AN ACT TO REQUIRE AN EMPLOYER TO PROVIDE A WRITTEN EARNINGS STATEMENT TO AN EMPLOYEE UPON RECEIVING A WRITTEN REQUEST; TO SPECIFY THE INFORMATION THAT MUST BE INCLUDED IN THE WRITTEN EARNINGS STATEMENT; TO REQUIRE THE OFFICE OF THE ATTORNEY GENERAL TO PROVIDE INFORMATION ON ITS WEBSITE REGARDING AN EMPLOYEE'S RIGHT TO REQUEST A WRITTEN EARNINGS STATEMENT AND TO FILE A COMPLAINT AGAINST AN EMPLOYER WHO FAILS TO PROVIDE SUCH STATEMENT; TO IMPOSE A $750.00 FINE ON ANY EMPLOYER WHO VIOLATES THIS ACT; AND FOR RELATED PURPOSES.
Summary
House Bill 891 would require employers in Mississippi to provide a written earnings statement to a current or former employee who makes a written request. The request must be delivered by certified mail with return receipt requested, hand delivery with signed receipt, or email to the employer or the employer’s agent. The employer would then have 21 days to provide the statement.
The bill specifies the minimum information that must appear in the earnings statement, including the employee’s name, rate of pay, gross pay for the pay period, deductions and their purpose, net pay after deductions, and the number of hours worked or units produced, depending on how the employee is paid. The statement may be provided in any written form chosen by the employer, and the required information may appear on a check voucher or bank draft used to pay wages.
Impact
HB891 would add a new employer obligation under Mississippi law to furnish wage and payroll information on request, creating a formal right for current and former employees to obtain a written earnings statement. It also directs the Attorney General’s office to publish information about this right, provide complaint-filing options online, by phone, and by mail, and investigate complaints. Employers found in violation would be subject to a $750 fine for each violation, and the act would take effect July 1, 2026.
Sentiment
The available voting history suggests strong support for the bill in the House, where it passed 119-0. No committee transcripts were provided, so there is no recorded debate to indicate opposition or concerns in committee. Overall, the bill appears to have been received favorably as a worker-information and wage-transparency measure.
Contention
No specific points of contention are documented in the provided materials. Potential areas of concern inherent in the bill include the administrative burden on employers, the 21-day response deadline, the required methods for submitting requests, and the Attorney General’s enforcement role and per-violation fine. However, the recorded House vote indicates no formal opposition at that stage.