Wage Garnishment Laws by State 2024

Wage garnishment, also called wage attachment, is a legal process for collecting a monetary judgment for a creditor if a debtor does not pay their debt. It involves a court order requiring that an employee withholds a portion of the debtor's paycheck and sends it to the creditor. Non-wage garnishment, known as a bank levy, is when creditors can directly access a debtor’s bank account. Garnishment most often happens when a creditor sues a debtor for nonpayment of debt and wins in court. However, a creditor may be able to achieve garnishment without a court order.

Wage garnishment sources include child support, consumer debts, student loans, and tax levies. Garnishment begins anywhere between five to 30 days after the court notice, depending on the state and the creditor. Federal limits determine how much of a debtor's income a creditor may take. This depends on the type of debt. For example, about 15% of a debtor's weekly disposable income may be taken for federal student loans and taxes, while up to 50-60% may be taken for child support or alimony. Under federal law, creditors can typically garnish 25% of an employee's disposable earnings or an employee's disposable earnings less than 30 times the federal minimum wage ($7.25/hour), whichever is less. Disposable income is defined as the income remaining after tax deductions and other mandatory charges available to the employee to be saved or spent as they please. States have the power to impose stricter limits, but not all do so.

Debtors have rights in the wage garnishment process. The debtor is legally notified of the garnishment and a dispute can be filed with the notice of inaccurate information or if the debtor believes they do not owe the debt. Social Security and veterans benefits are exempt from wage garnishment although they may not be once they enter the debtor's bank account. A debtor cannot be fired for having one wage garnishment but may be fired if they incur more than one.

Wage Garnishment Laws by State

Below are each state's laws for wage garnishments. Please note that the laws listed below are not complete or comprehensive. Many states have separate laws for wage garnishments concerning child support, student loans, and unpaid taxes. Additionally, states have varying statutes of limitations. If you are facing a wage garnishment judgment, contact an attorney in your state.

  • 25% of weekly disposable earnings
  • Amount by which the debtor’s disposable earnings exceeds thirty (30) times the minimum wage.
  • Allowed by an action on an express or implied contract
  • Wages and eamings are garnishable
  • 25% of the statutory net disposable earnings of debtor
  • The court may reduce to as low as 15%
  • Federal garnishment rules and exemptions are used.
  • 25% of the debtor’s net disposable earnings
  • Once the levy has been served on the employer by the sheriff or marshal, it remains in effect until the judgment has been paid in full
  • Gross earnings for the First Pay Period less deductions required by Law

Connecticut

  • The maximum amount which can legally be withheld from a debtor’s wages is the lessor of: 25% of weekly disposable earnings or the amount by which the debtor’s disposable earnings exceeds forty (40) times the higher of either
  • 15% of statutory net income
  • Garnishment remains in effect until the judgment is paid in full
  • Bank accounts cannot be garnished

District of Columbia

  • Garnishments are stacked and kept in place while the senior in-time garnishment is paid off.
  • 25% of disposable income can be attached by wage garnishment.
  • Florida Statutes offer a significant exemption to wage garnishment known as the “head of family” exemption
  • Florida Head of Family Exemption : If an employee is the head of the family and makes less than $750 per week, wages cannot be garnished. The head of the family must provide more than one-half of the support for a dependent or child.
  • The maximum part of the aggregate disposable earnings of an individual for any work week which is subject to garnishment may not exceed the lesser of twenty-five percent (25%) of his disposable earnings for that week or the amount by which his disposable earnings for that week exceed thirty (30) times the federal minimum hourly wage.
  • For earnings for a period other than a week, a multiple of the federal minimum hourly wage equivalent in effect shall be used.
  • The portion of the defendant’s after tax wages that must be withheld is 5% of the first $100 per month, 10% of the next $100.00 per month and 20% of all sums in excess of $200.00 per month, or an equivalent portion of these amounts per week.
  • The maximum part of an individual’s disposable earnings for the work week subject to garnishment may not exceed the lesser of 25% of the disposable earnings or the amount of the disposable earnings that exceed 30 times the federal minimum hourly wage
  • The maximum part of an individual’s disposable earnings for the work week that can be garnished is the greater of 15% of the disposable earnings or 45 times the amounts stated in section 4 of the state’s Minimum Wage Act
  • The maximum part of an individual’s aggregate disposable earnings for the workweek that is subject to garnishment in Indiana is the lesser of 25% of the disposable earnings or the amount of the disposable earnings that exceed 30 times the federal minimum hourly wage
  • Garnishments last for seventy days. The maximum part of an individual’s aggregate disposable earnings for the workweek that is subject to garnishment in Indiana is the lesser of 25% of the disposable earnings or The amount of the disposable earnings that exceed 40 times the federal minimum hourly wage.
  • The maximum part of an individual’s aggregate disposable earnings for the workweek that is subject to garnishment in Indiana is the lesser of 25% of the disposable earnings or the amount of the disposable earnings that exceed 30 times the federal minimum hourly wage or the amount of plaintiff’s claim stated in the order for garnishment
  • After a 10-day waiting period from the date of judgment, a creditor may, using a pre-approved state form, file for wage garnishment to be issued by the clerk of the court, and an order of garnishment is then mailed to the garnishee employer
  • The employer has 20 days within which to respond. If the garnishee employer fails to answer, it may be held liable to the creditor for failing to honor the garnishment
  • Louisiana uses the federal wage garnishment guidelines
  • Wage garnishments are effective immediately on service of the garnishment on the employer. The amount withheld is 25% of disposable income.
  • 401K or other retirement funds are not counted as disposable income.
  • Deductions are to be withheld from every paycheck and are remitted by the employer at least monthly
  • The garnishment stays in effect until the full balance due is paid, including all attorney's fees, interest, and court costs
  • Garnishment is available after a judgment issued and a supplementary (disclosure) hearing is held or if the debtor fails to appear at the disclosure hearing, a garnishment order may issue for 25% of the debtor's disposable earnings on a weekly basis or the amount which the disposable weekly earnings exceed 40 times the federal minimum wage, whichever is less or If the judgment debtor fails to pay two installments after being ordered to do so
  • Disposable wages are defined as the wages that remain after mandatory deductions required by law, plus medical insurance payments
  • The amount exempt is the greater of 75% of disposable wages, or $145 times the number of weeks in which the wages were earned

Massachusetts

  • Wage attachments may be obtained by bringing an action under G.L. c. 246 for trustee process, based on a judgment only, usually after unsuccessful supplementary process proceedings
  • Federal statute limits withholding to 25% of disposable earnings per week, unless the debtor’s earnings are at or near the minimum wage, 15 USC 1673, in which case no withholding is allowed.
  • The maximum part of an individual’s disposable earnings for a pay period that can be garnished may not exceed the lesser of 25% of the disposable earnings or the amount of the disposable earnings that exceed 40 times the federal minimum hourly wage

Mississippi

  • The first 30 days’ wages after service of garnishment are exempt. After 30 days, 75% of wages are exempt
  • An employer may withhold and pay when total judgment is collected but must pay at least once per year unless ordered otherwise.
  • Garnishments are paid in the order they are served. The first one served must be paid in full before the second one can be paid
  • Missouri follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 30 times the federal minimum wage, whichever is less.

-The maximum amount which can legally be withheld from a debtor’s wages is the lesser of 25% of weekly disposable earnings or the amount by which the debtor’s disposable earnings exceeds thirty (30) times the higher of either

  • The maximum amount which can legally be withheld from a debtor’s wages is the lesser of 25% of weekly disposable earnings or the amount by which the debtor’s disposable earnings exceeds thirty (30) times the higher of either
  • The maximum amount which can legally be withheld from a debtor’s wages is the lesser of 25% of weekly disposable earnings or the amount by which the debtor’s disposable earnings exceeds fifty (50) times the higher of either

New Hampshire

  • The maximum amount which can legally be withheld from a debtor’s wages is the lesser of 25% of weekly disposable earnings or the amount by which the debtor’s disposable earnings exceeds forty (40) times the higher of either

North Carolina

North dakota, pennsylvania, rhode island, south carolina, south dakota.

  • Tennessee follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 30 times the federal minimum wage, whichever is less.
  • Texas has limitations on wage garnishment, with only a few types of debt being eligible for wage garnishments, such as child support, taxes, and student loans
  • For eligible debts, Texas follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 30 times the federal minimum wage, whichever is less.
  • Utah follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 30 times the federal minimum wage, whichever is less.
  • Vermont follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 40 times the federal minimum wage, whichever is less.
  • Virginia follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 40 times the federal minimum wage, whichever is less.
  • Washington follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 35 times the state minimum wage, whichever is less.

West Virginia

  • West Virginia follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 30 times the federal minimum wage, whichever is less.
  • Wisconsin follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 30 times the federal minimum wage, whichever is less.
  • Wyoming follows federal wage garnishment laws, which allow up to 25% of disposable earnings to be garnished, or the amount by which disposable earnings exceed 40 times the federal minimum wage, whichever is less.
  • Wage Garnishments & Attachments

Guide to Garnishment Limits by State

Chloe Meltzer | December 02, 2022

Summary: Is a debt collector threatening to garnish your wages? Want to know how much they can take? Here's your guide to garnishment limits by state.

If you are sued for a debt, due to nonpayment, and a default judgment is placed against you, your wages can be garnished. The process of wage garnishment means that a portion of your wages will be paid to the creditor in order to satisfy your debts. Each law has different legal limits and rules surrounding this.

Debtors have rights in the wage garnishment process including that you need to be notified of the garnishment and that you can file a dispute if you believe you do not owe the debt. Additionally, both social security and veteran benefits are exempt from wage garnishment. You cannot be fired for having one wage garnishment, but if you have more than one you can be.

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Guide to garnishment limits by state

  • Federal limits apply
  • At least $350 of weekly net earnings

Connecticut

  • 25% of your disposable earnings or the amount by which your weekly earning exceed 40 times the federal minimum wage ($7.25/hour) or the Connecticut minimum wage ($9.15/hour), whichever is less
  • Only one wage garnishment permitted per individual

District of Columbia

  • Florida Head of Family Exemption: If the head of a household and making less than $750 per week, wages cannot be garnished.

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  • Calculated based on monthly disposable income: 5% for the first $100, 10% on the next $100, 25% on all disposable income over $200 for one month.
  • Either 15% of gross wages or the amount of disposable income after deducting the Illinois minimum wage times 45.
  • Cannot be terminated for having multiple wage garnishments
  • $50,000+: no more than 10% of wages.
  • In Maryland, an employer cannot terminate an employee for a single garnishment in one calendar year.

Massachusetts

  • Up to 15% of one's gross wages or disposable income less than 50 times the federal minimum wage ($7.25/hour) or the Massachusetts minimum wage ($12.00/hour) per week (whichever is more)

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  • Cannot be terminated for having multiple wage garnishments under Michigan law, but can be under federal law

Mississippi

  • Wages cannot be garnished for the first 30 days after the court order is served
  • Heads of the household are more protected
  • If disposable earnings are over $290.00/week, no more than 25% can be garnished.

New Hampshire

  • Protects disposable earnings greater than 50 times the federal minimum wage ($7.25/hour or $362.50/week).
  • Less than 25% of disposable earnings or the amount by which weekly disposable earning exceed 40 times the federal minimum wage ($7.25/hour)
  • Income is less than 30 times the minimum wage, cannot be garnished.

North Carolina

  • Federal limits apply except for garnishments by the North Carolina Department of Revenue, which limits to 10% of an employee's gross wages

North Dakota

  • Less than 25% of the employee's disposable income or when weekly income exceeds 40 times the minimum wage ($7.25/hour)
  • Cannot be terminated for having one wage garnishment per year, or because of child-support garnishment.

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  • Cannot be terminated for having more than two wage garnishments in one year

Pennsylvania

  • Unpaid state taxes up to 10%.

Rhode Island

  • 25% of the employee's disposable income or if weekly disposable earnings exceed 30 times the federal minimum wage ($7.25/hour).

South Carolina

  • Cannot be terminated for having a consumer debt garnishment

South Dakota

  • 20% of disposable earnings or if weekly disposable earnings exceed 40 times the federal minimum wage ($7.25/hour) (less $25/week for each dependent living with the employee for either one).
  • 5% of weekly disposable income or disposable earnings exceed 30 times the federal minimum wage ($7.25/hour). An additional $2.50 per week for each dependent that lives in the state is protected
  • 25% of weekly disposable earnings or disposable earnings exceed 30 times the federal minimum wage ($7.25/hour)
  • Cannot be terminated for having disposable earnings garnished
  • 25% of weekly disposable earnings or if disposable earnings exceed 40 times the federal minimum wage ($7.25/hour)
  • Cannot be terminated unless there are 3 or more wage garnishments in one year

West Virginia

  • Cannot be terminated for having multiple wage garnishments unless they are served three or more garnishments within one year.

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  • Wage Garnishment Laws By State In 2023: An Overview

Wage Garnishment Laws By State In 2023: An Overview

Wage garnishment is a legal process in which a court orders an employer to withhold a certain amount of an employee’s earnings and send it directly to a creditor to satisfy a debt. The amount that can be garnished varies by state and type of debt. In this post, we will provide an overview of wage garnishment laws by state in 2023.

Overview of Wage Garnishment

Wage garnishment is a legal process in which a court orders an employer to withhold a certain amount of an employee’s earnings and send it directly to a creditor to satisfy a debt. The amount that can be garnished varies by state and type of debt.

Types of Debts that Can Be Garnished

The most common types of debts that can be garnished include unpaid:

  • Child support
  • Student loans
  • Court-ordered fines and fees
  • Medical bills
  • Credit card debt

Exemptions from Wage Garnishment

Certain types of income are exempt from wage garnishment, including:

  • Social Security
  • Veterans’ benefits
  • Workers’ compensation
  • Disability benefits
  • Retirement benefits
  • Public assistance benefits

State-Specific Wage Garnishment Laws

Each state has its own wage garnishment laws. Here is an overview of wage garnishment laws by some states in 2023:

In Alabama, wage garnishment is limited to 25% of an individual’s disposable income or the amount by which their income goes beyond thirty times the federal minimum wage, whichever is less. Additionally, garnishment is not allowed for certain types of debts, including medical bills and credit card debts.

Wage garnishment is only permitted in Alaska to the extent that it does not exceed 25% of the individual’s disposable income or the amount by which their income goes beyond thirty times the federal minimum wage, whichever is less. For those who make less than 50 times the federal minimum wage, there are a few exceptions.

In Arizona, wage garnishment is only allowed to be applied to 25% of one’s disposable income or, if less, the amount by which their income goes beyond thirty times the federal minimum wage. For those who make less than 150% of the federal poverty level, there are exemptions, though.

The garnishment of wages in Arkansas is limited to 25% of one’s disposable income or the amount by which their income exceeds 40 times the federal minimum wage, whichever is less. Furthermore, garnishment is not permitted for certain types of debts, such as medical bills and credit card debts.

Like In Arkansas, wage garnishment in California is limited to 25% of an individual’s disposable income or the amount by which their income exceeds 40 times the state minimum wage, whichever is less. However, there are exemptions for individuals who earn less than 40 times the state minimum wage.

Wage garnishment is prohibited in Colorado and is confined to 25% of an individual’s disposable income or the amount by which their income goes beyond thirty times the federal minimum wage, whichever is less. Furthermore, garnishment is not permitted for certain types of debts, such as medical bills and student loans.

Connecticut

Wage garnishment in Connecticut is set at 25% of a person’s disposable income or the amount by which their income exceeds 40 times the federal minimum wage, whichever is less. Furthermore, garnishment is not permitted for certain types of debts, such as medical bills and credit card debts.

In Florida, wage garnishment is limited to 25% of an individual’s disposable income or the amount by which their income goes beyond thirty times the federal minimum wage, whichever is less. However, garnishment is not allowed for certain types of debts, including medical bills and student loans.

Wage garnishment laws by state play an important role in protecting employees’ rights and ensuring that their wages are not unfairly garnished by creditors or debt collectors. While the specifics of these laws can vary from state to state, the majority of states follow a similar framework that limits the percentage of an employee’s disposable income that can be garnished, as well as the types of debts that can be subject to wage garnishment.

Understanding these laws is crucial for employees who may find themselves in a situation where their wages are being garnished, as well as for employers who are responsible for withholding and remitting these garnished wages. It’s important to keep in mind that while wage garnishment can be a difficult and stressful situation, there are tax resolution/consultation services available to help individuals navigate the process and protect their rights.

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Wage Garnishment Laws by State: A Taxpayer’s Guide

A wage garnishment is a legal order authorizing an employer to withhold a portion of an employee’s paycheck to satisfy a debt. However, there are different wage garnishment laws by state.

There are limits to what income can be garnished, and how much can be garnished.

Generally, private creditors can garnish less and face much greater opposition than child support garnishments and wage levies for unpaid taxes. Wage garnishment rules typically differ across state lines, but there are federal rules on which many states base their own laws.

Federal Wage Garnishment Rules

Federal wage garnishment rules for non-tax, non-alimony, and non-child support debts are based on disposable earnings, which include any “compensation paid or payable for personal services”, minus state and federal taxes, social security and Medicare taxes, State Unemployment Insurance tax, and any amounts withheld for required employee retirement systems.

While many of us understand disposable income to be wages minus taxes and living expenses, living expenses are not calculated when determining wage garnishment.

Instead, federal wage garnishment law limits the total garnishment to the lesser of:

  • 25 percent of an individual’s disposable earnings, or;
  • 30 times the federal minimum wage.

States can set more stringent limits but are required to at least meet federal requirements. The different limits to wage garnishments from state to state are meant to reflect the differences in cost of living and wages across the US. Some states protect debtors better than others. A court judgment is needed to serve a debtor an order for wage garnishment, unless the debt is due to alimony, child support, unpaid local or federal taxes, or student loans.

Different States, Different Wage Garnishment Laws

When examining wage garnishment laws by state, there are a few things to note. Any states not explicitly listed below follow the federal rules for wage garnishment limits.

Note that there may be individual exceptions for child support, spousal support, alimony, unpaid taxes, and student loan debts. Child support liability , for example, can usually be more aggressively pursued than other debts. Refer to your state’s website for more information.

Alaska: Alaska imposes several additional exemptions to wage garnishment laws, as per the Alaska Exemptions Act .

Arkansas: Wage garnishment limits in Arkansas follow federal law, but laborers and mechanics have additional protections .

California: Wage garnishment limits in California follow federal law, but garnishment is calculated as the lesser of either 25 percent of a person’s disposable earnings, or disposable earnings minus 40 times California’s hourly minimum wage.

Connecticut: Wage garnishment laws in Connecticut are strict. Garnishments are limited to the lesser of either 25 percent of a person’s disposable earnings, or disposable earnings minus 40 times the federal hourly minimum wage/Connecticut’s minimum fair wage (whichever is greater).

D.C.: The wage garnishment limits in D.C. are the lesser of 25 percent of a person’s disposable earnings, or disposable earnings minus 40 times the state’s hourly minimum wage. Exemptions are slated to rise every year based on the state’s cost of living.

Hawaii: Hawaii’s wage garnishment limits are based on the more favorable of two calculations – the federal limits, and Hawaii’s own formulation . Hawaii’s own formulation uses monthly disposable earnings as a base, and takes 5 percent of a person’s first $100, 10 percent of the second $100, and 20 percent of the remainder. If the final total exceeds federal limits, federal limits are used instead.

Illinois: Illinois’ wage garnishment limits are very strict and are limited to the lesser of 15 percent of a person’s gross wages, or disposable earnings minus 45 times Illinois’ minimum wage.

Indiana: Indiana follows federal rules for wage garnishment laws but gives individuals the right to argue a reduction to 10 percent of their disposable earnings in the first payment.

Iowa: Iowa follows federal rules for wage garnishment limits but imposes an extra limit on how much can be garnished from an individual’s wages within a calendar year based on their annual income . For example, an individual with an annual income between $16,000 and $23,999 can only be made to give up a total of $800 in garnished wages over the entire year. Anyone earning $50,000 or more can only be levied for 10 percent of their annual income.

Maine: Maine’s wage garnishment limits follow federal law, except that the greater of either 40 times the federal minimum wage or the state minimum wage is chosen when calculating exemptions.

Maryland: Maryland wage garnishment laws differ from county to county. It’s best to contact a local legal professional for more information or refer to your county’s offices for help.

Massachusetts: Massachusetts limits wage garnishments to the lesser of 15 percent of an individual’s gross wages, or disposable earnings minus 50 times the federal/state minimum wage (whichever is greater).

Minnesota: Minnesota follows federal exemption limits but ups the exemption to the lesser of 25 percent of an individual’s disposable earnings, or disposable earnings minus 40 times the federal minimum wage.

Mississippi: Mississippi follows federal exemption limits but prevents creditors from garnishing any wages within the first 30 days after a garnishment order is served.

Missouri: Missouri follows federal exemption limits but adds greater protections to the head of the household, limiting wage garnishment to the lesser of 10 percent of one’s disposable earnings, or disposable earnings minus 30 times the federal minimum wage.

Nevada: Nevada increases wage garnishment limits to the lesser of 25 percent of one’s disposable earnings, or disposable earnings minus 50 times the federal hourly minimum wage.

New Hampshire: wage garnishments in New Hampshire are not continuous and are limited to the lesser of 25 percent of one’s disposable earnings, or disposable earnings minus 50 times the federal hourly minimum wage. If a creditor wants to claim more than two weeks of wages, they must keep going back to court.

New Jersey: New Jersey’s wage garnishment limits include up to 10 percent of disposable earnings if an individual earns no more than 250 percent of the federal poverty level for their household, or 25 percent for anyone earning more.

New Mexico: New Mexico increases wage garnishment limits to the lesser of 25 percent of one’s disposable earnings, or disposable earnings minus 40 times the federal hourly minimum wage.

New York: New York’s wage garnishment limits are the lesser of 10 percent of one’s gross wages, or 25 percent of one’s disposable earnings. If the disposable earnings are less than 30 times NY’s minimum wage, the individual’s wages cannot be garnished.

North Carolina: North Carolina limits wage garnishment to 10 percent of gross wages.

Pennsylvania: Wages in Pennsylvania can only be garnished for certain types of local taxes, student loan defaults, restitutions in criminal cases, child/spousal support, back rent, and divorce distributions.

South Carolina: South Carolina features different restrictions depending on the type of debt and has completely outlawed wage garnishments for consumer debts.

South Dakota: South Dakota limits wage garnishment to the lesser of 20 percent of your disposable earnings minus $25 per dependent, or disposable earnings minus 40 times the federal hourly minimum wage, and an additional $25 deduction per dependent.

Tennessee: Tennessee reflects federal wage garnishment limits but provides additional protections to individuals supporting minor children ($2.50 per dependent, per week).

Texas: Texas only allows wage garnishments for income tax debt, alimony, child support, and defaulted student loans.

Virginia: Virginia limits wage garnishment to the lesser of 25 percent of a person’s disposable earnings, or disposable earnings minus 40 times the federal hourly minimum wage.

Washington: Washington limits wage garnishment to the lesser of 25 percent of a person’s disposable earnings, or disposable earnings minus 35 times the federal hourly minimum wage. Exceptions are made for child support where more can be garnished.

West Virginia: West Virginia has limited wage garnishment to the lesser of 20 percent of a person’s disposable earnings, or disposable earnings minus 30 times the federal hourly minimum wage.

Wisconsin: Wisconsin has limited wage garnishment to the lesser of 20 percent of a person’s disposable earnings, or disposable earnings minus 30 times the federal hourly minimum wage.

IRS Wage Garnishments and Unpaid Tax are Calculated Differently

It’s important to note that any wage levies by the IRS are handled separately from other wage garnishment orders. Instead, the IRS claims wage levies when taxpayers have a significant amount of unpaid taxes and refuse to pay or negotiate a payment plan.

The IRS can levy wages for as long as they must in order to satisfy the debt and can claim a sizeable cut of a person’s wages based on their total number of dependents. The IRS requests employers to withhold pay based on Publication 1494 . Employers must give their employee a Statement of Dependents and Filing Status , which they must fill out and return within three days. There are no state-to-state differences for wage levies for unpaid taxes to the federal government.

On the other hand, there may be different wage garnishment rules for unpaid state taxes . Refer to your local government’s revenue service or visit a local tax professional for more information.

Contact a Tax Professional

Because of the different wage garnishment laws by state, it can get difficult to deal with garnishments. If you have received a wage garnishment notice, contact our team of professional tax attorneys. We will fight vigorously to protect your assets and find a resolution that works for you.

CONTACT US TODAY

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State Wage Garnishment Laws

Use the below state wage garnishment laws for all 50 states to learn your state’s wage garnishment laws and how much money can be garnished from your paycheck. Note ,  ALL states allow wage garnishment for child support, alimony, taxes and federal student loans.

Once started, its hard to stop a wage garnishment. An exception to this rule is where your rights under  fair debt and credit laws  such as the  Fair Debt Collection Practices Act ,  Fair Credit Reporting Act ,  Telephone Consumer Protection Act ,  Truth In Lending Act ,  Electronic Fund Transfer Act  and other  must know consumer rights  statutes have been violated. Violations can entitle you to damages, leverage and no cost attorney help.

If after you read your state’s garnishment laws you think you are being garnished illegally,  click here for a FREE fair debt attorney case review.  or call toll free 888-332-7252   The present damage can be lessened and you can avoid further debt and credit fallout by calling for no cost help.

Wage garnishment laws for all 50 states

1. Alabama Wage Garnishment

Prior to April 12, 1988 1. 20% of weekly disposable earnings; or 2. Amount by which the debtor’s disposable earnings exceeds fifty (50) times the minimum wage.

After April 12, 1988:

1. 25% of weekly disposable earnings; or 2. Amount by which the debtor’s disposable earnings exceeds thirty (30) times the minimum wage.

2. Alaska Wage Garnishment

Allowed by in an action on an express or implied contract. (A.S. 09.40.010) See A.S.09.38.010- 09.40.30 for list of exemptions. Here are just three exemption examples: 1. Homestead exemption allows debtor to retain to $54,000 interest in primary residence. (A.S.09.38.0l0) 2. Most state and federal benefits (welfare, social security, etc.) are exempted from attachment. (A.S. 09.38.015) 3. The first $402.50 per week is exempt unless the debtor is the sole supporter of the household. In this case, the first $602.50 per week is exempt. (A.S. 09.38.030)

3. Arizona Wage Garnishment

Wages and eamings are garnishable: (A.R.S §12-1598 et seq.). §12-1598 (4) defines “Earnings” broadly to include all forms of compensation. 25% of the statutory net disposable earnings of debtor. Court may reduce to as low as 15%. Computing the amount is a function of a statutorily approved formula embodied in a form referred to as the Non Exempt Earnings Statement (NEES). This requires the employer/garnishee to publish the gross earnings and “disposable earnings” and perform specifically prescribed calculations. The first calculation is to enter 25% of the “disposable earnings”. Next, the federal minimum wage is calculated for the subject payroll period (30 times the minimum wage for weekly payroll, 60 times for bi-weekly, and 65 times for semi -monthly payroll). That calculated minimum wage sum is subtracted from the disposable earnings. That calculated amount is compared to the 25% of net sum and the er of the two sums is the sum to be used for the next calculation. At this point, any court ordered levies, support orders, or other wage assignments are subtracted. The remaining balance must be held and paid over pursuant to the continuing lien order.

4. Arkansas Wage Garnishment

Federal garnishment rules and exemptions are used.

5. California Wage Garnishment

to 25% of the debtor’s net disposable earnings. Once the levy has been served on the employer by the sheriff or marshal, it remains in effect until the judgment has been paid in full. Because California is a community property state, the wages of a non-judgment debtor spouse are also subject to levy.

6. Colorado Wage Garnishment

Gross earnings for the First Pay Period less deductions required by Law Amounts based on Federal minimum hourly wage $5.15. Weekly: $154.50 or 75% of Disposable Earnings Bi-weekly: $309.00; or 75% of Disposable Earnings Semi-monthly $334.75 or 75% of Disposable Earnings Monthly: $669.50 or 75% of Disposable earnings

7. Connecticut Wage Garnishment

Pursuant to CGS §52-361a, the maximum amount which can legally be withheld from a debtor’s wages is the lessor of: 1. 25% of weekly disposable earnings; or 2. Amount by which the debtor’s disposable earnings exceeds forty (40) times the higher of either A. The current federal minimum hourly wage; or B. The state’s prevailing full minimum fair wage.

8. Delaware Wage Garnishment

15% of statutory net income. Garnishment remains in effect until the judgment is paid in full. Bank accounts cannot be garnished!

9. District of Columbia Wage Garnishment

Garnishments are stacked and kept in place while the senior in time garnishment is paid off. 25% of disposable income can be attached by a wage garnishment. Creditors must send the debtor, the garnishee and the Court a monthly statement of account showing the application of payments to interest, principal, attorney’s fees, and costs. Garnishees remit directly to the creditor or creditor’s attorney. Bank Accounts: No exemptions other than social security and disability income Attaching creditor can withdraw 100% of joint account balance. (The co-owner of the account might prevail in exempting funds depending on the judge and the source of the funds)

10. Florida Wage Garnishment

Florida Statutes, chapter 77 outlines very strict procedures for garnishment. Florida Statutes §222.11 offers a significant exemption to wage garnishment known as the “head of family” exemption. Effective July 1, 2001, the judgment creditor is required to serve a notice of rights to the defendant on receipt of the employees answer with a form for the defendant to fill out to claim exemptions.

11. Georgia Wage Garnishment

Pursuant to OCGA 18-4-20, the maximum part of the aggregate disposable earnings of an individual for any work week which is subject to garnishment may not exceed the lesser of twenty-five percent (25%) of his disposable earnings for that week, or the amount by which his disposable earnings for that week exceed thirty (30) times the federal minimum hourly wage. For earnings for a period other than a week, a multiple of the federal minimum hourly wage equivalent in effect shall be used.

12. Hawaii Wage Garnishment

The portion of the defendant’s after tax wages that must be withheld is 5% of the first $100 per month, 10% of the next $100.00 per month and 20% of all sums in excess of $200.00 per month, or an equivalent portion of these amounts per week. Wages and other compensation owed to the debtor for personal services rendered by the debtor during the 31 days prior to a proceeding are exempt.

13. Idaho Wage Garnishment

The maximum part of an individual’s disposable earnings for the work week subject to garnishment may not exceed the lesser of: 1. 25% of the disposable earnings; or 2. The amount of the disposable earnings that exceed 30 times the federal minimum hourly wage.

When the garnishee is the defendant’s employer, the continuing garnishment is in effect until the judgment is satisfied and if the maximum is being withheld, no additional garnishments can be served until that garnishment is satisfied.

14. Illinois Wage Garnishment

The maximum part of an individual’s disposable earnings for the work week that can be garnished is the greater of: 1. 15% of the disposable earnings; or 2. 45 times the amounts stated in section 4 of the state’s Minimum Wage Act.

15. Indiana Wage Garnishment

The maximum part of an individual’s aggregate disposable earnings for the workweek that is subject to garnishment in Indiana is the lesser of: 1. 25% of the disposable earnings; or 2. The amount of the disposable earnings that exceed 30 times the federal minimum hourly wage.

Note: A wage garnishment can be obtained after interrogatories are served and completed and after a motion for proceeding splemental is heard. Garnishments filed in Claims Court cases require a filing fee of approximately $15.00. Indiana now recognizes Voluntary Wage Assignments, which are to be signed by the debtor and the creditor, or the creditor’s attorney, and submitted to the employer.

16. Iowa Wage Garnishment

Garnishments last for seventy days. The maximum part of an individual’s aggregate disposable earnings for the workweek that is subject to garnishment in Indiana is the lesser of: 1. 25% of the disposable earnings; or 2. The amount of the disposable earnings that exceed 40 times the federal minimum hourly wage.

There is a sliding scale per creditor (not per judgment) ranging from $250 to 10% of annual wages, depending on annual wages.

Public employees can be garnisheed.

17. Kansas Wage Garnishment

The maximum part of an individual’s aggregate disposable earnings for the workweek that is subject to garnishment in Indiana is the lesser of: 1. 25% of the disposable earnings; or 2. The amount of the disposable earnings that exceed 30 times the federal minimum hourly wage; or 3. The amount of plaintiff’s claim stated in the order for garnishment.

Note: No creditor can issue more than one garnishment against the same debtor during any 30-day period.

18. Kentucky Wage Garnishment

Controlled by KRS 425.506. After a 10-day waiting period from date of judgment, a creditor may, using a pre-approved state form, file for wage garnishment to be issued by the clerk of the court, and an order of garnishment is then mailed to the garnishee employer. The employer has 20 days within which to respond. If the garnishee employer fails to answer, it may be held liable to the creditor for failing to honor the garnishment. Wage garnishments create a continuous lien against a debtor’s wages, until the debt is paid. KRS Chapter 427, which deals with exemptions, authorizes a debtor to challenge garnished funds as exempt, and provides for a subsistence allowance beyond which a plaintiff cannot garnish (generally 25% of the debtor’s disposable earnings per week). Wage garnishments have priority according to the date of service on the employer.

19. Louisiana Wage Garnishment

Louisiana uses the federal wage garnishment guidelines. Wage garnishments are effective immediatly on service of the garnishment on the employer. The amount withheld is 25% of disposable income. 401K or other retirenment funds are not counted as disposable income. Deductions are to be withheld from every paycheck and are remitted by the employer at least monthly. The Garnishment stays in effect until the full balance due is paid, including all attorneys’ fees, interest, court costs and so forth.

20. Maine Wage Garnishment

Garnishment is available: 1. After a judgment issues and a splementary (Disclosure) hearing is held; 2. If the debtor fails to appear at the Disclosure hearing, a garnishment order may issue for 25% of the debtors disposable earnings on a weekly basis or the amount which the disposable weekly earnings exceed 40 times the federal minimum wage, whichever is less (14 M.R.S.A. 3127 et seq,). The exemption on wages is now $226.00 weekly; 3. If the judgment debtor fails to pay two installments after being ordered to do so.

21. Maryland Wage Garnishment

Disposable wages are defined as the amount of wages that remain after mandatory deductions required by law, plus medical insurance payments. The amount exempt is the greater of 75% of disposable wages, or $145 times the number of weeks in which the wages were earned (in Caroline, Kent, Queen Anne’s and Worcester 30 times the federal minimum hourly wages due under the Fair labor Standards Act.) (Annotated Code of Maryland, Commercial Law Article Sec. 15-601.1) A judgment creditors report must be sent each month to the debtor and employer.

22. Massachusetts Wage Garnishment

Wage attachments may be obtained by bringing an action under G.L. c. 246 for trustee process, based on a judgment only, usually after unsuccessful splementary process proceedings. After service of the trustee process complaint on the debtor, the creditor must proceed by way of motion for permission to make the wage attachment. Writs are ordinarily returnable to Court within thirty (30) days and must be served on each payday by an officer. The writ commands the employer to withhold the wages, pending further order of the court. The employer must file an Answer with the court under oath regarding each service of the writ of attachment, specifying what, if anything, the employer has withheld from the wages of the debtor. After the creditor has attached all that he is able to, he must then return to the court, with notice to the debtor, with a motion to “charge the trustee.” After a ten-day appeal period, the Clerk’s Office will issue a trustee execution, which must be served on the employer-trustee by an officer. The execution directs the employer to hand the withheld funds over to the officer.

23. Michigan Wage Garnishment

Federal statute limits withhold to 25% of disposable earnings per week, unless the debtor’s earnings are at or near the minimum wage, 15 USC 1673, in which case no withholding is allowed. Time Limit: Garnishment writ expires 91 days after issuance, MCR 3.101(B)(1)(a)(ii). A new writ must then be issued and served. Stay of Wage Garnishment: Courts may grant the debtor an “installment payment order,” MCL 600.6201, MCR 3. 104(A), which bars wage garnishment, provided that the debtor pays as required by the order. Such an order does not prevent garnishment of bank accounts or income tax refunds. MCL 600.6245, MCR 3.101(N). Some courts nevertheless do not allow any garnishment while an installment payment order is in effect.

24. Minnesota Wage Garnishment

Minnesota Statute 550.136 and 551.06 governs wage attachment. The maximum part of an individual’s disposable earnings for a pay period that can be garnished may not exceed the lesser of: 1. 25% of the disposable earnings, or 2. The amount of the disposable earnings that exceed 40 times the federal minimum hourly wage.

The portion of the defendant’s earnings which are not subject to a wage garnishment are also exempt from garnishment for 20 days after they have been deposited in any financial institution, whether in a single or joint account. The burden of establishing that funds are exempt rests on the defendant using the first-in first-out accounting method.

25. Mississippi Wage Garnishment

The fFirst 30 days’ wages after service of garnishment are exempt. After 30 days, 75% of wages are exempt. Employer may withhold and pay when total judgment is collected but must pay at least once per year unless ordered otherwise. Garnishments are paid in the order they are served. The first one served must be paid in full before the second one can be paid. Child support withholding orders are not considered garnishments; thus they are paid regardless of priority. If a debt garnishment and child support withholding order are pending at the same time, the amount to be withheld pursuant to the child support order does not reduce the amount subject to the debt garnishment.

26. Missouri Wage Garnishment

The maximum amount that may be held from a person’s weekly wages, after withholdings required by law, is the lesser of: 1. 25% of the wages, 2. 10%, if the person is head of a family and a Missouri resident, or 3. The amount by which the weekly earnings exceed thirty times the federal minimum hourly wage. Mo. Rev. Stat. §525.030.

Note: Child support garnishment may be subject to a higher percentage of deduction.

27. Montana Wage Garnishment

Montana Code Title 25, Chapter 13, and entitled ‘Execution of Judgment’ authorize wage attachment. There is no continuous garnishment for employees provided by the Montana Legislature. The wage exemption statute is identical to the Federal exemption statute and an execution writ is good for 60 days.

28. Nebraska Wage Garnishment

Although Nebraska allows wage garnishment it rejects the Federal exemptions. 1. Proceeds or interest from payments or settlements under the Worker’s Compensation Act (Neb. Rev. Stat. §48-149), except for attorney’s fees approved in writing by district court (Neb. Rev. Stat. §48-108); 2. Fraternal insurance benefits (Neb. Rev. Stat. §44-l072); 3. Certain wages; all proceeds, cash values and benefits accruing under any annuity contract, policy or certificate or life insurance payable on death of insured to beneficiary other than estate of insured, or under any accident or health insurance policy, to the extent of $10,000,00 (Neb. Rev. Stat. §44-371).

29. Nevada Wage Garnishment

Nevada applies its own statutory exemptions that are generally more liberal than the Federal Exemptions. Nevada allows a wage garnishment of to 25% of the debtor’s disposable earnings. Child support garnishments take priority regardless of when the levy was received. A wage garnishment is good for one hundred and twenty days (120) from the date of service of the writ on the employer.

30. New Hampshire Wage Garnishment

New Hampshire has a non-continuous wage attachment “on the books,” in RSA 512. The process is seldom employed due to severe restrictions on its use, the cost, and the fact that many judges do not favor it and have discretion to disapprove it. The lien applies only to wages earned post-judgment. Under New Hampshire procedural rules, seeking a garnishment would therefore require the filing of a new lawsuit each time such an attachment is sought. The attachment only applies to wages earned to the date of service. In other words, there is no provision for an ongoing garnishment. There is an exemption for earnings to 50 times the minimum wage. New Hampshire does have a mechanism for establishing a court-servised payment plan under RSA 524. This creates no lien against earnings, and is enforceable through contempt should the debtor default.

31. New Jersey Wage Garnishment

10% gross 25% of disposal earnings whichever is less but no execution on gross wages of $154.50 or less a week (Source: 15 USC, 1671 et seq,: 29 C. F. R., 5870; N.J.S.A. 2A: 17-50).

32. New Mexico Wage Garnishment

New Mexico Law provides for continuing wage garnishments. The employer must withhold to 25% of disposable earnings from each paycheck beginning on service of the writ and continuing until the judgment is paid in full. If previous garnishments are in effect when the writ is served, the earlier writ(s) must be satisfied before withholding begins on the later writ. to 50% of disposable wages is subject to a garnishment for child support, making subsequent garnishments for debts ineffective. Pre-judgment garnishment of wages is prohibited.

33. New York Wage Garnishment

The maximum amount recoverable is ten percent (10%) of gross income, or the federal maximum, whichever is less. If the debtor is subject to garnishment for alimony, support or maintenance, the combined garnishments cannot exceed twenty-five percent (25%) of disposable earnings. Income executions are prioritized by order of delivery to the Sheriff, but garnishments for alimony support or maintenance always take priority. The execution is a two-stage process. First, the sheriff serves the execution on the debtor at his or her residence. If the debtor does not begin making payments within twenty (20) days, the sheriff levies on the employer

34. North Carolina Wage Garnishment

Unless the debtor has substantial funds on deposit and no family dependent on those funds for support, garnishment of wages is not generally helpful in collecting other claims except: 1. To enforce an order for child support (G. S. § 110-136), 2. To recover unpaid taxes (G. S. § 105- 242(8), 105-368, 106-9.4), and 3. To enforce a judgment for payment of medical services provided by a “public” hospital (G. S. § 131E-49),

Under G. S. § 1-362, the debtor’s earnings for personal services within 60 days prior to the order cannot be applied to the debt if it appears that the earnings are necessary for the use of the debtor’s family. Further, future earnings have been excluded from the scope of execution under Harris v. Hinson, 87 N.C. App. 148,360 S.E.2d 118 (1987).

35. North Dakota Wage Garnishment

The maximum part of an individual’s aggregate disposable earnings for the work week that is subject to garnishment in North Dakota is the lesser of: 1, 25% of the disposable earnings, or 2. The amount of the disposable earnings that exceed 40 times the federal minimum hourly wage.

Note: The maximum amount subject to garnishment must be reduced by $20.00 for each dependent family member residing with the defendant.

36. Ohio Wage Garnishment

Under O.R.C. §2716.02, any person seeking a post-judgment wage garnishment must send a written demand to the judgment debtor at least 15 days and not more than 45 days before seeking a garnishment order. Ordinary U.S. Mail with a certificate of mailing may serve through the court; by certified U .S. Mail, return receipt requested; or the demand. It must be sent to the judgment debtor’s last known place of residence, and the demand must follow the form specified in this statute. O.R.C. §§2716.03 and 2716.05 specify the format for the garnishment motion, order, and notice. O.R.C. §2716.03 further provides that there can be no wage garnishment if the debt is subject to a debt scheduling agreement through a debt counseling service, unless the debtor or the debt counseling service fails to make payment for 45 days after the payment due date. Under O.R.C. §2716.04, the garnishment order is a continuous order, requiring the garnishee to withhold from the debtor’s earnings each pay period until the judgment is paid in full. to 25% of the debtor’s net disposable income may be garnished. However, this order may be interrted by the filing of a garnishment by another judgment creditor, in which case: 1. The first garnishment order shall remain in effect for 182 days, if the subsequent garnishment is the same priority, or 2. The first garnishment order shall immediately cease to be in effect if the subsequent garnishment is a higher priority, such as a child support order or tax levy.

37. Oklahoma Wage Garnishment

Oklahoma specifically authorizes Post-judgment wage attachment. 12 -1151 et al. Entry of judgment is a condition precedent to a wage attachment. 12 O.S. § 1151 (West 2000). The judgment creditor has the option of a non-continuing wage attachment that lasts one pay period, or a continuing wage attachment that lasts 180 days. 75% of the debtor’s wages are exempt from wage attachment 12 O.S. Sec. 1151. Note: This 75% exemption could increase if the debtor establishes hardship.

38. Oregon Wage Garnishment

Exemption is 75% of disposable earnings or 40 times the federal minimum hourly wage. See the following statutory guidelines and limitations. ORS 29.125, .145 and .225 and 23.175.

39. Pennsylvania Wage Garnishment

No wage attachment in this state except for taxes and child support. The Pennsylvania Department of Revenue is authorized to garnish wages without obtaining a court order for collection of unpaid state taxes. The Department will first notify taxpayers of its intent to contact their employers to begin withholding. If a taxpayer fails to resolve the tax liability, the taxpayer’s employer will be ordered to begin garnishing wages and make payments to the Commonwealth. Employers may retain to 2% of the amount collected to compensate for costs of additional bookkeeping.

40. Rhode Island Wage Garnishment

Under Rhode Island law, the maximum amount which can be legally withheld from an employee’s wages by an employer is twenty-five (25%) percent of the employee’s disposable earnings. Disposable earnings are defined as the earnings of an individual after deduction of taxes, social security and temporary disability contributions. Individuals are exempt from attachment for one year if they have collected social security or state assistance.

41. South Carolina Wage Garnishment

Wage attachment is prohibited in South Carolina. SCCLA 37 -5-104.

42. South Dakota Wage Garnishment

Post-judgment wage attachment is specifically authorized by SDCL 21-18-1. 20% of disposable earnings but only for a 60-day period and this 60-day period can be renewed regulary. Under SDCL 21-19-17, the earnings of the debtor that are immediatey necessary for the support of the debtor and his famiy are exempt from attachment. Exampes include money needed for rent, food, medical expenses, and clothing. Aid, such as welfare, social security, and child support, are exempt from attachment.

43. Tennessee Wage Garnishment

A debtor may obtain relief from garnishment by filing a “slow pay” motion, supported by an affidavit of his or her existing debts. While no specific statutory provision so requires, most judges require that a debtor pay an amount sufficient to pay post-judgment interest and some portion of the principal. A debtor’s wages may be attached before judgment is rendered if the debtor attempts to evade service of process.

44. Texas Wage Garnishment

Wages cannot be attached or garnished, except for child support. Income that is not a wage can be garnished or ordered turned over to a receiver. Bank accounts, rents and royalties can be garnished. Exemptions include social security benefits. WARNING For individuals living in Texas who are paid from an out of state location, there is case law (Baumgardner vs. Sou Pacific 177 S.W. 2d 317) to support taking a judgment from Texas, domesticating the judgment in the foreign state, then filing the wage garnishment there. Many creditors have used this strategy successfully.

45. Utah Wage Garnishment

Wage garnishment is valid for 120 days. The maximum part of an individual’s disposable earnings for the pay period that is subject to garnishment is the lesser of: 1. 25% of the disposable earnings for the pay period, or 2. The amount by which the disposable earnings exceed 30 times the federal minimum hourly wage.

46. Vermont Wage Garnishment

75% of debtor’s wages are exempt from attachment except for a consumer debt and then 85% of the debtor’s wages are exempt. If at the hearing a debtor can show his income is used for reasonable and necessary living expenses for himself and that of his legal dependants, his income may be exempt. If an order to garnish is obtained, it continues until the judgment is paid in full or his employment is terminated.

47. Virginia Wage Garnishment

Virginia uses the federal wage exemption. The maximum part of disposable earnings of an individual for any workweek which is subjected to garnishment may not exceed the lesser of; 1. 25% of disposable earnings for that week, or 2. The amount by which his disposable earnings for that week exceed thirty (30) times the federal minimum wage.

48. Virgin Islands Wage Garnishment

Garnishment is subject to ten percent (10%) or so much of gross wages as exceeds $30 due or to become due to judgment debtor from employer-garnishee for any weekly pay period, or its equivalent for any pay period of different duration. The above percentage limitation does not apply in case of execution of judgment, order or decree of any court for payment of any sum for support or maintenance of a person’s spouse, former spouse, or children, and such execution, judgment, order or decree will, in the discretion of the court, have priority over any other levy against judgment debtor’s wages. In case of execution on judgment, order or decree for payment of such sum for support of maintenance, limitation will be fifty percent (50%) of gross wages due or to become due to any person per pay period or periods ending in any calendar month. (Title 5, Section 522, Virgin Islands Code).

49. Washington Wage Garnishment

Garnishment is allowed under RCW 6.27.005. It is limited to greater of 25% of disposable earnings or thirty times the federal minimum wage. RCW 6.27.150 and 6.27.010

50. West Virginia Wage Garnishment

Wage attachment is permitted in West Virginia through use of a suggestee execution. A suggestee execution is an order issued by the clerk directing the judgment debtor’s employer to withhold a portion of the debtor’s wages and pay them over to the creditor. The creditor must have a valid judgment and must sign an affidavit establishing that the debtor’s disposable income exceeds 30 times the federal minimum wage after deduction of state and federal taxes, See West Virginia Code §§ 38-5A-l to 13; 38-5B-l to 16. West Virginia law also allows judgment creditors to file a suggestion of personal property, a writ of execution and a judgment lien creditor’s action.

51. Wisconsin Wage Garnishment

Wage garnishment actions are considered separate actions under Wisconsin Statute, requiring the payment of a filing fee and issuance of the earnings garnishment notice to the employer and employee, which can be accomplished by first class mail. on issuance of the earnings garnishment, the garnishment will remain in effect for a period of 13 weeks. At the end of this time period, a new garnishment action must be commenced, unless the previous garnishment was voluntarily extended. Typically, 20% of a debtor’s net earnings after withholding taxes and Social Security can be taken by a creditor. A debtor does have the right to assert various exemptions to the garnishment, including income below the Federal Poverty Guidelines, eligibility to receive foods stamps or medical assistance, or court-ordered assignments of child support that exceed 25% of the debtor’s wages.

52. Wyoming Wage Garnishment

Section 1-15-408: A writ of post judgment garnishment shall attach to the lesser of twenty-five percent (25%) of 8disposable earnings, or that amount of disposable earnings which exceeds thirty (30) times the federal minimum hourly wage. Section 1-15-502: Garnishment (on the wages of the defendant) shall be a lien and continuous levy against earnings due until ninety [90) days has expired or until the writ is dismissed. Section 1-15-504: When more than one (1) writ of continuing garnishment has been issued against the earnings due the same judgment debtor, the garnishment shall be satisfied in the order of service on the garnishee.

You have options when faced with a debt collection lawsuit or wage garnishment.

Don’t be defaulted or give up your hard earned wages, defend your case or settle for less! You may be able to have the lawsuit against you dismissed, or may be able to stop an unlawful wage garnishment.   Click here or call toll free 888-FDCPA-LAW (888-332-7252) for a FREE Fair Debt Case review.

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State Wage Garnishment Laws Chart: Overview | Practical Law

wage garnishment percentage by state

State Wage Garnishment Laws Chart: Overview

Practical law practice note overview w-010-5395  (approx. 57 pages).

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The wage garnishment provisions of the Consumer Credit Protection Act (CCPA) protect employees from discharge by their employers because their wages have been garnished for any one debt, and it limits the amount of an employee's earnings that may be garnished in any one week. CCPA also applies to all employers and individuals who receive earnings for personal services (including wages, salaries, commissions, bonuses and income from a pension or retirement program, but ordinarily not including tips).

General Guidance

  • Who Is Covered
  • Basic Provisions/Requirements
  • Employee Rights
  • Compliance Assistance Available
  • Penalties/Sanctions
  • Relation to State, Local, and Other Federal Laws
  • Fact Sheet #30: The Federal Wage Garnishment Law, Consumer Credit Protection Act's Title 3 (CCPA)
  • Fact Sheet #44: Visits to Employers
  • Non-Administrator Opinion Letters
  • Administrator Opinion Letters
  • Field Assistance Bulletin 2016-3: Disability Payments as “Earnings” Under the Consumer Credit Protection Act ( PDF , TEXT )
  • Chapter 16 Title III (PDF) — Consumer Credit Protection Act (Wage Garnishment)

Applicable Laws and Regulations, Opinion Letters, and Field Operations Handbook Chapter

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  • The Regulations — 29 CFR Part 870
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Wage Garnishment: How It Works and What You Can Do

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Wage garnishment can occur after a creditor sues you for nonpayment of a debt and wins in court.

Unpaid taxes, student loans and child support may result in garnishment even without a court order.

You have legal rights and some options: You can receive legal aid, challenge the judgment and also negotiate with creditors.

There are federal and state exemptions that protect some earned wages from garnishment.

Wage garnishment happens when a court orders that your employer withhold a specific portion of your paycheck and send it directly to the creditor or person to whom you owe money, until your debt is resolved.

Child support, consumer debts and student loans are common sources of wage garnishment. Your earnings will be garnished until the debt is paid off or otherwise resolved.

You have legal rights, including caps on how much can be taken at once. And you can take steps to lessen the effect and help you bounce back.

Types of wage garnishment and how it happens

Wage garnishment is more common than you might think. A 2022 report from the National Bureau of Economic Research looked at data from a large payroll processing company and found more than one in every 100 workers in the United States had been subjected to wage garnishment. On average, garnishments lasted five months and took 11% of gross earnings during the years studied, 2014-19.

» MORE: How to stop a wage garnishment

There are two types of garnishment:

In wage garnishment , creditors can legally require your employer to hand over part of your earnings to pay off your debts.

In nonwage garnishment , commonly referred to as a bank levy, creditors can tap into your bank account.

Garnishment often happens when a creditor sues you for nonpayment of a debt and wins in court. Sometimes, though, a creditor can force garnishment without a court order, for instance, if you owe child support, back taxes or a balance on federal student loans.

The court will send notices to you and your bank or employer, and the garnishment will begin in five to 30 business days, depending on your creditor and state. The garnishment continues until the debt, potentially including court fees and interest, is paid.

How much of your wages can be garnished?

Here’s an overview of the federal limits on how much of your disposable income a creditor can take. (When it comes to wage garnishment, “disposable income” means anything left after the necessary deductions such as taxes and Social Security.)

State laws around garnishment vary greatly. Your state may have additional protections that shelter more of your income or bank account balance, or it may offer exemptions for situations like being head of household with dependent children. In most cases, debtors must learn about exemptions and ask for them on their own. Nonwage garnishment, which is less common, is generally less regulated and has fewer restrictions for creditors.

What you can do about wage garnishment

You have some rights in the wage garnishment process, but in most states, it’s your responsibility to be aware of and exercise these rights.

You have to be legally notified of the garnishment.

You can file a dispute if the notice has inaccurate information or you believe you don’t owe the debt.

Some forms of income, such as Social Security, Supplemental Security Income and veterans' benefits, are exempt from garnishment as income. However, they could be subject to seizure once in your bank account .

You can’t be fired for having one wage garnishment, but you’ll lose this protection if you incur more than one garnishment.

If you believe the judgment was made in error or it’s causing undue harm to your finances, you can challenge the garnishment .

What to do when you get a garnishment judgment

First, carefully read the judgment to verify that all of the information is accurate. Make sure that it’s not something you already paid and that it’s in fact your debt . If it is, consider how much money will be taken and what it will mean for your financial situation.

Then weigh what to do next. If you haven’t done so before, you may want to consult a consumer law attorney or local legal aid to determine what’s best for you. You can also get attorney referrals from the American Bar Association or the bar association in your state.

You have three main options:

Work out a different deal

Contact your creditors. "A lot of consumers underestimate the power of a conversation," says Tara Alderete, director of enterprise learning at the nonprofit financial counseling agency Money Management International. "Look at a budget, see how much you owe, what you can pay, and then just call the creditor to see if you can work out a payment plan. Creditors and consumers always have that ability."

Challenge the judgment

If you believe the garnishment was made in error, will cause undue harm or is being improperly executed, you can object in court. You’ll have to act quickly. You may have as few as five business days to contest the ruling.

Accept the garnishment

You can pay off the garnishment in installments as the judgment states or pay in a lump sum. Borrowing money from a family member or taking out a personal loan to pay off the judgment, which is possible even with the garnishment on your credit report, could give you quick relief from the stress of a prolonged series of payments.

It can be embarrassing to have your employer know you’ve been sued for debt, but it’s best to be honest with your manager or human relations department.

"Wage garnishment can cause stress in the work environment, so be proactive in talking with your employer," Alderete says. "Have a conversation where you say what’s happening and that you don’t want it to become a problem."

If wage garnishment is a financial burden

If you don’t see a path forward from wage garnishment, consult the free services of a nonprofit credit counselor to discuss your debt relief options , such as a repayment plan or bankruptcy.

A garnishment judgment will stay on your credit reports for up to seven years, affecting your credit score. But there are a few easy ways to bolster your credit, both during and after wage garnishment.

Building a budget — and sticking to it — can help you stay on top of your finances to avoid another garnishment. And if typical budgeting advice doesn’t work for you, it’s OK to tailor it to your needs .

From there, you can take out products such as a secured credit card to work on restoring your credit . It may also be beneficial to look for ways to increase your income, via a second job or a side hustle .

On a similar note...

Employment Law Guide

Wages and hours worked: wage garnishment, related information, dol agency assistance.

  • Wage and Hour Division Wage Garnishment Page  
  • Who Is Covered

Basic Provisions/Requirements

Employee rights, notices and posters, recordkeeping, penalties/sanctions, relation to state, local, and other federal laws, compliance assistance available, dol contacts.

Return to Table of Contents

Updated: December 2016

Title III, Consumer Credit Protection Act (CCPA)

( 15 USC §1671 et seq. (PDF) (https://www.dol.gov/whd/regs/statutes/garn01.pdf) ; 29 CFR Part 870 (/elaws/leave-dol.asp?exiturl=http://www.ecfr.gov/cgi-bin/retrieveECFR^Q^gp=1|n=29y3.1.1.3.53&exitTitle=www.ecfr.gov&fedpage=yes) )

Who is Covered

Title III of the Consumer Credit Protection Act (CCPA) is administered by the Wage and Hour Division (WHD). The CCPA protects employees from discharge by their employers because their wages have been garnished for any one debt, and it limits the amount of an individual's earnings that may be garnished in any one week for certain types of debts. Title III may limit garnishment for any employee or individual who receives earnings for personal services (including wages, salaries, commissions, bonuses, and periodic payments from a pension or retirement program).

Wage garnishment occurs when an employer is required to withhold the earnings of an individual for the payment of a debt in accordance with a court order or other legal or equitable procedure (e.g., a debt owed by the individual to a credit card company). Title III prohibits an employer from discharging an employee because his or her earnings have been subject to garnishment for any one debt, regardless of the number of levies made or proceedings brought to collect it. Title III does not, however, protect an employee from discharge if the employee's earnings have been subject to garnishment for a second or subsequent debt.

Title III also protects individuals by limiting the amount of earnings that may be garnished in any workweek or pay period to the lesser of 25 percent of disposable earnings or the amount by which disposable earnings are greater than 30 times the Federal minimum hourly wage prescribed by Section 6(a) (1) of the Fair Labor Standards Act of 1938. This limit applies regardless of how many garnishment orders an employer receives. The Federal minimum wage is $7.25 per hour.

Title III permits a greater amount of an individual's earnings to be garnished to enforce any order for the support of any person (e.g., spousal support or child support). Title III allows up to 50 percent of an individual's disposable earnings to be garnished for support if the individual is supporting a current spouse or child who is not the subject of the support order, and up to 60 percent if the individual is not doing so. An additional five percent may be garnished for support payments over 12 weeks in arrears.

An individual's "disposable earnings" is the amount of earnings left after legally required deductions (e.g., Federal, state and local taxes; the individual's share of Social Security, Medicare, and unemployment insurance taxes; and contributions to state employee retirement systems required by law) have been made. Deductions not required by law (e.g., union dues, health and life insurance premiums, and charitable contributions) are not subtracted from earnings when the amount of disposable earnings for garnishment purposes is calculated.

Title III's restrictions on the amount of wages that can be garnished do not apply to certain bankruptcy court orders or debts due for Federal or state taxes. Nor do they affect voluntary wage assignments, i.e., situations where workers voluntarily agree that their employers may turn over a specified amount of their earnings to a creditor or creditors.

Title III will in most cases give individuals the right to receive at least partial compensation for the personal services that they provide despite garnishment. This law also prohibits an employer from discharging an employee because of the garnishment of wages for any single indebtedness. The Wage and Hour Division accepts complaints of alleged Title III violations.

Recordkeeping, Reporting, Notices and Posters

There are no poster or notice requirements under Title III of the Consumer Credit Protection Act.

There are no recordkeeping requirements under Title III of the Consumer Credit Protection Act.

There are no reporting requirements under Title III of the Consumer Credit Protection Act.

Violations of Title III may result in the reinstatement of a discharged employee, payment of back wages, and restoration of improperly garnished amounts. Where violations cannot be resolved through informal means, the Department of Labor may initiate court action to restrain violators and remedy violations. Employers who willfully violate the law's prohibition against termination may be prosecuted criminally and fined, or imprisoned for not more than one year, or both.

If a state wage garnishment law differs from Title III, the employer must observe the law resulting in the smaller garnishment and must observe any law prohibiting the discharge of an employee because his or her earnings have been subject to garnishment for more than one debt.

More detailed information, including copies of explanatory brochures and regulatory and interpretative materials such as the Federal Wage Garnishment Law Fact Sheet (https://www.dol.gov/whd/regs/compliance/whdfs30.pdf) , may be obtained from the Wage and Hour Division�s Web site (https://www.dol.gov/whd/) or by contacting a local Wage and Hour Division office (https://www.dol.gov/agencies/whd/contact/local-offices) .

Wage and Hour Division (https://www.dol.gov/whd/) Contact WHD (https://webapps.dol.gov/contactwhd/Default.aspx) Tel: 1-866-4-US-WAGE (1-866-487-9243)* *If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services.

The Employment Law Guide is offered as a public resource. It does not create new legal obligations and it is not a substitute for the U.S. Code, Federal Register, and Code of Federal Regulations as the official sources of applicable law. Every effort has been made to ensure that the information provided is complete and accurate as of the time of publication, and this will continue.

wage garnishment percentage by state

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wage garnishment percentage by state

All you need to know about wage garnishment

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Wage garnishments impact both employees and employers. An employee whose wages are garnished may feel stressed or embarrassed, which can lead to decreased motivation and productivity. Employers, meanwhile, may find it difficult to talk to employees about a sensitive topic like wage garnishment. They also have to follow stringent rules that can differ significantly for each type of garnishment and by state.

Table of Contents

What is a garnishment in payroll?

Types of wage garnishment, what are the obligations for employers, how much of an employee’s wages can be garnished, payroll garnishment rules by state law, how to garnish wages as an employer.

  • Frequently asked questions

A wage garnishment is a court order or official notice directing an employer to collect funds from an employee to fulfill certain financial obligations or debts, such as child support, student loans, tax levies, etc. Payroll deductions are used for this purpose.

People analytics handbook

Cheat sheet for employers handling wage garnishments

Child support is the most common wage garnishment in the United States, but it’s not the only reason an employer may receive a garnishment order. Other examples include:

  • Creditor garnishments
  • Student loans
  • Voluntary wage assignments

Employers need to understand the specific obligations for each type of garnishment in every state where they do business and, often, in every state where they have employees. They must also stay current with legislative changes, ensure timely and accurate payments, and respond to courts and agencies on time and in the proper format. Failure to comply with these obligations can prove costly. Employers may be liable for as much as the employee’s entire judgment, plus fines, interest and attorney fees.

How does wage garnishment work?

When employers receive a garnishment order, they typically withhold a percentage of an employee’s compensation or a fixed dollar amount. This procedure can be highly complex because each garnishment has its own set of rules for implementation and reporting.

When to start garnishing employee wages

Employers generally must begin garnishing wages as soon as they receive an order to do so from a court or agency. Employees can contest the garnishment, but employers must continue to comply with the original order until they are told otherwise by the court or agency that issued it.

When to stop garnishing employee wages

Circumstances vary by garnishment type and state law, but there are three situations in which a garnishment may resolve:

  • The employee’s debt is fulfilled
  • The garnishment order is revoked
  • The garnishment period ends

In most cases, the employer will receive notice from the issuing court or agency to stop garnishing wages.

Title III of the Consumer Credit Protection Act (Title III) restricts the amount of disposable earnings that employers may garnish from employees. These limitations differ for ordinary garnishments vs. child support and alimony.

Note: Title III restrictions do not apply to certain bankruptcy court orders, debts due for state or federal taxes, or voluntary wage assignments.

Ordinary garnishments

Under Title III, the amount that an employer may garnish from an employee in any workweek or pay period is the lesser of:

  • 25% of disposable earnings -or-
  • The amount by which disposable earnings are 30 times greater than the federal minimum wage

These limitations apply no matter how many garnishment orders an employer receives for an employee. However, if specific state laws provide greater protection, the employer would take the amount most favorable to the employee.

Child support and alimony

Pursuant to Title III, employers may garnish up to 50% of disposable earnings from an employee supporting a current spouse or child who is not the subject of the support order. If the employee doesn’t meet this criteria, the rate increases to 60%. Employers may be instructed to garnish an additional five percent for support obligations over 12 weeks in arrears.

What are disposable earnings?

Disposable earnings are the amount left after the employer finishes withholding all payroll deductions required by law, such as:

  • Federal, state and local income taxes
  • Social Security and Medicare taxes
  • State unemployment tax (where applicable)

Therefore, union dues and voluntary deductions, such as contributions to a benefit plan, are not subtracted from gross earnings when calculating garnishments.

States may have their own rules for disposable earnings and maximum withholding limits. If state law differs from Title III, employers must follow the law that results in the least amount of earnings garnished.

State laws governing wage garnishments may also address:

  • Priority of multiple garnishments
  • Response requirements
  • Timeframes to send payments
  • Administrative fees or interest

Proper management of wage garnishments requires specialized expertise. Employers who receive a garnishment order must be prepared to perform the following:

  • Respond to the appropriate court or agency according to applicable regulations.
  • Understand and apply the rules for calculating each garnishment, including the base wage amount to use in the calculation and which items to exclude.
  • Make correct and timely withholdings for each type of garnishment as mandated by state laws and other applicable regulations.
  • If multiple garnishments exist for the same employee, process them in the correct order of priority.
  • Minimize administrative errors, which can result in a default judgment for either a portion of the employee’s debt or the total amount.
  • Help address employee questions and concerns and communicate with custodial parents, collection agencies, attorneys and other creditors and payees as needed.

Frequently asked questions about wage garnishments

Can i fire an employee whose wages are being garnished.

Title III prohibits employers from firing employees based on a wage garnishment order for a single debt. Workers lose this protection, however, if they are subject to garnishments for multiple debts. In some cases, state law may provide greater protection for the employee from being discharged.

Does an employer have to honor a garnishment?

Garnishment orders must be honored as soon as received. Even if the person identified in the order no longer works for them, employers are required to notify the issuing court or agency. If they fail to comply, they may have to pay the employee’s entire judgment, plus fines, interest and attorney fees.

Do garnishments show on a pay stub?

Yes, employees can access information about any garnishments withheld from their earnings under the “deductions” or “other deductions” section of their pay stub.

Does garnishment come out before taxes?

No, wage garnishments are withheld from disposable earnings, which means all requisite taxes – income tax, Social Security tax, Medicare tax, etc. – are deducted prior to calculating garnishments.

This guide is intended to be used as a starting point in analyzing the wage garnishment definition and is not a comprehensive resource of requirements. It provides practical information concerning the subject matter and is provided with the understanding that ADP is not rendering legal or tax advice or other professional services.

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Wage Garnishment Calculator

You may use this Wage Garnishment Calculator each pay period to calculate the wage garnishment amount to be withheld from the debtor's disposable pay.

So all you need to do is:

  • Select the pay period frequency from the drop-down list and then enter the gross earnings before any deductions.
  • Enter all allowable deductions, such as federal income tax , state taxes, city and local taxes, social security and medicare taxes, health insurance, disability, etc.

Once you have inputted these details, press on the 'Calculate' button and the results will appear below.

Pay Period is Weekly Bi-Weekly Semi-Monthly Monthly Other

Gross Earnings ($)

Withholding ($)

Federal Income Tax

Social Security Tax

Medicare Tax

State Taxes

Applicable City and Local Taxes

Health Insurance Premiums

Involuntary Pension Contributions

State Unemployment and Disability Taxes

Other Withholding with Priority [1]

Default Settings

Minimum Hourly Wage ($)

Percentage (%)

Minimum Net Pay Allowed ($) (per week)

Percentage (%) [2]

1. From Section 2(b) of the Order 2. From Section 2(b)(1) of the Order

The maximum weekly garnishment is calculated as the lesser of:

  • a.) The amount by which disposable earnings exceed 30 times the federal minimum hourly wage (currently $7.25 an hour), or
  • b.) 25 percent of disposable earnings (after federal, state, and local taxes and retirement contributions).

Note: A wage garnishment for defaulted student loans is limited to 15% of disposable earnings.

The federal minimum hourly wage is currently $7.25 an hour. If you make $500 per week after all taxes and allowable deductions, 25% of your disposable earnings is $125 ($500 × .25 = $125). The amount by which your disposable earnings exceed 30 times $7.25 is $282.50 ($500 − 30 × $7.25 = $282.50). The maximum amount that can be garnished from your weekly paycheck is $125, since the lesser amount prevails.

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What is wage garnishment?

Laura Gariepy

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“Verified by an expert” means that this article has been thoroughly reviewed and evaluated for accuracy.

Updated 2:06 p.m. UTC Oct. 24, 2023

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Featured Image

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When an employee defaults on debt or gets behind on other financial obligations, their creditors or other interested parties can take action, such as initiating a lawsuit or pursuing wage garnishment. 

“A wage garnishment is a legally mandated process whereby an employer withholds a portion of an employee’s wages to settle a debt or financial obligation. The most common types of wage garnishments are child support and tax levies,” says Kim Robinson, FPC and product manager at BambooHR.

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How does wage garnishment work?

Once a wage garnishment order gets issued, the employer will receive written notification from the court or government. The employer must comply with the order details and begin withholding and remitting a percentage of the employee’s pay to the appropriate entity. The employee will subsequently receive a smaller paycheck.

Types of wage garnishment 

Wage garnishment occurs when an employer must withhold and remit a percentage of an employee’s disposable earnings to a creditor. On the other hand, non-wage garnishment, also known as a bank levy, occurs when a creditor can directly seize funds from a debtor’s bank account. 

Just as there are funds that can’t get garnished from your pay, certain income is exempt from non-wage garnishment. For example, up to two months’ worth of Social Security or veterans benefits are protected from seizure.

How much can legally be garnished? 

Title III of the Consumer Credit Protection Act (CCPA) limits the percentage of disposable earnings that can be garnished per pay period. Disposable earnings are the funds left over after legally required deductions, like taxes and mandatory state retirement system contributions, get taken from an employee’s gross pay.

CCPA limits vary based on the specific situation. Here are several examples:

Important note: Garnishment limits don’t apply to certain debts, such as federal or state taxes. An employee can also exceed the limit under a voluntary wage assignment.

What are an employer’s responsibilities?

As an HR, payroll professional or business owner, there are several steps you need to take when you receive a wage garnishment notice:

  • Notify the employee that you received the wage garnishment notice. 
  • Respond to the notice by filling out and returning the enclosed form, if applicable. (You must still respond to the garnishment order if the named employee no longer works for your organization.)
  • Check your state’s wage garnishment laws. If they differ from Title III, follow whichever regulations favor the employee.
  • Start garnishing the employee’s wages per the order.

If your employee has multiple garnishments, they typically get paid out on a first-come, first-served basis. However, child support and tax garnishments take precedence over other debt.

Many states allow employers to recoup a small amount (generally a few dollars) to cover administrative costs for child support garnishment orders. Companies may be able to get nominally compensated for processing other orders, too.

What can an employee do about wage garnishment? 

If you’re an employee facing wage garnishment, you can:

  • Challenge it in court: File the appropriate paperwork with the clerk of court. Be sure to respond to the garnishment order quickly, as your window to contest the order may be small.
  • Try to work out an alternate payment arrangement with your creditor: The creditor may be willing to help you avoid garnishment through a payment plan or settlement.
  • File for bankruptcy : Doing so will pause collection efforts and shed the debt (not applicable to child or spousal support). Other types of debt, such as student loans or tax debt, may not get discharged.
  • Get professional help: The Consumer Financial Protection Bureau (CFPB) says it may be worth hiring an attorney who understands your rights and can possibly help you negotiate a favorable settlement with your creditor.

Until your employer is notified otherwise, it must withhold and remit earnings that are subject to a garnishment per the garnishment order.

Frequently asked questions (FAQs)

Federal law prohibits an employee from being fired for a single wage garnishment. However, employees with multiple garnishments aren’t protected under the legislation.

Wage garnishment is a mandatory, often court-ordered, seizure of a percentage of an employee’s earnings by a creditor. On the other hand, voluntary wage assignment is an optional transfer of earnings to a creditor that an employee elects to initiate.

Robinson says, “Income that can be garnished typically includes wages, salaries, bonuses, commissions and other earned income. Depending on the circumstances, things like rental income or retirement benefits may also be garnished.”

An employer should only stop garnishing wages under a few circumstances. Most commonly, the company will eventually receive an official notice revoking the garnishment order. The debt in the order may also get fully repaid or the garnishment period may end per the date listed in the order.

Blueprint is an independent publisher and comparison service, not an investment advisor. The information provided is for educational purposes only and we encourage you to seek personalized advice from qualified professionals regarding specific financial decisions. Past performance is not indicative of future results.

Blueprint has an advertiser disclosure policy . The opinions, analyses, reviews or recommendations expressed in this article are those of the Blueprint editorial staff alone. Blueprint adheres to strict editorial integrity standards. The information is accurate as of the publish date, but always check the provider’s website for the most current information.

Laura Gariepy

Laura started writing about personal finance in early 2018 when she took a sabbatical from her career in human resources and launched a blog discussing her journey. She realized she could earn a more lucrative and flexible living as a freelance writer, so she soon went all-in on being self-employed. Laura loves to write about managing your money, navigating your career, and running a successful business. Her work has been featured in Forbes, LendingTree, Rocket Mortgage, The Balance, and many other publications. She has also earned an MBA and a Bachelor's degree in Psychology.

Alana is the deputy editor for USA Today Blueprint's small business team. She has served as a technology and marketing SME for countless businesses, from startups to leading tech firms — including Adobe and Workfusion. She has zealously shared her expertise with small businesses — including via Forbes Advisor and Fit Small Business — to help them compete for market share. She covers technologies pertaining to payroll and payment processing, online security, customer relationship management, accounting, human resources, marketing, project management, resource planning, customer data management and how small businesses can use process automation, AI and ML to more easily meet their goals. Alana has an MBA from Excelsior University.

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IMAGES

  1. Which States Are Protecting Citizens From Wage Garnishment?

    wage garnishment percentage by state

  2. Wage Garnishment Laws by State: A Taxpayer’s Guide

    wage garnishment percentage by state

  3. An Employer's Guide to Wage Garnishment

    wage garnishment percentage by state

  4. How to Calculate a Wage Garnishment

    wage garnishment percentage by state

  5. Wage Garnishment Table

    wage garnishment percentage by state

  6. Wage garnishment laws for all 50 states

    wage garnishment percentage by state

COMMENTS

  1. Wage Garnishment Laws by State 2024

    Alaska Allowed by an action on an express or implied contract Arizona Wages and eamings are garnishable 25% of the statutory net disposable earnings of debtor The court may reduce to as low as 15% Arkansas Federal garnishment rules and exemptions are used. California 25% of the debtor's net disposable earnings

  2. Which States Are Protecting Citizens From Wage Garnishment?

    Key findings 10 states and the District of Columbia have either suspended wage garnishment or blocked new wage garnishments during the COVID-19 national emergency. Four states don't allow...

  3. Fact Sheet #30: The Federal Wage Garnishment Law, Consumer Credit

    Revised October 2020 This fact sheet provides general information concerning the CCPA's limits on the amount that employers may withhold from a person's earnings in response to a garnishment order, and the CCPA's protection from termination because of garnishment for any single debt. Wage Garnishments

  4. Guide to Garnishment Limits by State

    Guide to garnishment limits by state Alabama Federal limits apply Alaska Up to 25% of disposable weekly earnings. At least $350 of weekly net earnings Arizona Federal limits apply Arkansas Federal limits apply California Federal limits apply Colorado Federal limits apply Connecticut

  5. Wage Garnishment Laws By State In 2023: An Overview

    Arizona In Arizona, wage garnishment is only allowed to be applied to 25% of one's disposable income or, if less, the amount by which their income goes beyond thirty times the federal minimum wage. For those who make less than 150% of the federal poverty level, there are exemptions, though.

  6. Wage Garnishment Laws by State: A Taxpayer's Guide

    Learn how federal wage garnishment rules and state-specific exemptions affect your disposable earnings and how much of your paycheck can be taken by creditors. Find out the limits, calculations, and exceptions for different types of debts, such as child support, alimony, taxes, and student loans.

  7. Wage garnishment laws for all 50 states

    Use the below state wage garnishment laws for all 50 states to learn your state's wage garnishment laws and how much money can be garnished from your paycheck. Note , ALL states allow wage garnishment for child support, alimony, taxes and federal student loans. Once started, its hard to stop a wage garnishment.

  8. Wage Garnishment Exemptions by State and Territory

    Learn how much of your income can a judgment creditor take from each paycheck in different states and territories. See the wage garnishment chart with federal and state guidelines, as well as the exceptions for tax debt, child support, federal student loans and court-ordered fines. Find out the limitations and procedures for wage garnishment in each state and territory.

  9. State Wage Garnishment Laws Chart: Overview

    This Chart provides an overview of state wage garnishment exemptions, priority among garnishments for different types of debt, fees employers may charge to administer garnishments, and job protection rights for employees whose wages are garnished.

  10. Wage Garnishment Laws by State: A Taxpayer's Guide

    25 percent of an individual's disposable earnings, or; 30 times the federal minimum wage. States can set more stringent limits but are required to at least meet federal requirements. The...

  11. Garnishment

    Title III of the Consumer Credit Protection Act (CCPA) prohibits an employer from discharging an employee whose earnings have been subject to garnishment for any one debt, regardless of the number of levies made or proceedings brought to collect it.

  12. How Much of my Wages Can Be Garnished?

    Federal law limits wage garnishments to 25% of your disposable income (15% for federal student loans) or the amount exceeding 30 times the federal minimum wage, whichever is less. Individuals with a child support order can garnish up to 65% of disposable earnings for child support.

  13. Federal Wage Garnishments

    The wage garnishment provisions of the Consumer Credit Protection Act (CCPA) protect employees from discharge by their employers because their wages have been garnished for any one debt, and it limits the amount of an employee's earnings that may be garnished in any one week.

  14. What Is Wage Garnishment & How Does It Work?

    Updated: Oct 25, 2022, 12:00pm Editorial Note: We earn a commission from partner links on Forbes Advisor. Commissions do not affect our editors' opinions or evaluations. Getty Table of Contents...

  15. Wage Garnishment Laws Vary By State: Can You Keep Up?

    In the Green Mountain State, creditors can only garnish 15 percent of the debtor's weekly disposable income, or 40 times the federal minimum wage (whichever is less) — at least in some situations.

  16. Wage Garnishment: How It Works and What You Can Do

    Personal Finance Wage Garnishment: How It Works and What You Can Do Advertiser disclosure Wage Garnishment: How It Works and What You Can Do Wage garnishment means a portion of your...

  17. Understanding The Federal Wage Garnishment Law

    Fundamentally, the FWGL in § 1673 sets an upper limit on the amount of a debtor's disposable earnings that may be garnished. There are two limits to be applied, but in any event the debtor gets ...

  18. A Guide to Wage Garnishment Laws in California

    Under California law, as of September 1, 2023, the most that can be garnished from your wages is the lesser of: 20% of your disposable earnings for the workweek or. 40% of the amount your weekly disposable earnings exceed 48 times the state hourly minimum wage. (If you work some place where the local minimum hourly wage is more than the state ...

  19. Employment Law Guide

    This limit applies regardless of how many garnishment orders an employer receives. The Federal minimum wage is $7.25 per hour. Title III permits a greater amount of an individual's earnings to be garnished to enforce any order for the support of any person (e.g., spousal support or child support). Title III allows up to 50 percent of an ...

  20. Understanding Wage Garnishment: A Comprehensive Guide

    The Consumer Credit Protection Act dictates that the maximum amount that can be garnished is generally 25% of disposable earnings or the amount by which an individual's weekly disposable earnings exceed 30 times the federal minimum wage, whichever is lower. However, some circumstances, such as unpaid taxes or child support, may allow for a higher percentage to be garnished.

  21. Wage Garnishment

    A wage garnishment is a court order or official notice directing an employer to collect funds from an employee to fulfill certain financial obligations or debts, such as child support, student loans, tax levies, etc. Payroll deductions are used for this purpose. Cheat sheet for employers handling wage garnishments Download Now

  22. Wage Garnishment Calculator

    1. From Section 2 (b) of the Order 2. From Section 2 (b) (1) of the Order Results Total Deductions: $323.50 Disposable Earnings: $676.50 25% of Disposable Earnings: $169.13 25% Disposable Earnings Amount: $169.13 Excess of 30X Federal Minimum Wage: $459.00 Wages Subject to Garnishment: $169.13 Student Loan Garnishment Amount: $101.47 Reference

  23. Wage Garnishment Laws in Washington

    The garnishment amount is limited to 25% of your disposable earnings for that week (what's left after mandatory deductions) or the amount by which your disposable earnings for that week exceed 30 times the federal minimum hourly wage, whichever is less. (15 U.S.C. § 1673).

  24. What Is Wage Garnishment?

    How is wage garnishment different from voluntary wage assignment? Wage garnishment is a mandatory, often court-ordered, seizure of a percentage of an employee's earnings by a creditor.