50-State Surveys › Pay Frequency and Wage-Payment Lag Requirements by State
Pay Frequency and Wage-Payment Lag Requirements by State
How often must an employer pay employees, and how long after a pay period may earned wages be delayed?
51 of 51 jurisdictions verified
every entry statute-checked, oldest 2026-07-12
What this survey covers
Choosing a weekly, biweekly, semimonthly, or monthly payroll is not only an administrative decision. State law may set both how often employees must be paid and how many days may pass between the close of the earnings period and the payday. Those are different questions: a schedule can be frequent enough but still pay too late. This survey compares both rules for recurring payroll while employment continues. Final wages after a discharge or resignation are covered in a separate survey.
How to read the table
Start with coverage. Some states impose one general schedule, some split the rule by occupation or overtime-exempt status, and some regulate only listed industries. The frequency column tells you the least frequent lawful schedule; the pay-period and lag columns show how the earnings window must be structured and how soon it must be paid. The remaining columns flag payday-posting rules, alternative schedules, and the statutory enforcement route.
National patterns
California shows why frequency and lag need separate columns. Its general rule uses two paydays each month with fixed windows, but a weekly, biweekly, or semimonthly payroll also complies when wages are paid within seven calendar days after the period closes. Texas instead splits workers by federal overtime exemption: monthly for exempt employees and at least semimonthly for others, with the semimonthly periods kept as equal in length as practicable. New York uses occupation-specific schedules, including weekly pay for most manual workers and at least semimonthly pay for clerical and other workers.
Across the completed 51 jurisdictions, most states set a general recurring-pay schedule — commonly at least semimonthly or biweekly — paired with a maximum lag of roughly one to three weeks after the pay period closes. A cluster splits the rule by worker type, giving federal overtime-exempt salaried employees a monthly option while requiring at least semimonthly pay for everyone else. A few states regulate only listed employers rather than every business: Wyoming's semimonthly rule reaches named railroad, mining, refining, oil-and-gas, factory, mill, and workshop employers; Mississippi's only recurring-pay statute covers large manufacturers and public service corporations; and Arkansas's reaches corporations. At the other end, Alabama, Florida, South Carolina, and South Dakota impose no general state pay-frequency schedule, leaving the payday to the employer's announced calendar. Enforcement ranges from an agency wage claim and per-payday penalties to states, like Mississippi, that supply no recurring-payday remedy of their own.
Get this answered for your state
This survey compares every state side by side. Ezel applies your state's law to your specific situation and answers with citations to the statutes.
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| State | Governing law | Who the recurring-pay rule covers | Minimum pay frequency | Maximum pay-period length or structure | Latest payday after work is performed | Regular payday designation and changes | Classification and industry exceptions | Enforcement and remedies |
|---|---|---|---|---|---|---|---|---|
| Alabama verified 2026-07-12 | No Alabama state wage-and-hour law; Alabama Department of Labor directs employers to federal guidelines |
No general Alabama recurring-pay schedule for ordinary private employment; separate child-labor laws exist but are outside this adult-payroll scope |
No general state minimum |
No general state maximum or required structure |
No general state period-close lag |
No general state designation, posting, or schedule-change notice rule |
No general state classification split for recurring payroll; federal rules and any contractual schedule remain relevant |
No Alabama frequency-specific agency claim, civil penalty, or statutory damages; federal wage claims go to the U.S. Wage and Hour Division |
| Alaska verified 2026-07-12 | Alaska Statutes Title 23, ch. 05, art. 2; pay periods in AS 23.05.140(a) and payday notice in AS 23.05.160 |
AS 23.05.140(a) applies to an employee and employer without a size, occupation, or industry distinction in the recurring-pay provision |
Monthly by annual initial employment contract; otherwise employee elects monthly or semimonthly pay periods (AS 23.05.140(a)) |
Monthly, or semimonthly when elected by the employee outside an annual initial contract (AS 23.05.140(a)) |
No general fixed post-period day count; temporary layoff, strike, or lockout wages are due on or before next regular payday (AS 23.05.170) |
Written hiring notice of rate, payday, and place; notice of changes on payday before change, by individual notice or conspicuous posting (AS 23.05.160) |
No classification/industry split; annual initial contract may set monthly periods, otherwise employee chooses monthly or semimonthly (§ 23.05.140(a)) |
Department enforces and may take and prosecute wage claims; violation is punishable by up to $1,000, up to 1 year imprisonment, or both, with each day separate (§§ 23.05.190, .220, .230, .280) |
| Arizona verified 2026-07-12 | A.R.S. §§ 23-350, 23-351, 23-355, and 23-356 |
Public and private employers; employee performs services under an Arizona-made contract or wholly/partly in Arizona (§ 23-350(2)-(3)) |
At least 2 fixed paydays per month, ≤16 days apart; qualifying special employees of an out-of-state centralized-payroll employer may have 1+ monthly paydays (§ 23-351(A)-(B)) |
Generally no longer than the interval created by 2+ monthly paydays ≤16 days apart; qualifying subsection B employees may be monthly (§ 23-351(A)-(B)) |
Ordinary: generally ≤5 business days after period; centralized out-of-state payroll ≤10 days; school payroll ≤7 business days. Overtime/exception pay ≤16 days (§ 23-351(C)(1), (3)) |
Employer must designate fixed paydays; the statute states no separate advance-change notice period (§ 23-351(A)-(B)) |
Monthly option for specified FLSA professional/admin/executive/outside-sales and NLRA supervisors when principal office/payroll are out of state; school salary proration rules; CBA exclusion from monthly option (§ 23-351(B)-(C), (G)) |
Violation is petty offense; civil action may recover treble unpaid wages. Alternative Department claim ≤$12,000 within 1 year (§§ 23-351(I), 23-355, 23-356) |
| Arkansas verified 2026-07-12 | Ark. Code § 11-4-401, as last amended by 2017 Ark. Act 475 |
Corporations doing business in Arkansas and their salespersons, mechanics, laborers, and other employees (§ 11-4-401(a)); no general rule for noncorporate employers |
Covered corporate employees at least semimonthly; qualifying management/executive employees may be monthly (§ 11-4-401(a), (c)) |
No separate period structure or day cap; frequency alone is regulated (§ 11-4-401) |
No general number of days stated between period end and payday (§ 11-4-401) |
No general designation, posting, or change-notice rule stated in § 11-4-401 |
Corporation ≥$500,000 annual gross income may pay management/executive employees monthly if FLSA-exempt and earning >$25,000/year (§ 11-4-401(c)) |
Corporate violation is a misdemeanor punishable by $50-$500 per offense (§ 11-4-401(b)) |
| California verified 2026-07-12 | Cal. Lab. Code §§ 204, 205, 207, 210, 220 |
Most private employment; state employees are excluded from §§ 204-205, and county/city/municipal employees are excluded from the article (§ 220) |
Generally twice each calendar month; qualifying FLSA-exempt executive, administrative, and professional salaries may be monthly (§ 204(a)) |
Ordinary schedule divides the month into the 1st-15th and 16th-last day; weekly, biweekly, and semimonthly payrolls are expressly allowed (§ 204(a), (d)) |
Ordinary windows: first-half wages by the 16th-26th; second-half wages by the 1st-10th. Alternative weekly/biweekly/semimonthly payroll: ≤7 calendar days after period close; excess-hours pay by next regular payroll (§ 204(a), (b), (d)) |
Regular paydays must be designated in advance and a notice stating the regular paydays and time/place of payment must be posted conspicuously (§§ 204(a), 207) |
Qualifying exempt salaries monthly; vehicle-dealer commissions monthly; boarded agricultural/domestic workers monthly, but farm-labor-contractor workers weekly; qualifying CBA schedules control (§§ 204(a), (c), 204.1, 205) |
$100 per employee for an initial failure; $200 plus 25% of wages withheld for a subsequent or willful/intentional failure. Employee recovery under § 98 or Labor Commissioner citation; no double recovery with PAGA for the same violation (§ 210) |
| Colorado verified 2026-07-12 | Colorado Wage Act, C.R.S. §§ 8-4-101, 8-4-103, 8-4-111, 8-4-113 |
Private-sector employees performing labor/services for an employer; employee test excludes qualifying independent businesses, and government entities are excluded (§ 8-4-101(5)-(6)) |
Default at least monthly; another period allowed by mutual employer-employee agreement (§ 8-4-103(1)(a)) |
Default ≤1 calendar month or 30 days, whichever is longer; agricultural boarded/lodged period ≤1 month (§ 8-4-103(1)-(2)) |
Regular payday ≤10 days after pay period closes (§ 8-4-103(1)-(2)) |
Regular periods and regular paydays required; no posting or unilateral-change notice stated; alternative period requires mutual agreement (§ 8-4-103(1)(a)) |
Boarded/lodged agriculture: monthly + 10 days; profit-sharing, pension, and similar deferred-compensation payments excluded (§ 8-4-103(2)-(3)) |
Division claim up to $13,000 from July 1, 2026 or direct suit; administrative fine up to $50/day per unpaid employee without good-faith legal justification (§§ 8-4-111, -113) |
| Connecticut verified 2026-07-12 | Conn. Gen. Stat. §§ 31-71a, 31-71b, 31-71f, 31-71i, 31-72 |
Broad employer/employee definitions, including commissions and other calculation methods (§ 31-71a) |
Weekly or once every 2 weeks; Commissioner-approved alternative at least monthly (§§ 31-71b(a), 31-71i) |
Weekly/biweekly ordinary schedule; approved longer period must still pay at least once each calendar month (§§ 31-71b, 31-71i) |
Pay period must end ≤8 days before regular payday; nonwork-day payday moves to preceding workday (§ 31-71b(b)) |
Regular payday designated in advance; written hire notice of wage schedule; wage-policy changes made available in writing or posted (§§ 31-71b(a), 31-71f) |
School CBA/written-agreement alternatives; workday/shift swaps; Commissioner waiver or monthly-approved schedule (§§ 31-71b(c)-(e), 31-71i) |
Employee generally recovers 2× unpaid wages plus costs/fees; good-faith employer owes wages plus costs/fees; Commissioner may collect/sue (§ 31-72) |
| Delaware verified 2026-07-12 | Delaware Wage Payment and Collection Act, 19 Del. C. ch. 11; recurring schedule in § 1102 |
Broad private coverage; excludes federal, Delaware state/local-government employees, and independent contractors (§ 1101(a)(4)-(6)) |
At least once during each calendar month, on regular paydays designated in advance (§ 1102(a)) |
No general maximum stated; a 16-day cap applies only when using § 1102(b)'s special next-period deferral |
Within 7 days after pay period closes; if regular payday is a nonwork day, pay on preceding workday (§ 1102(b)) |
Designate regular paydays in advance; employers with over 3 employees must give hiring notice of pay rate and day, hour, and place of payment (§§ 1102(a), 1108(1)) |
If payday falls within a pay period of 16 days or less, overtime, new/resuming-worker, and variable-schedule part-time/temporary pay may roll to next period (§ 1102(b)) |
$1,000-$5,000 civil penalty per violation; unpaid wages, up to an equal amount in liquidated damages, and mandatory costs and attorney fees through civil action (§§ 1103(b), 1112(a), 1113) |
| District of Columbia verified 2026-07-12 | D.C. Wage Payment and Collection Law, D.C. Code § 32-1302; payday notice also in § 32-1008(c)-(d) |
Broad private coverage; excludes U.S. and DC governments/agencies and Railway Labor Act employers (§ 32-1301(1B)-(2)) |
At least twice monthly generally; monthly for bona fide administrative/executive/professional employees or continued contract/custom monthly schedules (§ 32-1302) |
No separate day-length cap; twice-monthly general schedule and monthly exception routes (§ 32-1302) |
No more than 10 working days after pay period ends, unless a bona fide labor-organization collective agreement sets a different period (§ 32-1302) |
Designate regular paydays in advance; written hiring notice must name payday, and updated notice is due within 30 days after a change (§§ 32-1302, 32-1008(c)-(d)) |
Monthly for listed white-collar employees and established contract/custom schedules; CBA may change lag; Railway Labor Act employers excluded (§§ 32-1301, 32-1302) |
Private action for back wages, treble liquidated damages, fees/costs; $50/day first administrative offense, $100/day subsequent; negligent/willful violations are misdemeanors (§§ 32-1307, 32-1308) |
| Florida verified 2026-07-12 | No general private-sector pay-frequency or payroll-lag statute in current Fla. Stat. ch. 448; § 448.08 addresses attorney's fees in unpaid-wage suits, not a payday schedule |
No general private-sector schedule rule. A separate public-sector statute sets monthly as the normal period for state officers/employees (§ 110.113), outside this survey's scope |
No general state minimum for ordinary private employers |
No general state maximum or required private-sector pay-period structure |
No general state day-count between the close of a private-sector pay period and payday |
No general state rule requiring private employers to designate, post, or wait before changing regular paydays |
No general private-worker classification split; § 110.113 separately permits monthly, biweekly, or semimonthly state-employee payroll |
No frequency-specific state penalty. In an unpaid-wage action, a court may award the prevailing party costs and a reasonable attorney's fee (§ 448.08) |
| Georgia verified 2026-07-12 | O.C.G.A. § 34-7-2(b); check-redemption remedy at § 34-7-5 |
Persons, firms, and corporations—including steam/electric railroads—employing skilled or unskilled manual, mechanical, or clerical wageworkers, subject to the express industry and salaried-management exclusions (§ 34-7-2(b)) |
At least twice monthly: employer-selected payment dates must divide the month into at least two equal periods (§ 34-7-2(b)) |
The month must be divided into at least two equal periods; the statute gives no separate numeric day ceiling (§ 34-7-2(b)) |
No independent post-period lag count; each selected payday must pay the full net amount due for the period being paid (§ 34-7-2(b)) |
Employer selects the payment dates, but they must create at least two equal monthly periods; § 34-7-2 states no advance posting or schedule-change notice period |
Excludes farming, sawmill, and turpentine industries and officials, superintendents, or department heads/subheads employed by month or year at stipulated salaries (§ 34-7-2(b)) |
Section 34-7-2 states no express schedule-violation penalty. Separately, § 34-7-5 allows a $10 suit remedy for failure to redeem a wage check or other written wage debt on demand under its terms |
| Hawaii verified 2026-07-12 | Hawaii Revised Statutes chapter 388, especially Haw. Rev. Stat. § 388-2 |
Broad private-sector coverage: any person suffered or permitted to work; State, county, and federal governments are excluded (§ 388-1) |
At least twice during each calendar month on advance-designated regular paydays (§ 388-2(a)); qualifying employee election or Director variance may allow monthly pay (§ 388-2(a), (c)(1)) |
No separate maximum day-count or calendar-half structure; pay periods must support the twice-monthly schedule and seven-day payment deadline (§ 388-2(a)-(b)) |
Within 7 days after each pay period ends; Director may approve payment within 15 days for good and sufficient reasons (§ 388-2(b), (c)(2)) |
Regular paydays designated in advance; written hiring notice of day, hour, and place, and written or posted notice of changes before they occur (§§ 388-2(a), 388-7(1)-(2)) |
No occupation or industry split; majority of all employees or a recognized bargaining unit may elect monthly pay by approved secret ballot for 2 years, and Director may approve monthly frequency or 15-day lag (§ 388-2(a), (c)) |
Unjustified nonpayment: wages plus an equal additional sum and 6% interest to employee; separate state penalty of at least $500 or $100 per violation. Employee may sue; qualifying workers may assign a claim to Director within 1 year; judgment adds fees and costs (§§ 388-10 to 388-11) |
| Idaho verified 2026-07-12 | Idaho Wage Claim Act, Idaho Code §§ 45-601 to 45-621; recurring-pay rule in § 45-608 |
Broad: any person suffered or permitted to work and any individual or listed business entity employing a person (§ 45-601(4)-(5)) |
At least once during each calendar month (§ 45-608(1)) |
No separate day-count or calendar-half structure; monthly frequency and the 15-day lag limit control (§ 45-608(1)-(2)) |
Pay-period end no more than 15 days before payday; if payday is a nonworkday, pay on the preceding workday (§ 45-608(2)) |
Employer must designate regular paydays in advance (§ 45-608(1)); no separate schedule-change notice period stated |
No size, industry, or exempt-employee split; Labor Director may authorize a longer-than-15-day lag for good and sufficient reasons (§ 45-608(3)) |
Director may penalize a consistent untimely-pay pattern without an approved exemption up to $500 per employer per pay period (§ 45-608(4)); employee may file a Department wage claim or sue for unpaid wages, with court costs/fees and the greater statutory recovery (§§ 45-615 to -617) |
| Illinois verified 2026-07-12 | Illinois Wage Payment and Collection Act, 820 ILCS 115/1-.5, especially §§ 115/3-.4 |
All Illinois employers/employees, including local-government and school-district employees; excludes State and federal employees and workers meeting the Act's independent-contractor test (§§ 115/1-.2) |
Generally at least semimonthly; FLSA-defined executive/admin/professional employees and commissions may be monthly (§ 115/3) |
Generally no longer than half-month; qualifying exempt employees and commissions may use monthly periods; daily-pay agency workers may request weekly or semimonthly aggregation (§ 115/3) |
Weekly: ≤7 days; biweekly/semimonthly: ≤13 days; daily: same day if possible, always ≤24 hours; qualifying exempt employees: ≤21 calendar days after earning period (§ 115/4) |
No general advance-payday/change-notice rule in §§ 115/3-.4; daily-pay agencies must notify workers of the right to request weekly or semimonthly checks (§ 115/3) |
Monthly option for federal executive/admin/professional exemptions and commissions; valid CBA may set a different date or arrangement; employment/labor placement daily-pay workers have an employee-requested weekly/semimonthly option (§§ 115/3-.4) |
Department claim within 1 year or civil action (not both); unpaid wages + 5% per month, and court action adds costs/fees. Ignored demand/order adds fees, 20% state penalty, and 1% per day to employee (§§ 115/11, 115/14) |
| Indiana verified 2026-07-12 | Indiana Frequency of Wage Payments chapter, Ind. Code §§ 22-2-5-0.5 to -3 |
Persons and entities doing business in Indiana and their employees, subject to the chapter's express worker/industry exemptions (§§ 22-2-5-1, -1.1, -3) |
At least semimonthly or biweekly, with employee choice under current law (§ 22-2-5-1(a)) |
Semimonthly or biweekly structure; no separate day-count cap on the earnings period (§ 22-2-5-1(a)) |
Payday must cover wages earned through a date no more than 10 business days before payment (§§ 22-2-5-0.5, -1(b)) |
No general advance designation, posting, or schedule-change notice rule in this chapter |
Exempt: farmers/agriculture/horticulture, correctional-facility offenders, and salaried employees eligible for federal overtime (§§ 22-2-5-1.1, -3) |
Civil recovery of unpaid wages + mandatory attorney's fees/costs; additional 2× wages if nonpayment was not in good faith (§ 22-2-5-2) |
| Iowa verified 2026-07-12 | Iowa Code ch. 91A, especially §§ 91A.2, 91A.3, 91A.6, 91A.8, 91A.10, 91A.12 |
Employees working in Iowa for wages; excludes listed agricultural family/operator/labor-exchange relationships and specified independent contractors (§ 91A.2(3)-(4)) |
Default permits monthly, semimonthly, or biweekly installments; written agreement may vary; commission true-ups may be up to 12 months apart (§ 91A.3(1)) |
Default schedule may be monthly, semimonthly, or biweekly; no separate day cap stated, and written agreement may vary (§ 91A.3(1)) |
Default payday ≤12 days after period end, excluding Sundays and legal holidays; written agreement may vary (§ 91A.3(1)) |
Regular paydays at consistent intervals and designated in advance; after director notice, employer must disclose paydays at hire and give one pay period's notice before altering them (§§ 91A.3(1), 91A.6(1)-(2)) |
Written agreement may vary subsection 91A.3(1); commission credit true-up intervals ≤12 months; listed agricultural relationships excluded (§§ 91A.2(3)(b), 91A.3(1)) |
Unpaid wages, fees/costs, and intentional-nonpayment liquidated damages; agency assignment within 1 year; civil penalty ≤$500 per pay period per violation (§§ 91A.2(6), 91A.8, 91A.10(1)-(3), 91A.12(1)) |
| Kansas verified 2026-07-12 | Kansas Wage Payment Act, K.S.A. §§ 44-313 to 44-327; recurring schedule in § 44-314 |
Broad: every public or private employer and every person allowed or permitted to work (§ 44-313(a)-(b)) |
At least once during each calendar month (§ 44-314(a)) |
No separate day-count or calendar-half structure; the monthly payment rule controls (§ 44-314(a), (h)) |
Pay-period end may be no more than 15 days before the regular payday unless state or federal law authorizes a variance (§ 44-314(h)) |
Employer must designate regular paydays in advance (§ 44-314(a)); no separate waiting period for a schedule change stated |
No executive, professional, industry, or employer-size exception stated; only a variance authorized by state or federal law may alter the 15-day lag (§§ 44-313, 44-314(h)) |
Wage claim with the Secretary of Labor or suit in court (§§ 44-322a, 44-324); willful late payment can add 1% of unpaid wages per day after day 8, excluding Sundays/holidays, capped at 100% (§ 44-315(b)) |
| Kentucky verified 2026-07-12 | KRS 337.010(2)(a)2., 337.020, 337.385 |
Every employer doing business in Kentucky, except the specific workers in KRS 337.010(2)(a)2. (§ 337.020) |
At least semimonthly (§ 337.020) |
Semimonthly frequency required; no additional pay-period structure stated (§ 337.020) |
Each payday must include wages earned through a date ≤18 days before payment (§ 337.020) |
Regular payday contemplated; no posting or schedule-change notice period stated in § 337.020 |
Excludes bona fide executive/admin/supervisory/professional workers, outside salespeople, and outside collectors (§§ 337.010(2)(a)2., 337.020) |
Right of action for wages due; unpaid wages + up to equal liquidated damages, costs, and attorney fees; Commissioner may take assignment of claim (§§ 337.020, 337.385) |
| Louisiana verified 2026-07-12 | La. R.S. 23:633 |
Disclosure/default-payday duties stated for employers generally; mandatory semimonthly rule covers public service corporations and manufacturing/oil-boring/mining employers with ≥10 employees (§ 23:633(A)-(C)) |
Designated frequency controls generally; no designation defaults to 1st and 16th. Covered industries/public service: ≥2 times per calendar month (§ 23:633(A)-(B)) |
Covered semimonthly paydays approximately 2 weeks apart; no numeric period structure stated for other designated schedules (§ 23:633(B)) |
Covered semimonthly payroll: all amounts from a payroll period due by payday concluding the next payroll period; otherwise disclosed agreement controls (§ 23:633(B), (D)) |
At hire disclose wage, method, and frequency plus later changes; required official notice posted with other notices; no advance-day count stated (§ 23:633(A), (D)) |
Non-public-service clerical/sales workers excluded from industry mandate; bona fide executive/admin/supervisory/professional and other FLSA-exempt workers excluded from entire section (§ 23:633(B)-(C)) |
$25-$250 fine for each day violating disclosure or semimonthly rule; second violation may also bring ≥10 days' imprisonment; agency complaint path posted (§ 23:633(D)-(E)) |
| Maine verified 2026-07-12 | Maine Revised Statutes Title 26, chapter 7, subchapter 2; recurring schedule in 26 M.R.S. § 621-A |
General rule excludes employer's resident dependent family members and qualifying high-paid executive, administrative, or professional salaried employees; certain owner-employees are separately exempt (§§ 621-A(1), 623, 663(3)(J)-(K)) |
Regular intervals not exceeding 16 days (§ 621-A(1)) |
No separate maximum earnings-period length or calendar-half structure; the interval between full payments may not exceed 16 days (§ 621-A(1)) |
Each payment must include all wages earned through the 8th day before payday; if payday falls on a regular closed day, pay by the following business day (§ 621-A(1)) |
Established day or date at regular intervals made known to employee; at least 30 days' written notice before increasing the interval (§ 621-A(2)) |
Resident dependent family and qualifying salaried executive/administrative/professional workers excluded; specified LLP and owner-employees exempt unless they request coverage (§§ 621-A(1), 623, 663(3)(J)-(K)) |
$100-$500 fine per violation; unpaid wages plus interest, costs, attorney fee, and additional 2 times unpaid wages as liquidated damages. Remedies ordinarily ripen 8 days after due date or demand (§ 626-A) |
| Maryland verified 2026-07-12 | Maryland Wage Payment and Collection Law, Md. Code, Lab. & Empl. §§ 3-501, 3-502, 3-504, 3-507.2 |
Any person employing an individual in Maryland or that person's successor (§ 3-501(b)) |
At least once every 2 weeks or twice each month (§ 3-502(a)) |
2 weeks or semimonthly for ordinary employees; named classifications may be less frequent (§ 3-502(a)) |
No separate post-period lag stated; nonworkday payday moves to preceding workday (§ 3-502(b)) |
Set regular periods; written paydays at hire; ≥1 pay period's notice before payday/wage change (§§ 3-502(a), 3-504(a)) |
Administrative, executive, and professional employees may be paid less frequently; no alternative ceiling stated (§ 3-502(a)(2)) |
After 2 weeks overdue, civil action; up to 3× wage + counsel fees/costs if no bona fide dispute (§ 3-507.2) |
| Massachusetts verified 2026-07-12 | Massachusetts Wage Act, M.G.L. c.149, §§ 148 and 150 |
Every person having employees in service, with specified hospital, cooperative-shareholder, and public casual-worker exceptions (§ 148) |
Generally weekly or biweekly; qualifying exempt/salaried employees biweekly or semimonthly and employee may elect monthly; agriculture monthly (§ 148) |
Generally 2 weeks; semimonthly/monthly alternatives for specified groups; school-teacher equal-pay deferral may span 12 months (§ 148) |
5-6 workdays/week: ≤6 days after period; 7 days/week or casual: ≤7 days. Salaried wages generally not unpaid >6 days after period, subject to express monthly alternatives (§ 148) |
No general advance designation rule; legacy employers that paid weekly on July 1, 1992 must give 90 days' written notice before biweekly conversion (§ 148) |
Monthly agriculture; monthly employee election for named exempt/salaried groups; approved railroad variance; 12-month teacher deferral; hospital/co-op/public-casual carveouts (§ 148) |
AG enforcement; private action after AG complaint/assent within 3 years; prevailing employee gets treble lost wages/benefits + costs and fees (§ 150) |
| Michigan verified 2026-07-12 | Payment of Wages and Fringe Benefits Act, MCL 408.471-.472, 408.481, and 408.488-.489 |
Public and private employers employing at least 1 individual, including State/local government and higher education; franchisee generally sole employer unless franchise agreement provides otherwise (MCL 408.471(c)-(d)) |
Monthly is permitted with a regular monthly period; otherwise semimonthly statutory dates or compliant weekly/biweekly schedule. Hand crop harvest generally weekly (MCL 408.472(1)-(4)) |
Monthly for the general alternative; weekly for hand crop harvesting absent a written different method (MCL 408.472(2), (4)) |
Weekly/biweekly ≤14 days after work period; monthly ≤15 days after period; crop harvest ≤2 days after workweek. Default half-month wages due by next month's 1st/15th (MCL 408.472(1)-(4)) |
Weekly/biweekly alternative requires an established regularly recurring payday; monthly alternative requires an established regular monthly period. The Act states no general advance schedule-change notice period (MCL 408.472(3)-(4)) |
Hand crop harvest: weekly wages due by second day after workweek unless written contract sets another method; December overtime may move to next regular payday under subsection (5) (MCL 408.472(2), (5)) |
Department complaint within 12 months; order may include wages, 10% annual penalty after complaint notice, up to 2× exemplary damages for flagrant/repeated violation, costs, and ≤$1,000 state civil penalty (MCL 408.481, 408.488-.489) |
| Minnesota verified 2026-07-12 | Minn. Stat. §§ 181.10, 181.032, 181.101, 181.171 |
Broad one-or-more-employee rule; agricultural labor expressly included; transitory-work rule applies when the job requires a change of abode (§§ 181.10, 181.101, 181.171 subd. 4) |
Wages at least every 31 days; commissions at least every 3 months; qualifying transitory work at least every 15 days (§§ 181.10, 181.101(a)) |
Ordinary wage interval ≤31 days; commission interval ≤3 months; transitory-work interval ≤15 days (§§ 181.10, 181.101(a)) |
No separate period-close lag stated; wages are earned on each workday and must be paid at least every 31 days (§ 181.101(a)) |
Regular payday designated in advance; hire notice states period days, regular payday, and first payday; written change notice before effective date (§§ 181.032(d)(6), (f), 181.101(a)) |
Commissions: every 3 months; transitory work: every 15 days near the job; paid on-call firefighters/first responders/volunteer ambulance workers may agree to longer intervals (§§ 181.10, 181.101) |
Commissioner demand; after 10 days, daily employee-paid penalty; direct civil action with compensatory relief and attorney fees (§§ 181.101, 181.171) |
| Mississippi verified 2026-07-13 | Miss. Code Ann. § 71-1-35 (recurring pay for large manufacturers and public service corporations); no general statewide pay-frequency statute for other private employers |
Only manufacturers of any kind that employ 50 or more people and use public labor, plus public service corporations doing business in the state; 'employee' excludes anyone in a bona fide executive, administrative, or professional capacity |
Covered employers: at least once every two weeks or twice each calendar month (or the second and fourth Saturday). No general state minimum for any other employer |
Not stated as a fixed period length; § 71-1-35 instead caps how stale the paid-through work may be (see lag). No period-structure rule for other employers |
Covered manufacturers: payment must include work performed up to not more than 10 days before payday. Public service corporations: up to 15 days. No general lag rule for other employers |
No statutory advance-designation, posting, or schedule-change-notice requirement; § 71-1-35 offers a fixed second-and-fourth-Saturday option for covered employers but requires no posted payday |
The statute is itself an industry carve-in (large manufacturers and public service corporations) and excludes bona fide executive, administrative, and professional employees; all other private employment has no state recurring-pay schedule |
§ 71-1-35 supplies no penalty, statutory damages, or agency wage-claim process of its own; Mississippi has no general recurring-payday enforcement mechanism for private employees, so a dispute is generally a private civil matter |
| Missouri verified 2026-07-12 | Mo. Rev. Stat. § 290.080 |
Corporations doing business in Missouri and persons operating railroads or railroad shops; not written as a universal rule for every private employer (§ 290.080) |
Semimonthly for covered employees; specified classifications may be monthly at employer option (§ 290.080) |
Semimonthly generally; monthly for named classification/commission exceptions (§ 290.080) |
Within 16 days after each payroll period closes (§ 290.080) |
No advance payday designation, posting, or schedule-change notice rule stated in § 290.080 |
Executive, administrative, professional, sales, and employees paid wholly/partly by commission may be monthly (§ 290.080) |
Violation is a misdemeanor; conviction carries $50-$500 fine for each offense (§ 290.080) |
| Montana verified 2026-07-12 | Montana Wage Payment Act, Mont. Code Ann. §§ 39-3-201 to 39-3-216; recurring deadline in § 39-3-204 |
Broad: employees working for hire and employers acting directly or indirectly in an employer's interest; independent contractors and the United States are excluded (§ 39-3-201(4)-(5)) |
No general numeric minimum when an established schedule exists; if no pay period or due time is established, period is presumed semimonthly (§ 39-3-204(3)) |
No general maximum length stated for an established pay period; semimonthly period is presumed only when no period or due time exists (§ 39-3-204(3)) |
No more than 10 business days after wages are due and payable; DLI states this means within 10 business days after the pay period ends (§ 39-3-204(1)) |
Employer's established pay period and processing deadline control; § 39-3-204 states no separate advance designation or schedule-change notice period |
No occupation or industry split; a late timesheet may be paid in the ensuing pay period, but never later than that next period (§ 39-3-204(3)) |
Misdemeanor plus employee penalty up to 110% of unpaid wages; employee may sue or file Department complaint within 180 days, with 2-year lookback or 3 years for repeated violations (§§ 39-3-206 to 39-3-208, 39-3-216) |
| Nebraska verified 2026-07-12 | Nebraska Wage Payment and Collection Act, Neb. Rev. Stat. §§ 48-1228 to 48-1235; recurring-payday rule in § 48-1230(1) |
Broad public/private coverage; employee includes a worker in an employment relationship and a commission salesperson, subject to the statutory independent-business test (§ 48-1229(1)-(2)) |
No general weekly, biweekly, semimonthly, or monthly minimum; pay all wages due on designated or agreed regular paydays (§ 48-1230(1)) |
No general maximum number of days or required calendar structure stated (§ 48-1230(1)) |
No general period-close day count; all wages that are due must be paid on the designated or agreed regular payday (§§ 48-1229(6), 48-1230(1)) |
Regular payday may be employer-designated or agreed; employer must give 30 days' written notice before altering employer-designated regular paydays (§ 48-1230(1)) |
No separate recurring schedule by size, industry, or exempt status; what counts as wages depends on prior agreement and satisfied conditions (§ 48-1229(6)) |
Employee may sue after wages remain unpaid 30 days past the regular payday and recover judgment, costs, and reasonable attorney's fees if successful (§ 48-1231(1)); Labor Commissioner may cite violations, up to $500 first/$5,000 repeat (§ 48-1234). Effective July 18, 2026, wage-statement violations also become citation-eligible |
| Nevada verified 2026-07-12 | NRS 608.060-.080; enforcement under NRS 608.180 and 608.195 |
Employees in private employment; state and local government employment excluded from 'private employment' (§§ 608.010-.0113) |
Generally semimonthly; more frequent permitted; narrow fixed monthly and special-occasion agreed alternatives (§§ 608.060-.070) |
General deadlines divide earnings at the 1st and 16th; qualifying out-of-state-payroll employers may use one or more fixed monthly paydays for specified employees (§ 608.060) |
Pre-16th wages due by 8 a.m. month-end; wages unpaid before month start due by 8 a.m. on the 15th (§ 608.060(1)) |
Establish and post regular payday/place in 2 conspicuous places; ≥7 days' written actual notice before change (§ 608.080(1)-(2)) |
Specified executive/administrative/professional, outside-sales, or supervisory employees may use fixed monthly payday(s) when principal office and payroll are out of state; not CBA workers (§ 608.060(3)); voluntary special-occasion agreement (§ 608.070) |
Labor Commissioner enforcement; misdemeanor plus administrative penalty ≤$5,000 per violation (§§ 608.180, 608.195) |
| New Hampshire verified 2026-07-12 | New Hampshire RSA chapter 275, Payment of Wages subdivision; recurring schedule in RSA 275:43 |
Private employers and employees under RSA 275:42; excludes domestic labor in the employer's home, farm labor where fewer than 5 are employed, and specified statutory worker categories |
Weekly or biweekly without special permission; Commissioner may permit another schedule, but at least monthly (RSA 275:43 I, IV) |
Ordinary schedules are 1-week or 2-week cycles; no separate calendar-half structure. A permitted alternative schedule may be no less frequent than monthly (RSA 275:43 I, IV) |
Weekly: within 8 days after the workweek expires. Biweekly: within 15 days after the workweek expires (RSA 275:43 I) |
Regular paydays designated in advance; hiring notice of payment day/place and notice before changes. A permitted alternative schedule must use a regular predesignated date (RSA 275:43 I, IV; RSA 275:49 I-II) |
Commissioner may approve at-least-monthly pay for good reason; draw-against-commission employees receive a draw at least monthly and monthly reconciliation unless otherwise agreed in writing (RSA 275:42 VII; RSA 275:43 IV, VI) |
Labor claim within 36 months or direct civil action, with possible costs and attorney fees; Commissioner may impose up to $2,500 without a warning for failure to pay fully and on time, and a willful RSA 275:43 violation is a misdemeanor (RSA 273:11-a; RSA 275:51-.53) |
| New Jersey verified 2026-07-12 | New Jersey Wage Payment Law, N.J.S.A. 34:11-4.1-.2 and 34:11-4.9-.10 |
Every employer employing a person in New Jersey and every person suffered/permitted to work; independent contractors and subcontractors excluded (§ 34:11-4.1(a)-(b)) |
Generally at least twice each calendar month; bona fide executive, supervisory, and other special classifications may be monthly (§ 34:11-4.2) |
Generally half-month; qualifying special classifications may use a monthly schedule (§ 34:11-4.2) |
Pay period must end no more than 10 working days before regular payday (§ 34:11-4.2) |
Regular paydays must be designated in advance; nonwork-day payday moves to immediately preceding workday unless CBA provides otherwise (§ 34:11-4.2) |
Monthly option for bona fide executive, supervisory, and other special classifications; CBA may set a different nonwork-day treatment (§ 34:11-4.2) |
Civil action for wages + up to 200% liquidated damages + court-allowed costs/fees; first-violation good-faith cure possible. Knowing violations also carry criminal and administrative penalties (§§ 34:11-4.9-.10) |
| New Mexico verified 2026-07-12 | New Mexico Wage Payment Act, NMSA 1978 §§ 50-4-1 to 50-4-12; recurring schedule in § 50-4-2 |
Employers of workers paid in New Mexico, including domestic-service employers; livestock and agricultural labor employers remain excluded (§§ 50-4-1, 50-4-2(A)) |
Regular paydays no more than 16 days apart; specified variable-pay and FLSA professional/administrative/executive/outside-sales employees may be monthly (§ 50-4-2(A)-(C)) |
Ordinary schedule uses calendar halves: 1st-15th and 16th-month-end (§ 50-4-2(A)); monthly exceptions require a qualifying classification or written hiring agreement (§ 50-4-2(B)-(C)) |
In-state payroll: first half by 25th, second half by next month's 10th; central payroll outside NM: first half by month-end, second half by next month's 15th (§ 50-4-2(A)) |
Employer must designate regular paydays fixed no more than 16 days apart (§ 50-4-2(A)); no separate schedule-change notice period stated |
Task/piece/commission or other nonfixed pay may be monthly by written hiring agreement, due by next month's 10th; FLSA professional, administrative, executive, and outside-sales employees may be monthly unless a CBA controls (§ 50-4-2(B)-(C)); agriculture/livestock employers excluded (§ 50-4-1(A)) |
Any employee with unpaid earned wages may file a Labor Relations Division wage claim; violating §§ 50-4-1 to -12 is a misdemeanor, with a $250-$1,000 fine for a second or later offense (§ 50-4-10) |
| New York verified 2026-07-12 | N.Y. Lab. Law §§ 190-191, 195, 218 (Article 6, Payment of Wages) |
Private employers; government excluded. § 191 divides manual, railroad, commission-sales, and clerical/other workers; qualifying high-paid executive/admin/professional employees are outside the clerical/other definition (§ 190) |
Manual: weekly (authorized large employer/nonprofit: ≥semimonthly); railroad: weekly; commission salesperson: ≥monthly; clerical/other: ≥semimonthly (§ 191(1)) |
Classification controls: one week for ordinary manual/railroad workers; no more than half-month for clerical/other and authorized manual workers; one month for commission salespersons (§ 191(1)) |
Manual: ≤7 calendar days after workweek; railroad: by Thursday for prior Tuesday-ending week; commissions: generally by last day of month after earned; clerical/other: agreed regular payday, no separate day-count (§ 191(1)) |
Hiring notice must state the regular payday; changes generally require 7 calendar days' written notice unless reflected on the wage statement (§ 195(1)(a), (2)) |
Nonprofit manual workers and commissioner-authorized large employers may use ≥semimonthly pay; collective labor consent required for represented manual workers; high-paid executive/admin/professional workers fall outside 'clerical and other' (§§ 190(7), 191(1)(a)) |
Labor Commissioner compliance order; unpaid wages carry 100% liquidated damages + interest, with added civil penalty for willful/repeat violations; nonpayment-independent violations carry up to $1,000/$2,000/$3,000 by offense count (§ 218) |
| North Carolina verified 2026-07-12 | North Carolina Wage and Hour Act, G.S. 95-25.2(9)-(10), 95-25.6, 95-25.13, 95-25.14(d), and 95-25.22 |
Private employers and employees under the Act's broad employ/employer/employee definitions; State and local government are excluded from the wage-payment provisions, and federal government is excluded (§§ 95-25.2(3)-(5), (11); 95-25.14(d)) |
Monthly is the least frequent ordinary schedule; bonuses, commissions, and other calculated wages may be annual if prescribed in advance (§ 95-25.6) |
Ordinary pay period may be no longer than monthly; qualifying bonus/commission/other-calculation schedule may be annual if prescribed in advance (§§ 95-25.2(10), 95-25.6) |
All accruing wages and tips are due on the regular payday; no separate number of days after period close is stated (§ 95-25.6) |
Written hiring notice must state promised wages and the day/place of payment; policies on promised wages must be written or posted. One-pay-period advance notice applies to changes in promised wages, not expressly to every payday change (§ 95-25.13(1)-(3)) |
No private-industry or exempt-status split for recurring pay; annual option is limited to bonuses, commissions, or other calculated wages prescribed in advance. Public-sector employers are outside the wage-payment provisions (§§ 95-25.6, 95-25.14(d)) |
Employee or Commissioner-requested civil action: unpaid amount + legal interest, ordinarily equal liquidated damages subject to good-faith reduction, possible costs/fees, and a 2-year limitations period (§ 95-25.22) |
| North Dakota verified 2026-07-12 | North Dakota Century Code ch. 34-14; frequency in § 34-14-02 and due-date structure in § 34-14-09 |
Broad employer definition covering listed entities and their agents employing any person in North Dakota; no size or occupation carve-out (§ 34-14-01) |
At least once each calendar month on regular agreed paydays designated in advance (§ 34-14-02) |
No separate maximum pay-period length or structure stated (§§ 34-14-02, 34-14-09) |
Regular payday immediately following the work period in which wages were earned; no fixed day count (§ 34-14-09(1)) |
Regular agreed paydays must be designated in advance; no specific change-notice method or waiting period stated (§ 34-14-02) |
No different recurring schedule by classification or industry in ch. 34-14; Railway Labor Act and contested-CBA claims are excluded from § 34-14-09.1 remedies |
$125-$15,000 administrative claim within 2 years; interest on unpaid wages; double/treble wages for employers with 2/3 prior findings in preceding year; willful refusal is an infraction (§§ 34-14-07, -09, -09.1) |
| Ohio verified 2026-07-12 | Ohio Prompt Pay Act, R.C. 4113.15-.16; criminal penalty at R.C. 4113.99(A) |
Every employer doing business in Ohio; employer includes individuals, firms, partnerships, associations, and corporations, with a limited franchisor exclusion (R.C. 4113.15(A), (D)(4)) |
Default semimonthly; daily/weekly allowed. Longer interval may be customary to a trade/profession/occupation or set by written contract or law (R.C. 4113.15(A)) |
Default half-month periods; no universal maximum because R.C. 4113.15(A) recognizes longer customary, contractual, or legal intervals |
First-half wages due by 1st of next month; second-half wages due by 15th of next month. Alternative customary/contractual/legal lag may apply (R.C. 4113.15(A)) |
Statute supplies 1st/15th default dates; a written contract may establish a different lapse, but no general advance-change-notice period appears in R.C. 4113.15 |
No general exempt/nonexempt split; longer customary trade/profession/occupation interval or written-contract/legal interval allowed; franchisor excluded absent written assumption or atypical control (R.C. 4113.15(A), (D)(4)) |
After 30 days past payday, undisputed unpaid wages carry 6% liquidated damages or $200, whichever greater; violation is a first-degree misdemeanor (R.C. 4113.15(B); 4113.99(A)) |
| Oklahoma verified 2026-07-12 | 40 O.S. §§ 165.1, 165.2, 165.7 |
Every Oklahoma employer; schedule differs for exempt employees and qualifying nonprivate-foundation employees (§§ 165.1, 165.2) |
Ordinary employees ≥2 times each calendar month; exempt and qualifying nonprivate-foundation employees ≥monthly (§ 165.2) |
Twice-calendar-month schedule for ordinary employees; monthly alternative for named categories; no further period structure (§ 165.2) |
Regular payday ≤11 days after pay period ends; employer allowed 3 days after payday to comply (§ 165.2) |
Regular paydays designated in advance; no separate posting or schedule-change notice period stated (§ 165.2) |
Management-level FLSA-exempt workers and qualifying nonprivate-foundation employees may be monthly; public and school employees also monthly outside survey scope (§§ 165.1(3), 165.2) |
Labor Commissioner administrative wage claim/order; remedies cumulative and aggrieved workers may sue privately (§ 165.7) |
| Oregon verified 2026-07-12 | ORS 652.120, 652.125, 652.200, 652.330, 652.990 |
Every employer must maintain a regular payday; § 652.120 states no classification or industry exclusion |
At least every 35 days from start or last regular payday, absent qualifying pre-service written future-date agreement (§ 652.120(1)-(4)) |
No separate earnings-period structure; regular-payday interval ≤35 days (§ 652.120(2)) |
No separate period-close day count; all wages due and owing paid on regular payday, subject to pre-service written future-date agreement (§ 652.120(1), (4)) |
Employer must establish and maintain a regular payday; no general posting or schedule-change notice period stated (§ 652.120(1)) |
No worker-class split in ordinary rule; mutually satisfactory written pre-service agreement may set future payment date (§ 652.120(4)) |
Class A violation; BOLI wage claim/assignment; bond possible after wages remain unpaid 5 days past scheduled payday; wage-action attorney fees (§§ 652.125, .200, .330, .990) |
| Pennsylvania verified 2026-07-12 | Pennsylvania Wage Payment and Collection Law, 43 P.S. §§ 260.1-.12; recurring schedule in §§ 260.3-.4 |
Private employment in Pennsylvania; 'employer' includes persons, firms, partnerships, associations, corporations, receivers/court officers, and their agents/officers (§ 260.2.1) |
No fixed weekly/biweekly/semimonthly/monthly minimum; regular paydays are designated in advance, subject to the lag rule (§ 260.3(a)) |
No express maximum pay-period length; contract or customary trade practice may define the period, but payment after it closes must meet § 260.3(a) |
Written employment contract controls; if silent, customary trade lag; if neither supplies a time, ≤15 days after pay-period end. Overtime may go to the next succeeding pay period (§ 260.3(a)) |
At hiring, notify time/place of payment; notify changes before they occur. Conspicuous posting or an available CBA can satisfy the duty (§ 260.4) |
No general worker-class frequency split; § 260.12 preserves other Pennsylvania acts that impose different wage-payment standards, and a CBA may supply the schedule without waiving statutory floors (§§ 260.4, 260.7, 260.12) |
Private/group suit or Labor & Industry claim; 10% penalty after unanswered agency notice; after 30 days unpaid, 25% or $500 liquidated damages, whichever greater; fees, 3-year limit, and summary criminal penalty (§§ 260.9a-.11.1) |
| Rhode Island verified 2026-07-12 | Rhode Island General Laws Title 28, chapter 14; frequency in § 28-14-2.2 and lag in § 28-14-2 |
Broad private coverage, excluding independent contractors; weekly rule excludes state/political-subdivision and religious, literary, or charitable-corporation employees (§§ 28-14-1(4)-(5), 28-14-2.2(a)) |
Weekly default; workers whose compensation is fixed at a biweekly, semimonthly, monthly, or yearly rate are excepted; Director-approved alternative must pay at least twice monthly (§ 28-14-2.2(a)-(c)) |
Weekly for ordinary employees; no separate maximum stated for the fixed-rate exception; approved petitions may be no less frequent than twice monthly (§ 28-14-2.2(a)-(c)) |
Scheduled payday within 9 days after payroll period ends; inevitable-casualty exception, and if day 9 is a holiday, next business day complies (§ 28-14-2) |
Establish regular payday; notify change at least 3 paydays ahead. Since Jan. 1, 2026, hiring notice must state pay-period days, regular payday, and first payday (§§ 28-14-2, 28-14-12(a)(6)) |
Fixed-rate and specified nonprofit/public workers differ from weekly default; less-frequent-pay petitions require good reason, at-least-twice-monthly predesignated paydays, payroll security, and CBA consent where applicable (§ 28-14-2.2) |
Misdemeanor with at least $400 fine; each missed pay period is separate civil violation. DLT adds 15%-25% of back wages for first violation, 25%-50% for repeat; private action allows unpaid wages and up to 2 times liquidated damages, fees, and costs (§§ 28-14-17, 28-14-17.1, 28-14-19.2) |
| South Carolina verified 2026-07-12 | South Carolina Payment of Wages Act, S.C. Code §§ 41-10-10 to -110 |
Pay-at-designated-time rule covers every employer; hire/change notice excludes private-home domestic labor and employers consistently under 5 workers (§§ 41-10-10, -20, -30, -40) |
No statewide numeric minimum stated; employer chooses and discloses the payment time (§§ 41-10-30(A), -40(D)) |
No maximum continuing-employment pay-period length stated in chapter 10 |
No numeric period-close lag stated; all wages due must be paid at the designated time and place (§ 41-10-40(D)) |
Time/place disclosed in writing at hire or conspicuously posted; most changes require ≥7 calendar days' written notice (§ 41-10-30(A)) |
§ 41-10-30 notice duty excludes private-home domestic labor and employers consistently under 5 workers; no different frequency schedule stated (§ 41-10-20) |
Up to $100 civil penalty per § 41-10-40 violation, each failure separate; employee may recover 3× unpaid wages plus costs and attorney fees (§ 41-10-80) |
| South Dakota verified 2026-07-12 | South Dakota Codified Laws ch. 60-11; recurring schedule in SDCL § 60-11-9 |
Broad definition covering listed entities and their agents employing any person of South Dakota; no size or occupation carve-out in the recurring-pay section (§ 60-11-8) |
At least once each calendar month, unless another law provides otherwise; regular agreed paydays designated in advance (§ 60-11-9) |
No separate maximum pay-period length or structure stated (§ 60-11-9) |
No separate post-period day count; all wages due must be paid on the advance-designated regular payday, at least monthly (§ 60-11-9) |
Regular agreed paydays must be designated in advance; no specific notice period for a later schedule change is stated (§ 60-11-9) |
No classification- or industry-specific alternative in § 60-11-9; another law may provide a different schedule |
Double wages only for oppressive, fraudulent, or malicious refusal; intentional refusal on demand is a Class 2 misdemeanor; DLR may investigate or take an assignment and sue (§§ 60-11-7, -15, -17, -19) |
| Tennessee verified 2026-07-12 | Tennessee Wage Regulations Act, Tenn. Code Ann. § 50-2-103; 2026 Pub. Acts ch. 617 |
Private employments in concerns with 5+ employees; excludes federal, state, and local government employment (§ 50-2-103(b)) |
At least once per month (§ 50-2-103(a)) |
Once-monthly payroll or 2+ pay periods per month; no separate day-count cap stated (§ 50-2-103(a)) |
Monthly: pre-month wages by 5th of succeeding month; 2+ periods: pre-1st wages by 20th and pre-16th wages by next 5th; piece/commission by last day of succeeding month (§ 50-2-103(a)) |
Establish regular paydays and post them in at least 2 conspicuous places visible going to and from work (§ 50-2-103(d)) |
Piece-work and commission compensation earned on/after July 1, 2026: due by last day of succeeding month (2026 Pub. Acts ch. 617) |
Labor Standards Unit wage claim; inspector review and possible penalty assessment after unresolved agency contact |
| Texas verified 2026-07-12 | Texas Payday Law, Tex. Lab. Code ch. 61, especially §§ 61.011-.013, 61.015, 61.051-.053 |
Private employers with ≥1 employee; excludes government, independent contractors, and a worker related to the employer or employer's spouse within the first or second degree (§§ 61.001(3)-(5), 61.003) |
FLSA overtime-exempt employees: at least monthly. All other covered employees: at least twice monthly (§ 61.011(a)-(b)) |
If paid twice monthly, the two pay periods must contain as nearly as possible an equal number of days (§ 61.011(c)); no separate maximum period length for monthly exempt payroll |
No separate after-period day count; payment is due on the designated payday. If not paid on payday for any reason, the employee may request payment on another regular business day (§§ 61.012-.013) |
Employer designates paydays and posts them conspicuously; if none are designated, paydays default to the 1st and 15th (§ 61.012) |
The central split is FLSA overtime-exempt vs. all other employees; commissions and bonuses follow the agreement but must be paid timely under the chapter; no general industry alternative (§§ 61.011, 61.015) |
TWC wage claim within 180 days; order for unpaid wages, plus discretionary bad-faith penalty up to lesser of wages or $1,000. Intentional avoidance after demand can be a third-degree felony (§§ 61.019, 61.051-.053) |
| Utah verified 2026-07-12 | Utah Code §§ 34-28-1, 34-28-3, 34-28-4, 34-28-9 |
Private employment except agriculture/stock-poultry, household domestic service, and employment with an agreement for different payment terms (§ 34-28-1) |
Default at least semimonthly; yearly-salary employees may be monthly; different agreement may displace chapter (§§ 34-28-1, 34-28-3(1)) |
Default period no longer than semimonthly; yearly-salary monthly option (§ 34-28-3(1)(a), (d)) |
Default ≤10 days after period closes; yearly-salary monthly pay by 7th of following month (§ 34-28-3(1)(b), (d)) |
Regular payday designated in advance; hire notice or conspicuous posting of day/place/rate; changes notified before effective (§§ 34-28-3(1)(a), 34-28-4) |
Yearly salary monthly; agriculture/stock-poultry and domestic service excluded; different-payment-term agreement excludes employment from chapter (§§ 34-28-1, 34-28-3(1)(d)) |
Division claim $50-$10,000 within 1 year; 5% of unpaid wages daily up to 20 days, split between employee and administration (§ 34-28-9) |
| Vermont verified 2026-07-12 | Vermont Statutes Annotated Title 21, ch. 5, subch. 2; recurring schedule in 21 V.S.A. § 342(a) |
Any employer with one or more employees doing business in Vermont; no classification-specific schedule in § 342(a)(1)-(2) |
Weekly default; biweekly or semimonthly permitted after notice to each employee (§ 342(a)(1)-(2)(A)) |
Weekly default; biweekly or semimonthly after employee notice; no separate day-length definition (§ 342(a)(1)-(2)) |
Pay wages earned through a day no more than 6 days before payday; CBA may use up to 13 days (§ 342(a)(1)-(2)) |
Give each employee notice before using biweekly or semimonthly pay; no particular method or lead time stated (§ 342(a)(2)(A)) |
CBA-covered workers may have a 13-day earnings cutoff; school employees have a voluntary district-held wage-withholding account (§ 342(a)(2)(B), (3)) |
Private action for twice the value, costs, and fees while wages remain unpaid/improperly paid; DOL complaint may add up to double for willful withholding; employer fine up to $5,000 (§§ 342a, 345, 347) |
| Virginia verified 2026-07-12 | Virginia Code § 40.1-29, current through 2026 c.1040 |
All employers operating a business or engaging domestic service; 'employer' uses the FLSA definition. Executive personnel are excepted from the regular-period/rate establishment clause (§ 40.1-29(A)-(B)) |
Salaried: monthly; hourly: at least biweekly or twice monthly. Two hourly-worker exceptions may be monthly (§ 40.1-29(B)) |
Monthly for salaried workers and qualifying monthly exceptions; otherwise two weeks or half-month for hourly workers (§ 40.1-29(B)) |
No separate post-period day count; compliance turns on established regular periods and the monthly/biweekly/twice-monthly frequency (§ 40.1-29(B)) |
Employer must establish regular pay periods and rates of pay (except for executive personnel); no general advance payday-change notice period stated (§ 40.1-29(B)) |
Monthly option for work-study students and, with each affected employee's agreement, workers earning >150% of Virginia average weekly wage; executive-personnel establishment exception (§ 40.1-29(B)) |
Wages + equal liquidated damages + 8% interest; knowing nonpayment yields triple wages; fees/costs and 3-year period. Good-faith 14-day cure can bar extras for actions begun on/after July 1, 2026 (§ 40.1-29(H), (K), (M), (P)) |
| Washington verified 2026-07-12 | WAC 296-126-023, 296-128-035, and 296-131-010; enforcement under RCW 49.48.082-.083 and 49.52.050-.070 |
Parallel rules cover chapter 49.12 employers/employees, chapter 49.46 coverage, and agricultural labor; WAC 296-126-001 excludes newspaper vendors/carriers, domestic/casual private-home labor, and agriculture from that rule, with other payment-interval rules potentially applying |
At least monthly on an established regular payday (WAC 296-126-023(3); parallel WAC 296-128-035 and 296-131-010) |
Monthly; allowed period types are daily, weekly, biweekly, semimonthly, or monthly (WAC 296-126-023(2)-(3)) |
Submonthly period: ≤10 calendar days. Monthly system may roll last 7 days to next payday. Delayed-calculation overtime due by regular payday following the next period (WAC 296-126-023(4)-(6)) |
Employer establishes a specific regular payday; electronic wages must be available that day, mailed checks timely postmarked. No general advance-change notice period in the interval rule (WAC 296-126-023(2), (7)) |
Agriculture uses parallel WAC 296-131-010; chapter 49.46 workers use parallel WAC 296-128-035. Qualifying CBA may supersede details but regular wages remain at least monthly; more-favorable federal interval controls |
L&I complaint reaches 3 years: wages + 1% monthly interest and willful state penalty. Willful deprivation may support private 2× wages + costs/fees under RCW 49.52.050, .070 |
| West Virginia verified 2026-07-12 | West Virginia Wage Payment and Collection Act, W. Va. Code §§ 21-5-1 to 21-5-14; implementing rule, W. Va. Code R. tit. 42, ser. 5 |
Every person, firm, or corporation doing business in West Virginia and its employees; independent contractors are excluded, and railroad companies follow a separate schedule (§§ 21-5-1(b), (m)-(n), 21-5-2, 21-5-3(a)) |
At least twice each month, with no more than 19 days between paydays (§ 21-5-3(a); W. Va. Code R. § 42-5-7.2) |
Employer must establish a pay period, but no separate maximum period length or calendar-half structure is stated; the 19-day payday gap and wage-due cutoff control (W. Va. Code R. §§ 42-5-4.1, 42-5-7.2) |
Each regular payday must include at least all wages earned through the twelfth day immediately preceding that payday (§ 21-5-1(i)) |
Establish the payday and notify employees in writing or by accessible posting; give an affected employee written notice at least one full pay period before changing the pay period or payment time (W. Va. Code R. § 42-5-4.1-.2) |
Approved special agreement may permit less frequent pay, but never less than monthly; railroads owe first-half wages by the next month's 1st and second-half wages by the next month's 15th (§§ 21-5-1(f), 21-5-2) |
Employee may request a Division investigation; employee or Commissioner may sue to collect unpaid wages, and a court awarding judgment may assess costs and reasonable attorney fees (§§ 21-5-11 to 21-5-12; W. Va. Code R. § 42-5-10) |
| Wisconsin verified 2026-07-12 | Wisconsin Wage Payments, Claims and Collections law, Wis. Stat. §§ 109.01, 109.03, 109.11 |
Employers with 1+ Wisconsin workers, including government/nonprofits; employee definition excludes owners, specified entity officials, contractors, and named confidential/managerial/sales roles (§ 109.01) |
Generally monthly; logging/farm quarterly; special statutory alternatives include annual fire/EMS and voluntary 12-month school pay (§ 109.03(1)) |
Generally ≤31 days; logging/farm regular quarterly intervals; other listed arrangements may differ (§ 109.03(1)) |
Ordinary payday must include wages earned through a date no more than 31 days earlier; unpaid employee may demand payment after 6 days (§ 109.03(1)) |
No general advance designation, posting, or schedule-change notice rule stated; statute refers to the time fixed for payment (§ 109.03(1)) |
Logging/farm; valid CBA; voluntary 12-month school pay; specified UW/comp-time workers; part-time fire/EMS at least annually (§ 109.03(1)) |
Direct action for wages; court may add up to 50% or 100% depending on DWD investigation stage; willful misconduct may bring $500/90-day criminal penalty (§§ 109.03(5), 109.11) |
| Wyoming verified 2026-07-12 | Wyoming Statutes § 27-4-101; industry-limited semimonthly schedule, with penalty in § 27-4-103 |
Railroad, mine, refinery, oil/gas prospecting or production and incidental work, factory, mill, or workshop employers; agriculture exempt (§ 27-4-101(a), (c)) |
Covered industries: semimonthly on fixed 1st/15th deadlines; other private employers: no general state minimum (§ 27-4-101(a)) |
Covered industries use first half ending on 15th and last half ending at month-end; no general structure outside coverage (§ 27-4-101(a)) |
First-half wages due by 1st of next month; last-half wages by 15th; nonwork-day payday moves to preceding workday (§ 27-4-101(a)) |
Covered employer must establish regular statutory paydays and post the law in at least 2 conspicuous employee-visible places (§ 27-4-101(a)) |
Agriculture exempt; other unlisted industries outside schedule; labor-dispute suspension or temporary layoff paid next regular payday (§ 27-4-101(c)-(d)) |
Violation is misdemeanor: up to $750 fine, up to 6 months jail, or both; DWS may take claims up to 2 months' wages and $200/day may follow disobedience of payment order (§§ 27-4-103, -502, -504) |
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