer agrees to provide it as a benefit or wage supplement (§ 1109) |
Employer agreement supplies the trigger; no separate statutory required, directed, preapproved, ratified, or primary-benefit test stated (§ 1109) |
No general fault or loss-category list; disputed CBA amounts and specified employer/worker categories fall outside the cited rule (§§ 1101, 1109(b)) |
No independent statutory request deadline, receipt, itemization, certification, or missing-document substitute; agreement terms determine when payment is required |
Agreement defines the promised reimbursement; no statutory expense cap stated, and Chapter 11 may not be set aside by private agreement (§§ 1109-1110) |
Pay or provide the promised benefit within 30 days after payment is required under the agreement; no method or interest rule stated (§ 1109(a)) |
$1,000-$5,000 civil penalty per Chapter 11 violation; § 1113(a)'s private action is worded for unpaid wages, not a reimbursement-specific damages formula (§§ 1112-1113) |
| District of Columbia verified 2026-07-14 | 7 DCMR §§ 908.1, 909.1, and 910.1 apply specific employer-paid cost rules; § 900.2 covers persons employed by employers other than the U.S. or D.C. governments |
Travel costs incurred in performance of the employer's business; required-tool purchase and maintenance; required uniform/protective-clothing purchase, maintenance, and cleaning |
Uniform/protective clothing must be required by the employer or law; tools must be required of the employee for the employer's business; travel must be in performance of that business |
No general loss/fault schedule; the cited rules do not address negligence, ordinary business risks, wear, theft, commuting, or personal costs outside their specific required-item and business-travel tests |
No reimbursement request deadline, receipt, proof-of-payment, itemization, certification, or missing-document substitute stated in §§ 908.1, 909.1, or 910.1 |
No general policy/preapproval/cap framework; § 908.1 allows 15¢ per hour, capped at $6 weekly, instead of purchase/maintenance/cleaning for plain washable uniforms, but not protective clothing |
Covered costs are payable in addition to chapter wages; no separate submission-triggered payment clock, advance/stipend method, or interest rule is stated, apart from § 908.1's limited uniform-payment alternative |
DOES Office of Wage-Hour has authority over related benefits; Sivaraman holds expense reimbursements are not WPCL wages, so § 32-1308's treble-unpaid-wage remedy does not attach merely because reimbursement is unpaid |
| Florida verified 2026-07-14 | No general Chapter 448 mandate for ordinary private employers; the chapter index contains no employee business-expense reimbursement section |
No general state necessary, reasonable, scope-of-employment, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Chapter 448 imposes no general reimbursement duty |
| Georgia verified 2026-07-17 | No general Title 34 mandate for ordinary private employers. Georgia's labor title regulates wage payment (§ 34-7-2), recordkeeping, the minimum wage, discrimination, labor relations, unemployment, workers' compensation, and labor pools, but contains no employee business-expense reimbursement or indemnity section (no Georgia equivalent of California's Labor Code § 2802). Title 34's reimbursement provisions are confined to workers' compensation (§ 34-9-206) and agency-council expenses (§ 34-8-72). |
No general state necessary, reasonable, scope-of-employment, directly-related, or employer-requested expense standard stated. |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated. |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions. |
No general state request deadline, receipt or proof-of-payment requirement, itemization rule, certification, or missing-document substitute. |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified. |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule. |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule, because Title 34 imposes no general reimbursement duty. |
| Hawaii verified 2026-07-14 | No general business-expense mandate; HRS §§ 388-1 and 388-6 cover private employers and employees, exclude the State and political subdivisions, and bar shifting listed costs or losses |
No general necessary or reasonable expense test; employee cannot be made to bear employer-requested or legally required medical-exam/report expenses or the other losses listed in § 388-6 |
Medical rule applies when employer or prospective employer requests or requires the exam/report, or law or regulation requires it; no general primary-benefit, preapproval, or ratification test |
Employee cannot bear fines; specified cash shortages; breakage fines, penalties, or replacement costs; discretionary bad checks; or listed business losses unless attributable to willful or intentional disregard (§ 388-6(1)-(5)) |
No expense request, receipt, itemization, certification, submission deadline, or missing-document substitute; one-year limit applies only to director acceptance of an assigned unpaid-wage claim (§ 388-11(b)) |
Written authorization cannot validate the costs and losses § 388-6 says may not be authorized or borne by the employee; Chapter 388 generally cannot be waived by private agreement (§ 388-8) |
No separate reimbursement clock, payroll method, advance procedure, stipend, or interest rule for out-of-pocket expenses; wage interest is 6% from due date only when unpaid wages are legally proven (§§ 388-10, 388-11) |
DLIR director enforces and may investigate and sue; chapter violation penalty is at least $500 or $100 per violation, whichever is greater; proven unpaid wages carry an equal sum plus 6% interest, with costs and attorney fees in an employee action (§§ 388-9 to 388-11) |
| Idaho verified 2026-07-14 | No general private-employer mandate in current Title 44 labor chapters or Title 45, Chapter 6 wage-claim provisions |
No general state necessary, reasonable, scope-of-employment, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule |
No reimbursement-specific wage claim, damages, penalty, costs, fee, interest, or limitations rule because Titles 44 and 45 impose no general reimbursement duty |
| Illinois verified 2026-07-14 | 820 ILCS 115/1, 9.5; all Illinois employers/employees including local governments and school districts, except State and federal employees |
All reasonable necessary expenditures or losses required in discharging duties, within employment scope, directly related to services, and primarily benefiting employer (§ 9.5(a)) |
Employer must authorize or require the expense, or fail to follow its own written policy; expense must primarily benefit employer (§ 9.5(a)-(b)) |
Employee negligence, normal wear, and theft excluded; theft covered when caused by employer negligence (§ 9.5(a)) |
Submit within 30 calendar days with appropriate documentation; written policy may allow more time; signed statement substitutes for nonexistent, missing, or lost documents (§ 9.5(a)) |
Written policy may require compliance and set specifications/guidelines; excess above them excluded, but policy cannot provide zero or de minimis reimbursement (§ 9.5(b)) |
No reimbursement payment deadline, payroll/separate-payment method, advance, stipend, or interest rule stated in §§ 9.5 or 11 |
IDOL complaint within 1 year or circuit-court suit without exhaustion; civil IWPCA action within 10 years; §§ 9.5 and 11 state no expense-specific damages, fees, or interest |
| Indiana verified 2026-07-14 | No general Title 22 mandate for ordinary private employers; Article 2 regulates wages, payment frequency, deductions, and wage claims but creates no universal employee business-expense scheme |
No general state necessary, reasonable, work-scope, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state expense-request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule; IC 22-2-5-1 governs amounts due for labor |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Title 22 imposes no universal reimbursement duty |
| Iowa verified 2026-07-14 | Iowa Code §§ 91A.2-.10 cover employees working in Iowa for wages and employer-authorized expense claims; § 730.5(7)(b) separately covers employer-required private-sector drug/alcohol testing |
Expense must be authorized by the employer and incurred by the employee; no separate necessary, reasonable, work-scope, or direct-consequence standard is stated (§ 91A.3(6)) |
Employer authorization is the express trigger. Section 91A.3(6) does not state whether authorization must precede the expense or impose a separate primary-benefit test |
No negligence, ordinary-risk, theft, wear, commuting, or personal-cost list is stated. Expenses outside employer authorization do not meet § 91A.3(6)'s trigger |
Employee must submit an expense claim; no submission deadline, receipt, itemization, certification, or missing-receipt substitute is stated (§ 91A.3(6)) |
No statutory preapproval, specification, or cap framework. After director notice, employer must make expense-reimbursement agreements and policies available on written request (§ 91A.6(1)(c), (2)) |
Reimburse in advance or no later than 30 days after expense-claim submission; no interest rule is stated (§ 91A.3(6)) |
Civil action recovers unpaid expense, court costs, and usual/necessary attorney's fees; intentional failure adds liquidated damages (§§ 91A.2(6), 91A.8). Director may recover assigned expense claims (§ 91A.10) |
| Kansas verified 2026-07-14 | No general Chapter 44 mandate for ordinary private employers; Article 3's current wage-payment index contains no employee business-expense reimbursement section |
No general state necessary, reasonable, scope-of-employment, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Chapter 44 imposes no general reimbursement duty |
| Kentucky verified 2026-07-14 | No general business-expense mandate in current KRS Chapters 336-337. KRS 336.220 narrowly covers broadly defined employers, employees, and applicants for employer-required medical examinations or records |
No statewide necessary, reasonable, scope-of-employment, or direct-consequence standard. Section 336.220 only prevents shifting the cost of a medical examination or employer-required records |
No general direction, authorization, ratification, preapproval, or primary-benefit test. The narrow rule applies when the employer requires the examination or records as a condition of employment |
No general statutory list for negligence, ordinary risk, theft, wear, commuting, personal costs, or other employee fault. Section 336.220 does not state an employee-fault exception |
No general expense-request deadline, receipt/proof rule, itemization, certification, or missing-document substitute. Section 336.220 states no employee submission procedure |
No general expense-policy, preapproval, specification, or cap framework. An employer policy cannot require the employee or applicant to bear a cost prohibited by § 336.220 |
No general reimbursement deadline, payroll/separate-payment method, advance, stipend, mileage rate, or interest rule. Section 336.220 bars imposing the covered cost but states no repayment clock |
KRS 336.990(2)(c) sets a civil penalty of $100-$1,000 for each § 336.220 violation. The cited provisions state no expense-specific private action, repayment award, attorney's fees, interest, or limitations period |
| Louisiana verified 2026-07-14 | No general business-expense mandate in current Title 23. La. R.S. 23:897 narrowly covers public and private employers and specified employment-screening or record costs |
No statewide necessary, reasonable, work-scope, or direct-consequence standard. Section 23:897 covers fingerprinting, medical examinations, drug tests, and records available to or required by the employer |
No general direction, authorization, ratification, or primary-benefit test. The narrow rule applies when the employer requires the covered cost as a condition of employment (§ 23:897(A)) |
No general statutory list for negligence, ordinary risk, theft, wear, commuting, or personal costs. A qualifying employer may recoup certain preemployment exam or test costs when a non-part-time, nonseasonal employee quits before 90 working days or never reports, subject to wage, substantial-change, withholding, and contract conditions (§ 23:897(K), (M)) |
No general expense-request deadline, receipt rule, itemization, certification, or missing-document substitute. Section 23:897 states no employee submission procedure; Louisiana Works collects an improperly charged covered amount |
No general reimbursement-policy, preapproval, specification, or cap framework. The narrow recoupment exception requires a signed contract fully explaining the terms and authorizing withholding, plus compliance with §§ 23:634(B) and 23:897(K) |
No general reimbursement deadline, payroll/separate-payment method, advance, stipend, mileage rate, or interest rule. Section 23:897(H) requires collection of the amount improperly charged but states no payment clock |
Louisiana Works must collect reimbursement of an unlawful covered charge. Each incident is a separate offense; criminal exposure is up to $100 or 90 days, and an additional civil penalty may reach $500, with agency adjudication, enforcement, and injunctive proceedings (§ 23:897(B)-(H)) |
| Maine verified 2026-07-14 | No general Title 26 business-expense mandate; 26 M.R.S. §§ 591-592 cover employees and accepted applicants, listed private employers, and—under § 592—state, county, municipal, quasi-municipal, and other public employers |
Only medical and eye-examination expenses when the examination is ordered or required by the employer; employee cannot bear copayments or other out-of-pocket costs (§ 592) |
Narrow duty turns on employer ordering or requiring the examination; for an eye exam, employer may require a specific provider type or provider and pay only when that specification is followed |
No general negligence, ordinary-risk, wear, theft, commuting, personal-cost, or employee-fault schedule stated |
No reimbursement request, receipt, itemization, certification, submission deadline, or missing-document substitute stated; accepted applicant means one offered a job |
Employer may pay directly, through employee group health insurance, or another way, but employee cannot bear any covered copayment or other out-of-pocket expense; no general policy-cap framework |
No payment clock or interest rule; employer may use direct payment, group health insurance, or another method so long as employee or accepted applicant bears none of the covered cost |
Director enforcement; civil violation with forfeiture up to $50 for each violation (§ 592); cited section states no private damages, attorney-fee, interest, or limitations formula |
| Maryland verified 2026-07-14 | No general Labor and Employment Article mandate for ordinary private employers; §§ 3-501 and 3-502 govern wages and payment but create no universal employee business-expense scheme |
No general state necessary, reasonable, work-scope, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state expense-request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule; § 3-502's pay periods and methods apply to wages |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because the cited law imposes no universal reimbursement duty |
| Massachusetts verified 2026-07-14 | 454 CMR 27.00 applies to employers of persons in occupations under Chapter 151; it mandates narrow travel-transportation and required-uniform reimbursements, not all necessary business expenses |
All transportation expenses for covered workday travel (§ 27.04(4)(d)); actual required uniform purchase/rental and special-cleaning costs (§ 27.05(4)(a), (c)) |
Travel must be required or directed after the workday begins or before it closes; uniform purchase or rental must be required; no separate primary-benefit test stated |
Travel text does not cover an ordinary commute before the workday begins or after it ends; no general ordinary-risk, negligence, wear, theft, unlawful-direction, or personal-cost schedule |
No statutory or regulatory submission deadline, receipt form, itemization rule, certification, or missing-document substitute stated; uniform reimbursement is measured by actual cost |
No separate preapproval, submission-window, cap, or deadline-extension rule; covered travel uses all transportation expenses and covered uniform items use actual cost |
No separate reimbursement due date, payroll-versus-separate-payment method, advance or stipend rule, or interest rule stated |
Minimum-wage complaint to the Attorney General's Fair Labor Division; § 27.08 subjects any regulation violation to Chapter 151 penalties, but states no separate reimbursement-specific damages, fee, interest, or limitations formula |
| Michigan verified 2026-07-14 | 1978 PA 390, MCL §§ 408.471, 408.473; public or private employer with 1+ employees, but expense duty exists only through written contract or policy |
Authorized expenses incurred during the course of employment and due under a written contract or written policy (§ 408.471(e)) |
Expense must be authorized and covered by the written contract or policy; no separate primary-benefit or later-ratification test stated |
Unauthorized or policy-uncovered expenses fall outside this fringe-benefit definition; no express negligence, wear, theft, commuting, or personal-cost list stated |
No universal expense-request, receipt, or missing-document rule; written contract or policy supplies the procedure; department complaint due within 12 months (§ 408.481(1)) |
Written contract or policy controls covered expenses, authorization, proof, and limits; employer must pay in accordance with those terms (§ 408.473) |
Paid under written terms, with no fixed reimbursement clock stated; termination-date benefit cannot be withheld absent written contract or freely signed consent (§ 408.474) |
Department complaint; benefits due, 10% annual penalty after complaint notice, up to 2x exemplary damages if flagrant/repeated, costs, and up to $1,000 state penalty (§§ 408.481, 408.488) |
| Minnesota verified 2026-07-14 | Minn. Stat. § 177.24, subds. 4-5, for employees covered by the Minnesota Fair Labor Standards Act; § 177.23 contains listed exemptions. Section 181.79 separately covers employees other than independent contractors |
No universal necessary-expense mandate; full termination reimbursement applies to deductions for listed required uniforms/special clothing, job equipment, consumables, and noncommuting work travel (§ 177.24(4)-(5)) |
Uniform/clothing must be required by employer, work, or statute; equipment must be used in employment; supplies required and travel in course of employment. No separate primary-benefit or preapproval test stated (§ 177.24(4)) |
Trade tools, vehicles, other equipment usable outside work, and commuting excluded from listed expense items. Loss/theft/damage or other debt cannot be deducted without post-loss voluntary written authorization or court liability (§ 181.79(1)) |
No reimbursement request, receipt, itemization, or submission deadline stated for the termination refund. A § 181.79 loss/debt deduction authorization must be post-loss, voluntary, written, and state each pay-period amount |
$50 total cap for uniform/equipment deductions; motor-vehicle dealers furnishing uniforms ongoing: lesser of 50% of reasonable expense or $25/month. Listed deductions cannot reduce pay below minimum wage (§ 177.24(4)) |
Full listed deduction amount due at termination; employer may require surrender of an existing reimbursed item. No separate payment method or interest rule stated (§ 177.24(5)) |
DLI compliance order and district-court action for § 177.24; § 181.79 civil action for twice the deduction/credit. Wage-law claims generally 2 years, 3 if willful or payroll records withheld (§§ 177.27, 181.79(2), 541.07(5)) |
| Mississippi verified 2026-07-17 | No general Title 71 business-expense mandate. Narrow Miss. Code Ann. §§ 71-7-3, -9, -23, -25, -27, and -29 rule for private employers that affirmatively elect the state drug-testing chapter; federally regulated testing employers are excluded |
No general necessary/reasonable business-expense standard. Narrow rule: employer pays every drug or alcohol test it requires or requests under its elected chapter program (§ 71-7-9) |
Narrow trigger is the employer's requirement or request that the employee or applicant submit to the test; no primary-benefit test. No general authorization, direction, ratification, or employer-benefit standard for other expenses |
Employee or applicant pays for an additional drug or alcohol test that person requests. No general ordinary-risk, negligence, wear, theft, commuting, precondition, or personal-cost rules because Mississippi has no general reimbursement scheme |
Employer-required test cost needs no employee reimbursement request or receipt procedure. No general expense-submission deadline, itemization, certification, or missing-document substitute |
Private employer may affirmatively elect the testing chapter and then must follow all its terms; rescission for employees takes effect no earlier than 10 working days after posted notice. No test-cost cap or general expense-policy cap stated |
Employer must pay covered testing costs, but statute states no reimbursement payment deadline, method, or interest. Employer-conducted/requested testing occurs during or immediately after the regular work period and counts as work time |
Civil action within 1 year after violation or exhaustion of internal remedies; injunction or damages, compensatory damages limited to direct injury/loss, possible reinstatement/lost wages/benefits/reasonable costs, and possible attorney's fees for knowing or reckless violation (§§ 71-7-23, -25) |
| Missouri verified 2026-07-14 | No general Chapter 290 mandate for ordinary private employers; the chapter governs wages, hours, dismissal rights, minimum wage, and wage underpayment but creates no universal employee business-expense scheme |
No general state necessary, reasonable, work-scope, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state expense-request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Chapter 290 imposes no universal reimbursement duty |
| Montana verified 2026-07-14 | Mont. Code Ann. § 39-2-701; general employer-to-employee indemnity duty with no employer-size or occupation threshold stated |
All the employee necessarily expends or loses in direct consequence of duties or obedience to employer directions (§ 39-2-701(1)) |
Discharge of employee duties or obedience to employer directions; no separate preapproval or primary-benefit test stated (§ 39-2-701(1)) |
Ordinary business risks excluded; known-unlawful directions excluded; employer-carelessness losses always covered (§ 39-2-701(1)-(3)) |
No submission deadline, receipt, itemization, certification, or missing-document procedure stated (§ 39-2-701) |
No express policy, preapproval, specification, cap, de minimis, or waiver rule stated (§ 39-2-701) |
No fixed payment deadline, clock trigger, method, advance, stipend, or interest rule stated (§ 39-2-701) |
Section creates the indemnity duty but states no agency procedure, penalty, fee rule, interest, or limitations formula (§ 39-2-701) |
| Nebraska verified 2026-07-14 | No general Chapter 48 business-expense mandate; Neb. Rev. Stat. §§ 48-220 to 48-223 narrowly cover employer-requested applicant medical examinations, with a state/subdivision exemption when law requires the exam |
Only the cost of a medical examination the employer requests from an applicant as a condition of employment (§ 48-221); no general necessary or reasonable business-expense standard |
Narrow duty turns on the employer requesting the applicant to submit to the examination; no separate primary-benefit, preapproval, or later-ratification test |
No general negligence, ordinary-risk, wear, theft, commuting, or personal-cost schedule; §§ 48-220 to 48-223 do not apply to state or subdivision employment when law requires the physical examination (§ 48-223) |
No employee reimbursement request, receipt, itemization, certification, deadline, or missing-document substitute; the employer must assume the examination cost |
Covered employer cannot make the applicant bear the employer-requested examination cost; no policy cap, specification, deadline-extension, de minimis, or waiver framework stated |
Employer assumes the examination cost; statute states no reimbursement clock, payroll method, advance procedure, stipend, or interest rule |
Commissioner of Labor enforcement; each violation is a separate Class V misdemeanor (§ 48-222); cited sections state no applicant-paid damages, attorney-fee, interest, or limitations formula |
| Nevada verified 2026-07-14 | No general business-expense mandate in current NRS Chapters 608 or 613. NRS 608.165 narrowly covers distinctive uniforms, accessories, and special cleaning |
No statewide necessary/reasonable business-expense standard. Employer must furnish a covered uniform/accessory and any required special cleaning without employee cost (§ 608.165) |
No general authorization or primary-benefit test. Narrow rule turns on distinctive clothing the employee is required to wear that clearly identifies the employee with the business (NAC 608.090) |
No general negligence, ordinary-risk, theft, wear, commuting, or personal-cost list. Ordinary clothing outside NAC 608.090's distinctive-identification definition is not covered by § 608.165 |
No general expense-request procedure. Uniform rule states no employee claim deadline, receipt, itemization, certification, or missing-document substitute |
Employer may not shift covered uniform/accessory or special-cleaning cost to employee; no reimbursement policy, preapproval, specification, or dollar-cap framework stated (§ 608.165) |
Employer furnishes covered items and special cleaning without cost rather than reimbursing later; no payment deadline, method, mileage rate, or interest rule stated |
Labor Commissioner may impose administrative penalty up to $5,000 per violation (§ 608.195(9)); cited provisions state no expense-specific private damages, fee award, or interest |
| New Hampshire verified 2026-07-14 | RSA 275:57 covers employee expenses connected with employment and incurred at the employer's request; RSA 275:3 separately protects employees and applicants from employer-required medical-exam and records costs |
Expense must be connected with employment, incurred at employer's request, not normally employee-borne as a precondition of employment, and not already paid by wages, advance, or other employer means (§ 275:57(I)) |
Employer request is required; statute states no separate necessary, reasonable, primary-benefit, preapproval, or later-ratification test |
Excludes expenses normally borne by the employee as a precondition of employment; no negligence, ordinary-risk, wear, theft, commuting, or personal-cost schedule stated |
Employee must present proof of payment; § 275:57 states no presentation deadline. Department enforcement follows RSA 275:51's wage-claim process, which states a 36-month filing limit and gives employer 20 days to object |
No statutory policy cap, specification, preapproval form, deadline extension, de minimis rule, or waiver provision; employer may instead pay through wages, cash advance, or another means |
Within 30 days after employee presents proof of payment; no reimbursement remains due if employer already paid by wages, cash advance, or other means; willful violation may draw interest, but no rate is stated |
Department wage-claim enforcement under RSA 275:51; employee civil action; willful violation may bring interest and civil penalty up to $1,000 per violation (§ 275:57(II)-(IV)); no attorney-fee formula stated |
| New Jersey verified 2026-07-14 | N.J.S.A. 34:11-4.4 and Sands v. Board of Review (unpublished 2024); no universal expense schedule, but required unreimbursed costs may be wage diversion |
No general necessary/reasonable test; Sands recognized a viable claim for actual costs of employer-required personal-vehicle use that shifted operating expenses |
Required use, not mere employee convenience; key question is whether the employer shifted its own operating cost to the employee (Sands) |
Convenience-only use and unproved costs remain outside the stated Sands theory; no general negligence, wear, theft, commuting, or personal-cost list stated |
No universal expense-request deadline or proof form stated; required use and actual out-of-pocket costs are fact questions; claim evidence is needed |
Agreed reimbursement benefits are enforceable through Wage Collection; no general statutory preapproval, specification, cap, de minimis, or waiver rule stated |
No reimbursement-specific payment deadline, payroll method, stipend rule, or interest rule stated in the cited sources |
NJDOL immediately schedules expense-reimbursement disputes for Wage Collection; award cap $50,000, with 20-day appeal; Sands itself only remanded |
| New Mexico verified 2026-07-17 | No general Chapter 50 business-expense reimbursement or indemnity mandate for ordinary private employers |
No general necessary, reasonable, scope-of-employment, directly related, or employer-requested expense standard |
No general preapproval, employer-direction, ratification, or primary-benefit test |
No general ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost rules |
No general expense-submission deadline, receipt, proof-of-payment, itemization, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver framework |
No general reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule |
No general reimbursement-specific wage claim, damages, penalty, costs, attorney's fees, interest, or limitations rule |
| New York verified 2026-07-14 | N.Y. Lab. Law §§ 190(1), 198-c; applies when a private employer agreed to reimburse expenses; § 198-c excludes bona fide executive, administrative, or professional employees earning over $1,300/week |
Agreement controls which expenses are payable; statute defines wage supplements to include expense reimbursement but states no universal necessary/reasonable/work-scope test (§ 198-c(1)-(2)) |
No statutory preapproval, employer-direction, ratification, or primary-benefit test; entitlement depends on the reimbursement agreement (§ 198-c(1)) |
No statutory ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost list; agreement controls, subject to § 198-c's coverage exclusion |
No statutory submission deadline, receipt/proof form, itemization, certification, or missing-document substitute; agreement may set the claim procedure |
An agreement creates and defines the reimbursement benefit; §§ 190 and 198-c state no general floor, preapproval rule, specification, cap, de minimis rule, or deadline extension |
Payment required within 30 days after it is due under the agreement; no statutory payment method stated; prevailing wage claim includes prejudgment interest (§§ 198-c(1), 198(1-a)) |
Article 6 wage claim: underpayment, fees, prejudgment interest, usually 100% liquidated damages, 6-year limit; § 198-c/§ 198-a criminal penalties also apply to covered workers |
| North Carolina verified 2026-07-14 | No general reimbursement mandate; NCDOL treats promised mileage expenses as optional promised wages that become enforceable once offered |
No general necessary, reasonable, or directly-related expense test; the employer's policy, agreement, or practice defines the promise |
Employer decides whether to promise reimbursement; no general advance-authorization or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general statutory expense-request or receipt deadline; any submission and proof terms come from the employer's enforceable policy or practice |
Promised-wage practices and policies must be available in writing or by accessible posting; changes require written notice one pay period ahead (§ 95-25.13(2)-(3)) |
Promised amounts count as wages under § 95-25.2(16); accruing wages are due on the regular payday (§ 95-25.6) |
Employee or Commissioner action for unpaid amount plus legal-rate interest; equal liquidated damages, discretionary fees/costs, 2-year limit (§ 95-25.22) |
| North Dakota verified 2026-07-14 | N.D.C.C. §§ 34-02-01 to 34-02-03; general employer-to-employee indemnity duty with no employer-size or listed occupation threshold stated |
All the employee necessarily expends or loses in direct consequence of duties or obedience to employer directions (§ 34-02-01) |
Discharge of employee duties or obedience to employer directions; no separate preapproval, ratification, or primary-benefit test stated (§ 34-02-01) |
Ordinary risks and specified coworker-negligence losses excluded; known-unlawful directions and tools/equipment also used outside work excluded (§§ 34-02-01 to -02) |
No submission deadline, receipt, itemization, certification, or missing-document procedure stated (§§ 34-02-01 to -03) |
No express policy, preapproval, specification, cap, de minimis, deadline-extension, or waiver rule stated (§§ 34-02-01 to -03) |
No fixed payment deadline, clock trigger, method, advance, stipend, or interest rule stated (§§ 34-02-01 to -03) |
Sections create the indemnity duty but state no agency procedure, statutory damages, penalty, fee rule, interest, or limitations formula (§§ 34-02-01 to -03) |
| Ohio verified 2026-07-14 | No general Ohio Title 41 mandate for ordinary private employers; official labor-title and miscellaneous-labor indexes contain no employee business-expense reimbursement scheme |
No general state necessary, reasonable, scope-of-employment, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Title 41 imposes no general reimbursement duty |
| Oklahoma verified 2026-07-14 | No general business-expense mandate in current Title 40. The Standards for Workplace Drug and Alcohol Testing Act, 40 O.S. §§ 551-565, supplies a narrow testing-cost rule for employees and applicants |
No statewide necessary, reasonable, work-scope, or direct-consequence standard. Section 556 covers all employer-required drug/alcohol test costs and a confirmation-test cost when the confirmation reverses a positive result |
No general direction, preapproval, ratification, or primary-benefit test. The narrow rule turns on an employer-required test or an employee/applicant-requested confirmation test challenging a positive result |
No general negligence, ordinary-risk, theft, wear, commuting, or personal-cost list. Employee/applicant initially pays a requested confirmation test unless it reverses the challenged positive finding (§ 556) |
No general expense-request deadline or receipt rule. Confirmation test must be requested within 24 hours after notice of a positive test; § 556 states no separate reimbursement form or documentation requirement |
No general expense-policy, preapproval, specification, or cap framework. Section 556 does not permit a policy to shift employer-required test costs or a successful confirmation-test cost |
Employer pays all required-test costs; current-employee testing is compensable work time. Successful confirmation-test cost must be reimbursed, but § 556 states no deadline, payment method, interest rule, or mileage rate |
Willful Act violation supports civil action within 1 year, requiring proof of specific intent by a preponderance. Court may award lost wages plus an equal liquidated amount and reasonable costs/attorney's fees to the prevailing party (§ 563); no expense-specific interest stated |
| Oregon verified 2026-07-14 | No general business-expense mandate in current ORS Chapters 652-653. ORS 653.280-.285 narrowly protects employee-owned trade equipment, defined as musical instruments and sound equipment, on employer-controlled premises |
No statewide necessary, reasonable, work-scope, or direct-consequence expense standard. Narrow recovery is the financial settlement needed to repair or replace covered equipment damaged or stolen because the employer failed to take reasonable safeguards |
No general direction, authorization, preapproval, ratification, or primary-benefit test. The equipment rule turns on employee ownership, location on employer-controlled premises, and causation from the employer's safeguarding failure |
No general negligence, ordinary-risk, wear, commuting, or personal-cost list. The narrow statute excludes equipment other than musical instruments and sound equipment and requires damage or theft proximately caused by failure to comply with § 653.280 |
No general expense-request deadline, receipt/proof rule, itemization, certification, or missing-document substitute. Sections 653.280-.285 state no pre-suit request procedure for the equipment claim |
No general expense-policy, preapproval, specification, or cap framework. The equipment statute sets a reasonable-precautions duty and a repair-or-replacement measure rather than a policy cap |
No general reimbursement deadline, payroll/separate-payment method, advance, stipend, mileage rate, or interest rule. The equipment remedy is a financial settlement sufficient to repair or replace, with no statutory payment clock |
Employee civil action against the employer for covered equipment damage or theft; employer liability for the repair-or-replacement settlement; court may award reasonable attorney's fees to the prevailing party (§ 653.285). Required costs also may not reduce covered earnings below minimum wage |
| Pennsylvania verified 2026-07-14 | Pa. Wage Payment and Collection Law §§ 2.1, 3; broad private-employer coverage, but reimbursement is enforceable when payable under an agreement rather than as a universal necessary-expense mandate |
Agreement controls which expenses are payable; statutory definition includes expense reimbursement but states no universal necessary/reasonable/work-scope test (§ 2.1) |
No statutory preapproval, employer-direction, ratification, or primary-benefit test; entitlement depends on the reimbursement agreement |
No statutory ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost list; agreement controls covered and excluded items |
No statutory employee submission deadline or proof form; if no payment time is specified, a proper claim triggers a 60-day payment period (§ 3(b)) |
Agreement may define covered expenses, preapproval, proof, and caps, but no private agreement may set aside the Act's protections (§ 7); no universal reimbursement floor stated |
Within 10 days after payment is required to the employee or fund; if no time is specified, within 60 days after a proper employee claim; no separate method or interest rule stated (§ 3(b)) |
Direct civil action for unpaid wages, reasonable attorney's fees, 3-year limit; if § 10 triggers and no good-faith dispute exists, 25% of wages due or $500, whichever greater |
| Rhode Island verified 2026-07-14 | No general reimbursement chapter in Title 28; narrow testing-cost rules in R.I. Gen. Laws §§ 28-6.2-1, 28-6.5-1 |
No general standard; employer pays a required pre-employment physical and an offered independent drug-test evaluation (§§ 28-6.2-1(a), 28-6.5-1(a)(5)) |
Narrow rules turn on an employer-required physical or employer-subjected employee drug test; no general preapproval or primary-benefit test |
No general statutory expense or loss category; physical-exam cost is employer-paid whether or not the applicant is hired (§ 28-6.2-1(a)) |
No general expense-request deadline or documentation procedure stated; narrow testing sections state no reimbursement claim form |
No general reimbursement-policy or cap rule; drug-testing section requires a compliant drug-abuse-prevention policy (§ 28-6.5-1(a)(7)) |
Testing costs are employer-paid, but the cited sections state no payment deadline, method, or interest rule |
$200 fine for unpaid required physical; unlawful drug testing supports actual/punitive damages, fees, costs, injunction, and misdemeanor sanctions (§§ 28-6.2-1(b), 28-6.5-1(b)-(c)) |
| South Carolina verified 2026-07-14 | No general expense-reimbursement chapter in current Title 41. Payment of Wages Act, S.C. Code §§ 41-10-10 to -110, regulates wages and deductions but states no universal business-expense duty |
No statewide necessary, reasonable, scope-of-employment, employer-request, or direct-consequence reimbursement standard stated |
No general statutory authorization, direction, preapproval, ratification, or primary-benefit test for employee-paid business expenses |
No general statutory list for negligence, ordinary risk, theft, wear, commuting, personal costs, or other employee fault in the reimbursement context |
No general expense-request deadline, receipt/proof rule, itemization, certification, or missing-document substitute stated |
No general expense-policy or reimbursement-cap framework. Wage deductions must be disclosed at hire, with changes given in writing 7 days before effectiveness (§§ 41-10-30(A), 41-10-40(C)) |
No general reimbursement deadline, payroll/separate-payment method, advance, stipend, mileage rate, or interest rule stated |
No expense-specific agency or civil remedy stated. LLR screens complaints for unpaid wages, commissions, or benefits under the Payment of Wages Act; the Act defines wages as compensation for labor and listed leave pay |
| South Dakota verified 2026-07-14 | SDCL §§ 60-2-1 to 60-2-3; general employer-to-employee indemnity duty, plus a specific required-medical-exam cost rule in § 60-11-2 |
All the employee necessarily expends or loses in direct consequence of duties or obedience to employer direction (§ 60-2-1) |
Discharge of employee duties or obedience to employer direction; no separate preapproval, ratification, or primary-benefit test stated (§ 60-2-1) |
Ordinary business risks and specified coworker-negligence losses excluded; known-unlawful directions excluded; employer-carelessness losses covered (§§ 60-2-1 to -3) |
No submission deadline, receipt, itemization, certification, or missing-document procedure stated (§§ 60-2-1 to -3) |
No express policy, preapproval, specification, cap, de minimis, deadline-extension, or waiver rule stated (§§ 60-2-1 to -3) |
No fixed payment deadline, clock trigger, method, advance, stipend, or interest rule stated (§§ 60-2-1 to -3) |
Sections create the indemnity duty without a specific agency, damages, fee, interest, or limitations formula; required-exam cost shifting is a Class 2 misdemeanor (§ 60-11-2) |
| Tennessee verified 2026-07-17 | No general Title 50 mandate for ordinary private employers. The labor title's chapters and the Chapter 1 part index (hiring, right to work, working conditions, pensions, plant closings, etc.) and the Chapter 2 wage-and-hour section index contain no employee business-expense reimbursement or indemnity section |
No general state necessary, reasonable, scope-of-employment, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Title 50 imposes no general reimbursement duty |
| Texas verified 2026-07-14 | No general Texas mandate for ordinary private employers; TWC says employers do not have to reimburse employee out-of-pocket business expenses |
No general state necessary/reasonable/directly-related expense standard stated |
No general state preapproval, employer-direction, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, or personal-cost exclusions |
No general state request deadline, receipt/proof requirement, itemization rule, or missing-document substitute |
No general statutory preapproval, specification, cap, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, or reimbursement-interest rule |
No general reimbursement-specific agency claim, damages, penalty, fee, or limitations rule because state law imposes no general reimbursement duty |
| Utah verified 2026-07-14 | No general business-expense mandate in current Title 34. Utah Code §§ 34-33-101 to -104 narrowly cover required medical examinations, including drug tests, for employees and applicants |
No statewide necessary/reasonable work-expense standard. Employer must pay provider charges for a required covered exam; if an individual pays improperly, the division orders reimbursement (§§ 34-33-102 to -103) |
Narrow rule turns on an exam the employer requires as a condition of pre-employment, employment, or continued employment; no separate primary-benefit or ratification test (§ 34-33-101(5)) |
No general fault or loss list. Covered exam excludes an appointment to take or return from medical leave after an injury or illness outside work; no ordinary mileage, travel, tools, uniform, phone, or home-office right stated |
No general expense procedure. Medical-exam claim must be filed with the division within 1 year after the individual pays the employer fee or provider cost; no receipt substitute stated (§ 34-33-103(2)) |
No general policy/cap framework. Employer may not make the individual front a covered exam cost even with promised reimbursement; no policy exception or cost cap stated (§ 34-33-102) |
Employer must pay the health-care provider rather than reimburse later. If the individual improperly pays, division orders reimbursement; no interest or separate payment deadline stated (§§ 34-33-102 to -103) |
Division investigation and claim; reimbursement order; up to 5% daily penalty until paid, capped at 20 days and split equally between division and individual; violation is class B misdemeanor (§§ 34-33-103 to -104) |
| Vermont verified 2026-07-14 | No general necessary-expense mandate; 21 V.S.A. § 301 covers condition-of-employment exams for employers with 1+ service providers, while §§ 383 and 385 apply apparel rules to 2+ employers and covered employees |
No general expense standard; employer cannot require payment of a condition-of-employment medical exam, and cannot deduct required-apparel care, cleaning, or maintenance (§§ 301, 385(4)) |
Medical-exam rule turns on the exam being a condition of employment; required-apparel purchase deduction needs express written employee authorization; no general primary-benefit or ratification test |
No general loss/fault schedule; § 301 also protects applicants, while § 385's apparel protections are limited by the minimum-wage subchapter's coverage and exclusions |
No general reimbursement request, receipt, itemization, certification, or submission deadline; express written authorization is required for a required-apparel purchase deduction |
Apparel deduction cannot reduce remuneration below minimum wage, include administrative fees, or violate a CBA; no general expense-policy, preapproval, cap, de minimis, or waiver framework |
Medical-exam cost cannot be shifted and apparel deductions are restricted, but the cited sections state no after-the-fact reimbursement clock, payment method, advance/stipend rule, or interest |
Medical-exam violation carries up to $100 per violation (§ 303); Labor Commissioner enforces § 385, while §§ 394-395 penalties/double-wage remedy apply when pay falls below the applicable wage rate, not as a general expense formula |
| Virginia verified 2026-07-14 | No general Title 40.1 mandate for ordinary private employers; § 40.1-29 governs wages and withholding but creates no employee business-expense reimbursement scheme |
No general state necessary, reasonable, course-of-employment, directly-related, or employer-requested expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state expense-request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Title 40.1 imposes no general reimbursement duty |
| Washington verified 2026-07-14 | No general Title 49 mandate for ordinary private employers; current labor chapters govern minimum wages, wage payment, and wage rebates but contain no universal employee business-expense scheme |
No general state necessary, reasonable, work-scope, directly-related, or employer-requested business-expense standard stated |
No general state preapproval, employer-direction, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions |
No general state expense-request deadline, receipt or proof requirement, itemization rule, certification, or missing-document substitute |
No general statutory preapproval, specification, cap, deadline-extension, de minimis, or nonwaiver rule identified; RCW 49.52.050 protects wages already owed by statute, ordinance, or contract |
No general state reimbursement deadline, payment method, advance or stipend rule, or reimbursement-interest rule; RCW 49.48.010 separately covers bank fees caused by a dishonored wage instrument |
No general reimbursement-specific agency claim, damages, penalty, costs, fee, interest, or limitations rule because Title 49 imposes no universal reimbursement duty |
| West Virginia verified 2026-07-14 | No general Chapter 21 business-expense mandate; W. Va. Code § 21-3-17 narrowly covers listed employers, employees, and applicants charged for condition-of-employment medical examinations |
Only the cost of a medical examination imposed as a condition of employment (§ 21-3-17(c)); § 21-5C-3(b)(2) is an overtime regular-rate exclusion, not a general reimbursement standard |
Narrow rule turns on the employer requiring the medical examination as a condition of employment; no general authorization, direction, primary-benefit, preapproval, or ratification test |
No general negligence, ordinary-risk, wear, theft, commuting, or personal-cost schedule; cited medical-examination rule states no employee-fault exception |
No reimbursement request, receipt, itemization, certification, submission deadline, or missing-document substitute stated for the covered examination cost |
A covered employer cannot require the employee or applicant to pay the condition-of-employment examination cost; no general policy cap, specification, deadline-extension, de minimis, or waiver framework |
Statute bars shifting the covered examination cost but states no reimbursement clock, payroll method, advance procedure, stipend, or interest rule |
Commissioner of Labor enforcement; penalty up to $100 for each violation (§ 21-3-17(d)); cited section states no private damages, attorney-fee, interest, or limitations formula |
| Wisconsin verified 2026-07-14 | No universal reimbursement mandate; Chapter 109 and DWD treat expenses owed under an agreement or established employer policy as wage claims |
Agreement or established policy controls covered expenses; no general necessary, reasonable, work-scope, or directly-related expense test |
Policy or agreement controls authorization and direction; no universal preapproval, ratification, or primary-benefit test stated |
No general reimbursement scheme supplying ordinary-risk, negligence, wear, theft, unlawful-direction, precondition, commuting, or personal-cost exclusions; policy controls |
DWD says request payment and, if unpaid after 6 days, file a wage claim; claim must be filed within 2 years of the payable date; no universal receipt form or missing-document substitute |
Agreement or established policy defines categories, preapproval, proof, rates, and caps; no universal reimbursement floor stated |
Promised or policy-based expenses treated as wages are generally due at least monthly under § 109.03(1); no separate reimbursement method, advance, stipend, or interest rule |
DWD wage complaint or employee court action for the full wages due; DWD lists expenses as an accepted claim type and applies a 2-year limit |
| Wyoming verified 2026-07-14 | No general Title 27 indemnity; Wyoming OSHA General Industry ch. 9 adopts 29 C.F.R. §§ 1910.132-.140 for covered PPE, while Labor Standards ch. 1, § 6 governs payroll offsets |
No general necessary-expense test; covered PPE used to comply with the adopted OSHA part is employer-provided at no cost, subject to § 1910.132(h)'s exceptions |
PPE rule turns on safety compliance and identified hazards; other required tools/equipment/uniform purchases may be deducted only with possession and written acknowledgment; no general primary-benefit test |
PPE payment exceptions include specified off-site-usable footwear/eyewear and ordinary/weather clothing; employer need not pay replacement when employee lost or intentionally damaged PPE (§ 1910.132(h)) |
No general reimbursement request, receipt, itemization, certification, or deadline; required-item wage offset needs written acknowledgment of purchase and receipt |
Employer cannot require employee-paid covered PPE outside rule exceptions; other required-item offsets must fit the exclusive Labor Standards list; no general reimbursement policy, preapproval, cap, de minimis, or waiver framework |
Covered PPE is provided at no cost rather than through a stated reimbursement clock; no general repayment deadline, payment method, advance/stipend, or interest rule |
Wyoming DWS enforces OSHA rules and Labor Standards enforces wage offsets; cited provisions state no reimbursement-specific private damages, fees, interest, or limitations formula |
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