California: Pay Frequency and Wage-Payment Lag Requirements

Requirements one by one

The ordinary twice-monthly schedule

Section 204(a) says ordinary wages are due "twice during each calendar month"
on regular paydays chosen in advance. It then supplies the payment windows:
work from the 1st through the 15th must be paid between the 16th and 26th of
that same month, and work from the 16th through month-end must be paid between
the 1st and 10th of the next month.

For example, an employer using the statutory half-month periods could pay work
performed July 1-15 on July 26 and work performed July 16-31 on August 10.
Those are the outer edges of the statutory windows, not extra days that may be
added to a later employer-created payday.

Frequency and lag are separate tests

Section 204(d) expressly approves weekly, biweekly, and semimonthly payrolls
when wages are paid "not more than seven calendar days following the close of
the payroll period." A biweekly schedule therefore needs both a lawful
frequency and a payday no more than seven calendar days after each period ends.
Section 204(b) separately allows wages for labor beyond the normal work period
to be paid by the payday for the next regular payroll period.

Posting the regular payday

The schedule cannot be left informal. Section 204(a) requires the regular
paydays to be designated in advance, and § 207 requires a conspicuous workplace
notice stating the regular paydays plus the time and place of payment. The
quoted statutes do not create a separate waiting period for changing a payday;
they require an advance designation and a current posted notice.

Alternative schedules for particular workers

The monthly-salary option in § 204(a) is limited to qualifying executive,
administrative, and professional employees covered by the federal overtime
exemption, and the employer must pay the entire month's salary by the 26th,
including the portion not yet earned between payday and month-end. Section
204.1 separately allows monthly payment of vehicle-dealer commissions.

Section 205 uses a different industry split. Boarded and lodged workers in the
listed agricultural, stock or poultry, and household-domestic employments may
be paid monthly, with no more than 31 days between paydays. But a farm labor
contractor must use at least weekly payroll and include wages earned through
the fourth day before payday.

Penalty and enforcement

Under § 210(a), the initial failure to pay as required carries a $100 penalty
for each affected employee. A later violation, or any willful or intentional
violation, carries $200 per affected employee plus 25% of the amount unlawfully
withheld. Section 210(b) allows the employee to recover the statutory penalty
through the § 98 process or the Labor Commissioner to issue a civil citation;
subsection (c) prevents duplicative recovery of this penalty and a PAGA civil
penalty for the same violation.

What trips people up

A semimonthly payroll is not the same as every two weeks. Semimonthly means two
pay periods in a calendar month; biweekly means every two weeks and produces 26
paydays in a typical year. California permits both, but an employer using the
biweekly option must still meet § 204(d)'s seven-calendar-day lag limit.

The monthly option is not a general choice for every salaried employee. The
text limits it to the specified executive, administrative, and professional
employees covered by the federal overtime exemption, and it requires the full
month's salary to be paid by the 26th.

This recurring-pay rule does not answer when a final paycheck is due after a
job ends. Sections 201 and 202 govern separation pay and are outside this
page's scope; an employer should not carry the ordinary twice-monthly schedule
over to a termination without checking those separate deadlines.

Common questions

Can a California employer use biweekly payroll?

Yes. Section 204(d) expressly permits a biweekly payroll if wages are paid no
more than seven calendar days after the payroll period closes.

Can overtime appear on the following paycheck?

Section 204(b) says wages for labor beyond the normal work period may be paid
no later than the payday for the next regular payroll period. That is a narrow
timing rule for the excess-hours component, not permission to delay the rest of
the employee's ordinary wages.

Does the employer have to post the payday?

Yes. Section 207 requires a conspicuous notice specifying the regular paydays
and the time and place of payment.

Statutes and sources

• Cal. Lab. Code § 204(a)-(d). General twice-monthly schedule, fixed
  payment windows, exempt-salary monthly option, excess-hours timing, CBA
  alternative, and seven-day lag rule. Official text
  (accessed July 12, 2026).
• Cal. Lab. Code § 204.1. Monthly vehicle-dealer commission schedule.
  Official text
  (accessed July 12, 2026).
• Cal. Lab. Code § 205. Monthly boarded-worker and weekly farm-labor-
  contractor schedules. Official text
  (accessed July 12, 2026).
• Cal. Lab. Code § 207. Posted regular-payday notice. Official text
  (accessed July 12, 2026).
• Cal. Lab. Code § 210. Per-employee penalties and enforcement routes.
  Official text
  (accessed July 12, 2026).
• Cal. Lab. Code § 220. Public-employer exclusions and private-employment
  coverage. Official text
  (accessed July 12, 2026).