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Wage Payment Timing in Alabama (AL)

Alabama currently has no general laws regulating the timing of wage payments to private sector employees.

Wage Payment Timing in Alaska (AK)

Employers in Alaska are generally required to pay wages to employees monthly or semi-monthly, at the election of the employee, unless the employer and employee agreed to monthly pay periods in an annual initial contract.

Notice Requirements

At the time of hire, employers must notify employees in writing of the day and place of wage payments, and the wage rate. 

• If employers make any changes to these terms, employees must be notified before the changes become effective, such as by conspicuously posting a statement at or near the place of work where it can be seen by employees.

For more information, please see the Alaska Statutes (§§ 23.05.140; 23.05.160).

Wage Payment Timing in Arizona (AZ)

Employers are required to pay wages in Arizona as follows:

• Employers are generally required to pay employees at least twice in a month, no longer than 16 days apart.
• Employers must pay employees all wages due up to the payday, except that wages for no more than 5 days of labor may be withheld.  
• If a holiday falls on a scheduled payday, the employer must pay its employees on or before the scheduled payday.
• Overtime pay must be paid no later than 16 days after the end of the most recent pay period.

Note: Employers may pay professional, administrative and executive employees, outside salespersons and certain supervisors once per month, but only if the principal place of business is located outside Arizona and the payroll system is centralized outside of the state.

Electronic Wage Payments

Arizona law permits employers to pay employees' wages electronically if they choose to do so. Specifically, if an employer offers the option for direct deposit of wages but an employee does not designate a financial institution, the employer can deposit the employee's wages on each payday to a "payroll card account," an account established through the employer to which electronic fund transfers of an employee's wages are made on a recurring basis.  
 
If an employee's wages are paid to a payroll card account:

• The employer must furnish a written or electronic statement of the employee's earnings and withholdings;
• The payroll card account plan must entitle the employee to one free withdrawal for each deposit of wages per pay period (but not more frequently than once per week); and 
• Employers must provide a list of all fees associated with the use of an employer-provided payroll card account to those employees using a payroll card account.

For more information on Arizona's wage payment law generally, please click here.

Wage Payment Timing in Arkansas (AR)

All corporations doing business in Arkansas who employ any salespersons, mechanics, laborers, or other servants for the transaction of their business must pay employees' wages semimonthly.

Corporations with an annual gross income of $500,000 or more can pay their management and executive employees who are exempt under the Fair Labor Standards Actonce each month, if these employees are paid more than $25,000 in gross wages annually.

All corporations doing business in Arkansas that employ any salespersons, mechanics, laborers, or other servants for the transaction of business must pay employees' wages no less frequently than semimonthly.

For more information, please see the Arkansas Code (§ 11-4-401).

California Wage Payment Timing

Several federal laws regulate wage payments, including the Fair Labor Standards Act (FLSA), the Davis-Bacon Act and the Service Contract Act. California law also imposes state wage payment requirements. When federal and state laws are different, the law that is more favorable to the employee will apply.

Several federal laws regulate wage payments, including the Fair Labor Standards Act (FLSA), the Davis-Bacon Act and the Service Contract Act. California law also imposes state wage payment requirements. When federal and state laws are different, the law that is more favorable to the employee will apply. The Division of Labor Standards Enforcement (DLSE), part of the California Department of Industrial Relations, enforces wage payment standards throughout the state.

Frequency of Payment

California law requires employers to pay wages in lawful United States currency with cash, check, direct deposit (requires voluntary employee authorization), pay card (such as a pre-paid debit card) or any other means of payment that pose no cost to the employee.

Employers must pay employee wages at least twice per month, on established, regular paydays.

• Work between the 1st and the 15th day of the month must be paid between the 16th and 26th day of that same month
• Work between the 16th and the last day of the month must be paid between the 1st and 10th day of the following month

Employers are permitted to pay wages at earlier days or at more frequent intervals.

Exceptions

Frequency-of-payment regulations do not apply to all types of wages. For example, overtime wages must be paid by the following regular period’s payday and wages paid due to layoff, temporary work, employee resignation and commissions may be paid at different times.

In addition, certain employees are exempt, including:

• Salaried executive, administrative and professional employees covered by the FLSA (may be paid once per month, on or before the 26th day of the month during which the labor was performed if the entire month’s salaries, including the unearned portion between the date of payment and the last day of the month, are paid at that time);
• Employees covered by a valid collective bargaining agreement;
• Employees paid on a weekly basis;
• Licensed vehicle dealer employees (may be paid once per month on a day designated in advance by their employers);
• Domestic and agricultural employees (may be paid once per month on a previously determined payday, if they receive board and lodging from their employers; paydays may not be more than 31 days apart). “Agricultural employees” includes individuals who work with crops, vineyards, stock and poultry. However, those employed by farm labor contractors do not qualify for this exception. Farm labor contractors must pay wages at least once per week.

Regular Pay Day Notice

California law requires employers to post a notice, conspicuously and in a place where employees frequently pass by and can see it, indicating the date, time and place of payment (if applicable). Failure to post this notice will be considered prima facie evidence of a wage payment violation.

Payroll Deposit

Employers in the following industries are required to maintain a deposit in a bank or other financial institution of sufficient size and liquidity to cover all of their payroll obligations:

• Mining (except for petroleum, persons with a free and unencumbered title to the property and partners of a mining partnership);
• Logging (logging and sawmill operation contractors, except for persons with a free and unencumbered title to the property);
• Door-to-door selling or telephone solicitation; and
• Theatrical enterprises (except persons with a free and unencumbered title to the property on which the theatrical enterprise is produced). A theatrical enterprise is the production of any circus, vaudeville, carnival, revues, variety shows, musical comedies, operettas, opera, drama, theatrical, endurance contest, walkathon, marathon, derby or other entertainments, exhibitions or performances.

Employers subject to the payroll deposit requirement must display a notice that indicates the name and address of the bank or trust company that holds the payroll deposit. Failure to display this information in a conspicuous place will be considered prima facie evidence of a violation.

Reimbursements for Business Expenses

State law requires employers to reimburse their employees for all necessary expenditures or losses the employees incur as a direct consequence of the discharge of their duties, or when they follow employer instructions. This requirement applies even for unlawful acts, unless employees know the instructions are unlawful at the time they receive them.

Unpaid reimbursements are subject to accrued interest if the matter is resolved in a court of law. Interest will accrue from the date on which the expense was incurred.

Disputed Wages

If a dispute over the amount of wages due to an employee arises, employers must pay any undisputed amount according to the requirements described above. An employee that accepts undisputed wages does not waive any right to pursue collecting the disputed portion.

If the DLSE determines any wages are owed to the employee, it will issue a notification to the employer. Employers must pay those wages within 10 days of receiving a notification. Employers that are able but willfully fail to pay these wages within the 10-day period may be required to pay three times the amount of any damages, in addition to any other applicable penalty.

Wage Payment Requirements in Colorado (CO)

Payment Frequency

Employers must pay employee wages at least once per month, or every 30 days, on established paydays. In general, regular paydays must be within 10 calendar days after the end of a pay period. However, Colorado law does not restrict employers from paying wages earlier or at more frequent intervals. In addition, employers and their employees may agree to different pay schedules.

However, employers may be subject to sanctions if they lack sufficient funds to allow their employees to redeem their wages in full at least twice within any 24-month period.

Withholdings and Deductions

Employers may not withhold all or a portion of an employee’s wages unless the withholding or deduction is:

• Authorized by law;
• Authorized by the employee; or
• Necessary to replace losses resulting from employee theft.

More Information

Please visit the Colorado Department of Labor and Employment for more information. 

Wage Payment Requirements

Employers are required to pay wages in Delaware as follows:

• Employers are generally required to pay employees at least once in a calendar month on regular paydays designated in advance. 
  • Employees must receive payments within 7 days from the end of a pay period.  
• When a regular payday is not on a workday, employers must pay employees on the previous workday.  
• If a payday falls on a day within a pay period which is no longer than 16 days, an employer may delay the following payments until the next payday: 
  • Overtime pay;
  • Pay for employees hired or who resume employment during the pay period; or
  • Pay for part-time or temporary employees whose work times vary.     

Notice Requirements

Employers of 4 or more employees are required to:

• Notify employees in writing at the time of hire of:
  • Rate of Pay
  • Day, hour and place of payment
  • Employer's fringe benefits and policies    
• Notify employees in writing of any reductions in the rate of pay, and any changes in the day, hour or place of payment, or benefits.

Furnish each employee with a pay statement showing:

• Amount of wages due
• Pay period covered by the payment
• Amounts of deductions (separately specified) which have been made from the wages
• Total number of hours worked in the pay period (for employees who are paid on an hourly rate) 

Wage Theft

Effective since Oct. 11, 2022, Senate Bill (SB) 35 defines wage theft in the state and provides specific enforcement penalties. The Delaware Legislature stated that SB 35 is aimed to curtail “under the table” payments and thereby protect employees. The law also provides key definitions of what constitutes wages and who qualifies as an independent contractor.

In Delaware, employers may be charged with wage theft if they: 

• Employ individuals without reporting their employment to all appropriate government agencies and fail to pay all applicable taxes and fees for these individuals;
• Fail to properly withhold employee state and federal taxes;
• Fail to forward money withheld from employee wages to the appropriate state or federal agency within seven days of the applicable pay period;
• Fail to comply with minimum wage requirements;
• Misclassify workers as independent contractors to avoid wage, tax or workers’ compensation obligations; or
• Knowingly conspire to assist with, advise on or facilitate wage theft.

SB 35 defines independent contractors as individuals who: 

• Perform work in a personal capacity;
• Do not employ anyone other than their spouse, child, parent or sibling;
• Control the means and manner of performing their work;
• Furnish their own tools and equipment to do the work; and
• Exercise total control over the management and operations of their business. 

Employers found to be guilty of a wage theft charge will be ordered to pay restitution to affected employees. In addition, wage theft in Delaware is punishable by civil fines of up to $20,000 and Class E felony charges.

More Information 

For more information, please visit the Delaware Division of Industrial Affairs website.

District of Columbia Wage Payment Timing

Employers in the District of Columbia are generally required to pay wages at least twice monthly on designated days. Bona fide administrative, executive, and professional employees (those employees employed in a bona fide administrative, executive, or professional capacity, as defined in 7 DCMR Section 999.1) must be paid at least once per month.

An interval of not more than 10 working days may elapse between the end of the pay period covered and the regular payday designated by the employer (except where a different period is specified in a collective agreement between an employer and a bona fide labor organization). Where, by contract or custom, an employer has paid wages at least once each calendar month, it may lawfully continue to do so.

For more information, please click here.

Wage Payment Requirements in Florida (FL)

Wage Payment Timing in Georgia (GA)

Employers in Georgia are generally required to pay employees at least twice each month, on dates which are determined by the employer and which divide the month into at least 2 equal periods. 

Note: Employers of certain employees, including officials, superintendents, or other heads or subheads of departments who may be employed by the month or year at stipulated salaries, are exempt from these requirements.

For more information, please see the Georgia Code (§ 34-7-2).

Wage Payment Timing in Hawaii (HI)

Employers in Hawaii are generally required to pay employees at least twice in a calendar month on paydays designated in advance, and payment must be made within 7 days after the end of pay periods. 

• The director of the state Department of Labor and Industrial Relations may permit employers to establish monthly pay periods or pay earned wages within 15 days after the end of a pay period.

Note: Payment may be made monthly on a regularly scheduled basis if elected by a majority of the employees or a majority of the employees in a collective bargaining unit in a secret ballot election under procedures approved by the state Director of Labor and Industrial Relations. Such elections are valid for 2 years.

Wage Notification Requirements

Every employer must furnish each employee at every pay period a legible printed, typewritten, or handwritten notice showing the employee's:

• Total hours worked;
• Overtime hours;
• Straight-time, overtime, and other compensation;
• Total gross and net compensation;
• Amount and purpose of each deduction;
• Date of payment;
• Pay period covered; 
• Employee’s name;
• Employer’s name, address, and telephone number;
• Any other compensation, including allowances, if any, claimed as part of the minimum wage; and
• Applicable rates and bases of pay (whether paid by the hour, shift, day, week, salary, piece, commission, or other basis), including overtime rate or rates of pay.  For employees paid a piece rate, the record must indicate the applicable piece rate or rates of pay, and the number of pieces completed at each piece rate.

You may read the text of the law by clicking here.

Wage Payment Timing in Idaho (ID)

Employers are generally required to pay wages in Idaho as follows:

• Employers are required to pay wages at least once each calendar month on regular paydays designated in advance by the employer. 
• Payment must be made within 15 days of the end of a pay period. 
  • The Director of the state Department of Labor may permit an employer to withhold payment of wages for a longer period of time under certain circumstances.
   
• When a regular payday occurs on a non-working day, wages must be paid the previous workday.

For more information, please click here.

Illinois Wage Payment Requirements

Several federal laws regulate employee wage payment requirements, including the Fair Labor Standards Act (FLSA), the Davis-Bacon Act and the Service Contract Act. In Illinois, these requirements are regulated by the Illinois Wage Payment and Collection Act (IWPCA). The Illinois Department of Labor (IDOL) investigates violation claims and enforces these requirements throughout the state.  

Wage Payments

Under the IWPCA, employers must pay their employees at least semi-monthly or bi-weekly no later than 13 days after the end of the pay period in which payable wages were earned. However, employers may pay executive, administrative and professional employees monthly. Commissions may also be paid once a month.

Upon employee request, employment or labor placement agencies must make either weekly or semi-monthly wage payments if employees earn a daily wage “in the ordinary course of business.”

Employment and labor placement agencies that make daily wage payments must provide written notification to all daily wage payment employees of the right to request weekly or semi-monthly checks. These employers may provide this notice by conspicuously posting the notice at the location where the wages are received by the daily wage employees. Weekly pay must be provided no later than seven days after the end of the week in which payable wages were earned and daily pay no later than 24 hours after the day on which payable wages were earned.

Permissible Deductions from Employee Compensation

Employers are prohibited from making any deduction from their employee’s wages or final compensation, unless the deduction is:

• Required by law;
• For the employee’s benefit;
• Made with the employee’s express written consent, given freely at the time the deduction is made;
• Required by a wage assignment or deduction order; or
• For the repayment of an outstanding debt with certain governmental organizations.

Before deducting any amount of an employee’s wages for the repayment of a debt to a governmental organization, the employer must receive proof that the employee:

• Had an opportunity to dispute the debt;
• Received notice of a wage deduction order; and
• Had an opportunity to contest the order.

When making these deductions, an employer can withhold no more than 25% of the net amount of the employee’s wages. The maximum deduction amount may be reduced to 15% for a debt owed to communities with populations of less than $500,000.

If the legitimacy of a deduction is in question, an employer may withhold funds after notifying the IDOL of the deduction and its justification. The employer will then have to follow any instructions it receives from the IDOL.

In case of a dispute over wages, an employer must pay any undisputed compensation without condition and within the time frame set by the IWPCA. An employee’s acceptance of this partial payment is not a waiver of his or her right to pursue the balance by legal means.

Expense Reimbursements

Employers must reimburse employees for work expenses that are primarily for the benefit of the employer. To determine whether an expense is “to the primary benefit of the employer,” employers must consider:

• Whether the employee has any expectation of reimbursement;
• Whether the expense is required or necessary to perform the employee's job duties;
• Whether the employer is receiving a value that it would otherwise need to pay for;
• How long the employer is receiving the benefit; and
• Whether the expense is required of the job.

No single factor is dispositive in this analysis. The main focus of this analysis is “the extent to which the expense benefits the employer and its business and business model.”

State law allows employees to file a claim against their employers with IDOL if employers fail to respond to a request for reimbursement or inform their employees that they are not entitled to seek reimbursement for a reimbursable expense.

Employers that fail to reimburse their employees during the course of employment must include unpaid reimbursable expenses in their employee’s final payment.

Finally, under state law, employers must maintain for at least three years a record of:  

• All policies regarding reimbursement;
• All employee requests for reimbursement;
• Documentation showing approval or denial of reimbursement; and
• Documentation showing actual reimbursement and supporting documents.

Employers that through direct authorization or practice allow for reimbursement amounts in excess of their written expense reimbursement policies, specifications or guidelines may be found liable for (and ordered to pay) full reimbursements if a claim is filed.

Iowa Wage Payment Requirements

Several federal laws regulate wage payments, including the Fair labor Standards Act (FLSA), the Davis-Bacon Act and the Service Contract Act. The Iowa Wage Payment Collection Law (IWPCL) also imposes state wage payment requirements. When federal and state laws are different, the law that is more favorable to the employee will apply.

The Labor Services Division (LSD), part of the Iowa Workforce Development Department, enforces wage payment standards throughout the state.

Method of Payment

The IWPCL requires employers to pay wages in lawful U.S. currency. Generally acceptable means of payment include cash, check, direct deposit and pre-paid debit card.

Employers can use direct deposit to pay employee wages only after obtaining their employees’ written consent. Employers can require the direct deposit of wages as a condition of employment for employees hired after July 1, 2005, if:

• Employees are able to select where the funds will be deposited;
• The costs associated with opening and maintaining an account to receive direct deposit do not reduce employee wages below the minimum wage rate;
• Employee accounts are not charged for receiving direct deposit; and
• Direct deposit is not prohibited by a collective bargaining agreement.

The use of pre-paid debit cards is authorized in Iowa if employees agree to this method of payment in writing, the funds are available to the employees on or before each payday and employees can access the entire deposit amount at least once without any fee or surcharge.

The IWPCL requires employers to mail employee wages only if they receive a written request.

Frequency of Payment

Employers must pay employee wages at least once per month, but can also choose to do it semimonthly, biweekly or at shorter intervals. Employers must pre-determine the frequency of paydays. Regular paydays must generally be within 12 business days after the end of the period in which the wages were earned.

The IWPCL allows employers to observe different payment intervals if they reach and keep a record of a different agreement with their employees.

Wage Statements

Employers must provide a wage statement (pay stub) to each employee on every payday. The wage statement must show:

• The hours the employee worked;
• The wages earned by the employee; and
• The deductions made from that payment of wages.

This requirement does not apply to employees who are exempt from overtime wage laws under the FLSA, unless the employer has established a policy to pay exempt employees overtime wages, a bonus or other form of compensation based on the number of hours worked.

Employers can provide electronic wage statements to their employees as long as employees have free and unrestricted access to a printer if they ever chose to make a hard copy of the statement.

Wage Payment Timing in Kentucky (KY)

Employers in Kentucky are generally required to pay employee wages at least semi-monthly within 18 days after the wages are earned. 

• Employees who are absent on a payday must be paid within 6 days of their request.

Note: Executive, administrative, supervisory and professional employees, as well as outside salesmen and outside collectors, are not covered by the wage payment timing law.

For more information, please click here.

Louisiana Wage Payment Timing

Louisiana generally does not require employers to pay employee wages after any certain amount of time. However, if employers fail to designate pay periods, they must pay wages as close as possible to the first and 16th days of each month. Exceptions include:

• Executive, administrative, supervisory, professional and other employees who are exempt under the Fair Labor Standards Act, who are not covered by these provisions; and
• Employers of 10 or more employees in the manufacturing or mining industries or in boring for oil, who must pay wages biweekly or semimonthly.  Pay periods must be as close as possible to 2 weeks apart and must be made within 10 days of the end of a pay period.

Notice Requirement

Employers must post a notice of the employer's duty to inform employees of their wage rate, frequency and manner of payment, any changes to the foregoing and how to resolve complaints. 

For more information, please click here.

Maine Wage Payment

Employers are required to pay wages in Maine as follows:

• Employers are generally required to pay employee wages on a designated day or at regular intervals no longer than 16 days.
• The wages paid must include all wages earned to within 8 days of the payday. 
• If the pay period is fewer than 16 days, the employer cannot lengthen the pay period without first providing employees 30 days' written notice in advance of the change. (Note: Under a new law, wages must be paid on an established day or date at regular intervals made known to the employee. The interval may not be increased without written notice to the employee at least 30 days in advance of the increase—regardless of whether the interval is fewer than 16 days. The law is effective 90 days after the adjournment of the 128th Maine Legislature, First Regular Session. Click here for updates regarding adjournment. The text of the law is available by clicking here.)
• Employees absent from work on a payday must be paid at any time at their request. (Note: Under a new law, an employee who is absent from work at a time fixed for payment must be paid as if the employee was not absent. The law is effective 90 days after the adjournment of the 128th Maine Legislature, First Regular Session. Click here for updates regarding adjournment. The text of the law is available by clicking here.)

Note: Salaried employees who work in a bona fide executive, administrative or professional capacity are generally not covered by the wage payment timing law.

Direct Deposit 

Beginning Oct. 18, 2021, employers in Maine are prohibited from charging a fee to their employees when they opt to receive their wages through direct deposit. 

More Information

Please contact the Maine Department of Labor  for more information.

Maryland Wage Payment Timing

• Employers in Maryland are generally required to pay employee wages at least biweekly (every other week) or twice per month. Payments must be made on regular paydays.
• If the regular payday falls on a weekend or holiday, wages must be paid by the workday before the weekend or holiday.
• Executive, administrative and professional employees may be paid less frequently.

For more information, please click here.    

Each pay period, employers must provide their employees with a state of their gross earnings and deductions for that period. Wage statements may not include the employee's Social Security number.  

Notice of Sick and Safe Leave Balance 

Under the state sick and safe leave law, when wages are paid to an employee, the employer must provide in writing (by any reasonable method) a statement regarding the amount of earned sick and safe leave that is available for use by the employee. An employer may satisfy this requirement by providing an online system through which an employee may ascertain the balance of his or her available earned sick and safe leave.

Click here for more details. Note that certain smaller employers are only required to provide unpaid earned sick and safe leave. 

For more information please visit the Maryland Department of Labor.

Wage Payment Timing in Massachusetts (MA)

Employers in Massachusetts generally must pay employee wages weekly or biweekly, as follows:

• Employees who work 5 or 6 days per week, as well as salaried employees, must receive wages within 6 days of the end of a pay period.
• Employees who work 7 days per week and those who work fewer than 5 days per week must receive their wages within 7 days of the end of a pay period.
• Executive, administrative and professional employees, and employees whose salaries are regularly paid on a weekly basis or at a weekly rate for a work week of substantially the same number of hours from week to week, may elect to be paid monthly. 
  • In any event, these wages must be paid within 6 days from the termination of the pay period.
   
• If an employee is absent on a payday, the employee must be paid on demand.

For more information, please click here.

Wage Payment Timing in Michigan (MI)

Employers in Michigan are generally required to pay employee wages on a regular basis: weekly, bi-weekly, semi-monthly or monthly.

For more information, please click here.

Minnesota Wage Payment Timing

Employers in Minnesota are generally required to pay employee wages (salary, earnings and gratuities) at least every 31 days on a regular payday established by the employer in advance, regardless of whether the employee requests payment at longer intervals. 

• Wages earned in the first half of an employee's first 31 days of work must be paid by the first regular payday after the employee begins work, unless paid earlier.
• Commissions must be paid at least once every three months.
• Schools may pay their employees in accordance with the terms and conditions of an applicable contract, collective bargaining agreement, or personnel policy.
• Employers with employees in employment of a transitory nature (such as work on roads, highways, sewers, or ditches; clearing land; or production of forest products or other work that requires the employee to change residences) must pay wages at least every 15 days. 

For more information, please click here.

Wage Payment Timing in Mississippi (MS)

Mississippi currently has no general laws regulating the timing of wage payments to private sector employees.

Special Rules for Employers in Certain Industries

Employers engaged in manufacturing of any kind with 50 or more employees must pay wages at least once every 2 weeks, twice a month, or on the second and fourth Saturdays of each month. Payment must be made within 10 days after the end of the pay period. Executive, administrative and professional employees are not covered by this requirement.

For more information, please see the Mississippi Statutes (§ 71-1-35).

Wage Payment Requirements

In general, employers must pay employee wages at least twice per month on established paydays, designated in advance by the employer. Employers can establish regular paydays once per month for executive, administrative and professional employees, sales personnel and other employees paid on commission (in whole or in part).

Regular paydays must generally take place within 16 calendar days after the end of each regular pay period. If a payday falls on a weekend, holiday or other non-working day, employers must pay wages on the working day immediately prior to the non-working day.

Manufacturing employees, including plate glass manufacturing employees, must receive their full wages every 15 days, within 5 days of the end of the pay period. Executive, administrative, professional and commissioned employees, as well as salespersons, may be paid on a monthly basis at the option of the employer.

Pay Statements

Employers must provide each employee with at least a monthly statement that shows all deductions taken from the employee’s wages for the period.

Wage Payment Timing in Montana (MT)

Employers are required to pay wages in Montana as follows:

• Employers are generally required to pay employee wages within 10 business days of the end of a pay period. 
• If there is not an established time period or time when wages are due and payable, the pay period is presumed to be semimonthly in length.
• Employees who submit timesheets after an established due date for processing, and are not paid within the 10-day period, may be paid the following pay period.

For more information, please click here.

Wage Payment Timing in Nebraska (NE)

Employers in Nebraska are required to pay wages on regular days, whether determined by the employer or agreed upon by the employer and the employee. 

• An employer that changes the payday must give 30 days' written notice to employees before implementing the change.

For more information, please visit the Nebraska Wage Payment and Collection Act (§ 48-1230).

Law Requires Employers to Provide Wage Statement to Certain Employees 

Under the Nebraska Wage Payment and Collection Act, on each regular payday, the employer must deliver or make available to each employee (by mail or electronically) or must provide, at the employee’s normal place of employment during employment hours for all shifts, a wage statement showing (at a minimum) the:

• Identity of the employer;
• Hours for which the employee was paid;
• Wages earned by the employee; and
• Deductions made for the employee.

However, the employer need not provide information on hours worked for employees who are exempt from overtime under the federal Fair Labor Standards Act, unless the employer has established a policy or practice of paying to (or on behalf of) exempt employees overtime, or bonus or a payment based on hours worked. In such instances, the employer must send or otherwise provide a statement to exempt employees showing hours worked or the payments made.

Click here to read the text of the law.

Wage Payment Timing in Nevada (NV)

Employers in Nevada are generally required to pay employee wages at least semi-monthly as follows:

• Wages that employees earned prior to the start of a month must be paid by 8:00 a.m. on the 15th day of the following month.  Wages earned prior to the 16th day of a month must be paid by 8:00 a.m. on the last day of the month. 
  • Employers and employees may agree on a more frequent pay schedule and an alternate place of payment, but not as a condition of employment.
   
• If an employee is absent on a payday, the employee must be paid within 5 days of a written request.

Note: If employers have their principal place of business and their payroll prepared outside the state, they may designate one or more paydays each month for executive, administrative, professional or supervisory employees, or outside salespersons (except with respect to employees whose wages are determined pursuant to collective bargaining agreements).

Notice Requirements

Employers must post notices in 2 places that inform employees of established paydays and the place of payment, and must give employees written notice 7 days in advance of any changes in the payday or place of payment.

For more information, please see the Nevada Statutes (§§ 608.060–.080).

New Hampshire Wage Payment

Employers are required to pay wages in New Hampshire as follows:

• Unless otherwise approved by the New Hampshire Department of Labor, employers must pay wages on a weekly or biweekly basis.
• Employers generally must pay wages within 8 days after the expiration of the work week if the employee is paid weekly, or within 15 days after the expiration of the work week if the employee is paid biweekly.
• Employers must pay salaried employees in full for any periods in which they work, unless the salaried employee:
  • Is on unpaid leave under the federal Family and Medical Leave Act; 
  • Is under unpaid disciplinary suspension without pay in accordance with the terms of the federal Fair Labor Standards Act; 
  • Requested time off after using any paid leave; or 
  • Is on unpaid bereavement leave under a written employment policy. 
• Employers may prorate a salaried employee's wages to a daily basis if the salaried employee began work after the start of the pay period or terminates (voluntarily or for cause) prior to the end of the period.
• Based on written employment policies, employers can offset amounts received by employees for jury, witness, or military service.

Notice Requirements

• Employers must, at the time of hiring and prior to any changes, notify employees in writing as to the rate of pay, the day and place of payment and the specific methods used to determine wages due.
• Additionally, employers must post a summary of the state wage payment law in a place that employees can access.

More Information

For more information, please contact the New Hampshire Department of Labor.

Wage Payment Timing in New Jersey (NJ)

Employers are required to pay wages in New Jersey as follows:

• Employers are generally required to pay employee wages twice per calendar month on regular pay days designated in advance by the employer. 
  • Employers must make payments within 10 days after the end of a pay period.  
  • If a regular payday does not fall on a workday, the employer must pay wages the prior workday except where it is otherwise provided for in a collective bargaining agreement. 
• Employers of executive, supervisory and other special classifications of employees may establish pay days that are less frequent than semi-monthly if the employee is paid in full at least once each calendar month on a regularly established schedule.

Notice Requirement

Employers must post in their workplaces a summary of the state wage payment law provided by the Department of Labor and Workforce Development.

For more information, please click here.

Wage Payment Timing in New York (NY)

Employers in New York are generally required to pay employees at least twice per month on paydays designated in advance. 

• Fringe benefits (such as vacation or holiday pay) must be paid within 30 days after payment is required to be made.

Special Rules for Employers in Certain Industries

• Clerical and other workers must be paid the wages earned in accordance with the agreed terms of employment, but not less frequently than semimonthly, on regular pay days designated in advance by the employer.
• Manual workers must generally be paid weekly and not later than 7 calendar days after the end of the pay period. Non-profit organizations may pay workers twice a month if that is their agreement. Under certain conditions, a large business may ask the state Labor Department for permission to pay its manual workers twice per month.
• Commission salespeople must receive wages, salary, drawing account, or commissions at such times as provided in the employment agreement, but they must be paid at least once a month and not later than the last day of the month following the month in which the money is earned. If a salesperson receives monthly payments of wages, salary, drawing account, or commissions that are substantial, additional compensation such as bonuses or "incentive" earnings may be paid at such times as agreed by the employer and salesperson.

Wage Notification Requirements  

The New York Wage Theft Prevention Act amended the New York Labor Law to expand employee notifications, enhance available remedies for wage law violations, and strengthen whistleblower protections. Highlights of the law are outlined below.

Time of Hire Notice and Written Acknowledgement

Employers are required to provide employees, at the time of hiring, a notice containing the following information:

• The rate(s) of pay (including the regular hourly and overtime rates of pay for employees not exempt from overtime pay) and the basis of the wage payment, such as hourly, shift, daily, weekly, salary, piece or commission;
• Any allowances claimed as part of the minimum wage, including tip, meal, or lodging allowances; 
• The regular pay day designated by the employer; and 
• The name (including any "doing business as" names) used by the employer, along with the physical and mailing addresses and telephone number of the employer's main office or principal place of business.

This notification must be provided in writing, in English and in the language identified by each employee as his or her primary language.

Additionally, the employer must obtain a signed and dated written acknowledgement of receipt of this notice from each employee (in English and in the employee's primary language) each time such notice is provided. This acknowledgement must include an affirmation by the employee that the employee accurately identified his or her primary language to the employer, and that the notice provided by the employer was in that language (or as otherwise required under the law). Employers are required to maintain this acknowledgement for 6 years.
 
Under the law, the New York State Department of Labor is responsible for preparing dual-language templates that comply with these requirements. Please click here for these templates. Note: When an employee identifies as his or her primary language a language for which a template is not available from the labor commissioner, the employer must provide that employee an English-language notice or acknowledgment.

Employers are also required to notify employees in writing of any changes to the information required by the above notice at least 7 calendar days in advance, unless the change is listed on the employee's pay stub.

Payroll and Paystub Notice

Employers are required to provide each employee with a statement with every payment of wages, listing the following:

• The dates of work covered by that payment of wages; 
• Name of employee, name of employer, and address and phone number of employer; 
• Rate(s) of pay and basis of the wage payment, such as hourly, shift, daily, weekly, salary, piece or commission;  
• Gross wages;  
• Deductions;  
• Allowances, if any, claimed as part of the minimum wage; and 
• Net wages.

For employees who are not exempt from overtime pay, this statement must also include:

• The regular hourly rate or rates of pay;
• The overtime rate or rates of pay; 
• The number of regular hours worked; and 
• The number of overtime hours worked.   

Payroll records showing the hours worked per week, the rate or rates of pay and the basis of the wage payment, gross wages, deductions, allowances, and net wages for each employee also must be maintained by the employer for 6 years.

To view a sample wage statement, please click here.

Note: Under a local law ("Introduction Number 1396-A") in New York City, a fast food employer must pay schedule change premiums at such time as the employer pays an employee wages owed for work performed during that work week. Schedule change premium pay must be separately noted on a wage stub or other form of written documentation and provided to the employee for that pay period. Click here for more information, including details on additional requirements and the scope of coverage. Rules are also available.

Enforcement Provisions

Action by Employee  

• If any employee is not provided the "time of hire" notice within 10 business days of his or her first day of employment, the employee may recover damages of $50 for each work day that  the violations occurred or continue to occur (but not to exceed a total of $5,000) together with costs and reasonable attorney's fees. A court may also award other relief, including injunctive and declaratory relief.
• If any employee is not provided with the required "payroll/paystub" notice (with every payment of wages), he or she will recover damages of $250 for each work day that the violations occurred or continue to occur (but not to exceed a total of $5,000) together with costs and reasonable attorney's fees. The court may also award other relief, including injunctive and declaratory relief, that the court in its discretion deems necessary or appropriate.

Action by Labor Commissioner on Behalf of Employee

• On behalf of any employee not provided  the "time of hire" notice, the commissioner may (among other things) assess against the employer damages of $50 for each work day that the violations occurred or continue to occur, but not to exceed a total of $5,000.
• On behalf of any employee not provided the "payroll/paystub" notice (with every payment of wages), the commissioner may (among other things) assess against the employer damages of $250 for each work day that the violations occurred  or continue to occur, but not to exceed a total of $5,000.

There are also potential criminal penalties for violating the law.

For more information about the Wage Theft Protection Act, please review § 195 of the New York Labor Code. For more information about wage payment timing generally in New York, please click here.

New York City "Freelance Workers"

• A law enacted by the New York City Council establishes and enhances protections for freelance workers, including, among other things, the right to timely payment.
  
  • The term "freelance worker" means any natural person or any organization composed of no more than one natural person, whether or not incorporated or employing a trade name, that is hired or retained as an independent contractor by a hiring party to provide services in exchange for compensation. The term does not include certain sales representatives and lawyers.
  • The contracted compensation must be paid to the freelance worker on or before the date such compensation is due under the terms of the contract. If the contract does not contain a payment date or mechanism by which the date will be determined, payment must be made no later than 30 day after completion of the freelance worker's services under the contract. Click here for more information.
   

North Carolina Wage Payment Requirements

The North Carolina Wage and Hour Act (WHA) complements federal law and defines wage payment requirements for employers in the state. In general, the WHA follows federal guidelines, but in some instances provides more stringent requirements for employers. 

The Wage and Hour Bureau of the North Carolina Department of Labor (NCDOL) enforces WHA provisions and investigates wage payment violation claims. Under state law, local governments are prohibited from adopting or imposing any requirement upon an employer pertaining to employee compensation, such as wage levels, hours of labor and payment of earned wages.

Notice Requirements

The WHA requires employers in North Carolina to:

• Display a notice of their wage payment policies and practices in a place accessible to employees;
• Notify employees at the time of hiring of their wage rate and the day and place for payment. The notice must be in writing;
• Notify employees of any changes in wage payment at least one pay period before the changes take place (the notice must be in writing) and
• Provide each employee with an itemized statement of all deductions made to the employee’s wages for each pay period when a deduction is made

Frequency of Payments

The WHA allows employers in North Carolina to pay their employees every day, every week, every other week, twice a month or every month.

Subject to an advanced notice requirement, the WHA also allows employers to pay annual wages to employees when the employees' wages are based on bonuses, commissions and other forms of infrequent payment.  

More Information

For more information, please visit the NCDOL  website.

North Dakota Wage Payment Timing

Wage Payment Timing in Ohio (OH)

Employers are required to pay wages in Ohio as follows:

• Employers are generally required to pay wages earned in the first half of each month by the first day of the next month. Wages earned in the second half of each month must be paid by the 15th day of the next month.
• Employees who are absent on a payday must be paid upon demand at the place where the wages are usually paid.
• Employers may pay wages less frequently if based on a written contract, if it is customary in the trade, or when permitted by law. Employers may also pay wages more frequently.

For more information, please click here.

Oklahoma Wage Payment Requirements 

Frequency of Payment

• Employers must pay employee wages at least twice per month on regular paydays established in advance by the employer. However, public, exempt, school district, technology center school district and non-private foundation employees must be paid at least once per month.
• Regular paydays must generally be within 11 calendar days after the end of the period, unless employers reach a different mutual agreement with their employees. However, Oklahoma laws do not restrict an employer from paying wages to its employees at earlier days or at more frequent intervals. 

Method of Payment

Oklahoma law requires employers to pay wages in lawful United States currency or through electronic means. Every employer-issued check, cashier's check, draft, time check, store order or scrip must be redeemable on demand and at face value (with no discount or fee to the employee).

In addition, on May 5, 2022, Oklahoma adopted senate bill (SB) 1345 to allow employers the option of paying employee wages through deposit at a financial institution or payroll card. SB 1345 becomes effective on Nov. 1, 2022. 

SB 1345 allows employers in the state to pay all wages due to their employees on payday through: 

• Deposit at predesignated financial institutions of their employees’ choice; or
• A payroll card account if employees do not consent or designate a financial institution for deposit. 

SB 1345 specifies that employers may opt to pay employee wages through deposit at their discretion.

Under SB 1345, “financialinstitution” means a bank, savings bank, savings and loan association, or credit union whose deposits are insured by the Federal Deposit Insurance Corporation, the National Credit Union Administration or any successor institution. “Payrollcard” means a card or other device used by an employee to access wages from a payroll card account.

More Information

For more information, please see the Oklahoma Labor Statutes (§ 40-165.2).

Wage Payment Timing in Oregon (OR)

Employers are required to pay wages in Oregon as follows:

• Employers are generally required to pay employee wages at least once every 35 days on days designated in advance by the employer.
• An employer who has been notified that an employee has not been fully paid on a designated payday must pay the amount of any undisputed wages as follows:
  • If the underpayment is less than 5% of the employee's gross wages, the amount may be paid on the next regular payday.
  • If the underpayment is 5% or more of the gross wages, the amount must be paid within 3 business days.

For more information, please click here.

Wage Payment Timing in Pennsylvania (PA)

Employers are required to pay wages in Pennsylvania as follows:

• Employers are required to pay their employees on regularly scheduled paydays designated in advance by the employer.
  • The time between the end of a pay period and the payday may not be greater than 15 days, unless otherwise specified in a written contract between the employer and the employee, or by trade custom. 
• Overtime wages are payable in the following pay period.

Notice Requirements

The employer must notify each employee at the time of hiring of:

• The time and place of payment;
• The rate of pay; and 
• The amount of any fringe benefits or wage supplements to be paid to the employee, a third party or a fund for the benefit of the employee.

For more information, please click here.

Wage Payment Timing in Rhode Island (RI)

Employers in Rhode Island are required to pay employee wages as follows:

• Employers are generally required to pay wages weekly, except for employees:
• Of the state and its political subdivisions; 
• Of religious, literary or charitable corporations; or 
• Whose compensation is fixed at a biweekly, semimonthly, monthly or annual rate.  

Note: A law allows employee wages to be paid less frequently than weekly (but no less than twice per month) if the employer meets certain requirements. Click here for more information.

• Employers must make payments within 9 days of the end of a pay period.  
  • If the 9th day is a holiday, employers may make payments the next business day.  
  • Employees must be notified at least 3 paydays in advance of any change in a scheduled payday.
  • Employees who are absent on a payday must be paid at their request.

Note: The wage payment requirements do not apply to bonuses.

For more information, please see the Rhode Island Statutes (§§ 28-14-2; 28-14-2.2).

Payroll Cards

Under a new law effective as of July 15, 2015, an employer may pay an employee (upon his or her written or electronic request) by sending a credit in the amount of net pay due to the employee to a financial organization designated by the employee for credit to his or her payroll card.

 If an employer pays wages to an employee by credit to a payroll account:

• The employee generally must be able to make at least one withdrawal from the payroll card account in each pay period without charge for any amount (up to and including the full amount of the employee's net wages for the pay period).
  • Note: If the employee's wages are paid more frequently than weekly, the employee must be able to make at least one withdrawal from the payroll card account each week without charge (for any amount up to and including the full amount of the employee's net wages for that week).
• Employees who receive wages by credit to a payroll card account must be provided with a means of checking their payroll card account balances without cost (either through an automated telephone system, or online, through the use of the internet), irrespective of the number of inquiries made.

Note: Employers utilizing payroll cards must also comply with certain other laws and regulations, including guidance from the federal Consumer Financial Protection Bureau.

To read the text of the law regarding payroll cards, click here.

South Carolina Wage Payment Timing

Employers in South Carolina are generally required to notify employees in writing at the time of hiring of their normal hours and wages, and the time and place of payment.

• Employers may make this notification by conspicuously posting the terms at or near the place of work.
• Employers must put any changes in these terms (except wage increases) in writing at least 7 calendar days before implementing any change.

Note: These requirements do not apply to employers that had fewer than 5 employees at all times during the preceding 12 months or to employers of domestic labor in private homes.
 
For more information, please click here.

Tennessee Wage Payment Requirements

Tennessee law requires employers to pay wages in lawful United States currency by check, draft, electronic fund transfer or prepaid debit card.

• Checks and Drafts: Wage checks and drafts must be valid negotiable instruments, payable upon presentation at a bank or other established place of business without discount, exchange or collection cost to employees.
• Prepaid Debit Cards: Employers may use prepaid debit cards to pay their employee’s wages if they can ensure that each employee can make at least one withdrawal or transfer per pay period without incurring any costs for the entire amount contained on the card.

In addition, employers must:  

1. Disclose to their employees all applicable fees associated with a prepaid debit card program;
2. Give their employees a choice between the prepaid debit card and an electronic fund transfer; and
3. Explain to their employees how the prepaid debit card system works before the employees choose to use this method of payment.

Frequency of Payment

Tennessee law requires employers to establish and maintain regular paydays.  Paydays must take place at least monthly. Employers that pay wages monthly must provide all employee wages and compensation earned and unpaid prior to the first day of any month no later than the fifth day of the succeeding month.

Employers may also pay employees twice per month. The earning period determines the deadline employers must follow to pay employee wages and compensation.

• Wages earned between the 1st and the 15th day of the month must be paid by the 5th day of following month.
• Wages earned between the 16th and the last day of the month must be paid by the 20th day of following month. 

Payments to Tipped Employees

Under state law, tipped employees are entitled to receive their tips by the close of business on the day the tip was received or collected. However, employers may also distribute tip payments to employees at a time when wages are regularly paid.

Tennessee law prohibits employers from reducing a tipped employee’s earned tips if the tips come from mandatory service charges or are collected from customers, members or patrons. Employers that violate state tip payment laws commit a Class C misdemeanor punishable by a fine of up to $50, imprisonment for up to 30 days or both. The state may consider each failure to pay an employee’s tip wages as a separate offense.

Lastly, Tennessee law prohibits marketplace platforms from keeping tips intended for marketplace contractors. This law has great applicability for gig economy workers and the companies that hire these individuals.

Notice and Postings

Tennessee law requires employers to inform individuals of their wage rates before allowing them to work in, about, or in connection with any workshop or factory.

In addition, employers must post and maintain notices of paydays in at least two conspicuous places where employees can see them as they go to and from work.

Texas Wage Payment Timing  

Method of Payment

Texas law allows employers to pay employee wages by cash, check, electronic fund transfer, or--with the employee’s written agreement--in kind. 

In addition, employers can pay employee wages by using a payroll card account, if they meet employee notification and other requirements, including an opt-out provision. 

Frequency of Payment

Employers in Texas are required to pay employees at least twice per month on regularly scheduled paydays, unless they qualify for an overtime exemption under the federal Fair Labor Standards Act. These "exempt" employees must be paid at least once per month. 

If no payday is designated by an employer, the default pay schedule is the first and 15th days of each month. Employees who are absent on a payday must be paid at their request on any following business day. 

Notice Requirement

Employers must post noticesof regular paydays in conspicuous places in their workplaces.

Additional Information 

Click here for more information on the Texas Payday Law from the Texas Workforce Commission.

Wage Payment Timing in Utah (UT)

Employers in Utah are required to pay employee wages as follows:

• Employers are generally required to pay employee wages at regular intervals on days designated in advance by the employer and in periods of at least twice per month. 
  • Payments must be made within 10 days of the end of the pay period, or if the regular payday occurs on a Saturday, Sunday or legal holiday, on the previous day.
   
• Employees hired on a yearly salaried basis may be paid monthly on or before the 7th day of the month following the month during which services were rendered. 
• Employers may pay wages at more frequent intervals, in greater amounts or in full before they are due, but are not permitted to pay wages less frequently unless they obtain approval from the state Division of Antidiscrimination and Labor.

Notice Requirements

At the time of hiring, employers must notify employees of their regular payday, place of payment, and pay rate. 

• Employers may satisfy this notification requirement by conspicuously posting this information at or near their workplace where employees can view the notice.
• If an employer changes any of these terms, it must inform employees prior to implementing the change. 

For more information, please see the Utah Code (§§ 34-28-3; 34-28-4; 34-28-7).

Wage Payment Timing in Vermont (VT)

Employers in Vermont are required to pay employee wages as follows:

• Employers are generally required to pay employee wages weekly, or if they provide written notice to employees, biweekly or semimonthly. 
  • Payments must be made within 6 days of the end of a pay period, or within 13 days of the end of a pay period if agreed to in a collective bargaining agreement.
• Employees who are absent on a regular payday must be paid at their request.

Notice Requirement

Employers are required to keep a copy of the wage payment law, as well as any regulation or order under the law, posted in a conspicuous place in the area where employees are employed.

The Fair Labor Standards Act (FLSA) regulates minimum wage, overtime pay and work hour requirements for most employees. The Virginia Minimum Wage Act (VMWA) complements federal law and, in some instances, provides more stringent requirements that employers must follow. Under the FLSA, when both state and federal laws apply, employers must comply with the law that provides the greatest benefit or protection for their employees. 

The Virginia Department of Labor and Industry (VDOLI) monitors and enforces compliance with the VMWA throughout the state. 

Method of Payment

Virginia law requires employers to pay wages in lawful United States currency. Acceptable means of payment include cash, check, direct deposit or prepaid debit card (if the employee agrees to this form of payment after receiving full disclosure of all applicable fees).

Frequency of payment

Employers must pay salaried employees at least monthly and hourly employees at least semimonthly or biweekly. However, Virginia law allows employers to pay an hourly employee at least once per month if the employee:

• Is enrolled in a work-study or equivalent program or receives weekly wages higher than 150% of the average weekly wage for the state; and
• Has individually agreed to be paid monthly.

Wage Payment Timing in Washington (WA)

Employers in Washington are generally required to pay employee wages at least once per month on designated paydays, as follows:

• Employers that pay monthly may include wages for work performed by an employee during the last 7 days of the pay period with the wages paid on the payday for the next pay period.
• Employers that pay more often than monthly must make payments within 10 days of the end of the pay period. 
• Salespersons must receive all money earned, including commissions, for products or goods they sold within 30 days of the employer's receipt of payment.

Notice Requirement

Employers must post a copy of the wage payment law provided by the state Labor Department in a readily accessible location in the workplace.

For more information, please contact the Washington Department of Labor and Industries.

West Virginia Wage Payment

Employers in West Virginia are generally required to pay employee wages at least twice every month, with no more than 19 days between settlements (unless otherwise provided by special agreement).

• Employees who are absent on a regular payday must be paid at their request.

Notice Requirements

• Employers must notify employees, in writing, at the time of hiring of the rate of pay, and of the day, hour, and place of payment.
  • If an employer changes a policy concerning these terms, the employer must notify employees in writing prior to implementing any such change.  
  • The employer may also make notification by posting a notice containing the changes in a location accessible to its employees. 
• Employers are also required to post a portion of the wage payment law provided by the state Division of Labor.

Payroll Cards

On March 23, 2022, West Virginia amended its wage payment laws and changed several provisions regarding payroll cards. The amendments become effective June 9, 2022. West Virginia requires employers to pay employee wages with cash, check, direct deposit or payroll card. Beginning June 9, 2022, employers will no longer be required to obtain a written agreement to pay employee wages through direct deposit or payroll card. Instead, employers may unilaterally use payroll cards when employees fail to provide all the information employers need to successfully set up a direct deposit of wages.

Starting on June 9, 2022, the following requirements apply to payroll cards:

• Employers must offer employees the direct deposit option before setting up a payroll card for them;
• Employers must disclose, in writing, any applicable fees associated with the card;
• Employees must have the ability to make at least one withdrawal or transfer from their cards per pay period, without any cost or fee, for any amount up to the amount contained in the card; and
• Employees must be able to make unlimited withdrawals or transfers from their cards within the network of the institution that issued the card, without any cost or fee, for any amount up to the amount contained in the card.

Employers in West Virginia should review these amendments and update their payroll processes and procedures to ensure compliance with direct deposit and payroll card requirements by June 9, 2022.

More Information

For more information, please click here.

Wage Payment Timing in Wisconsin (WI)

Employers are required to pay wages in Wisconsin as follows:

• Employers are generally required to pay employee wages at least once per month within 31 days of the end of a pay period, except for: 
  • Managerial and executive employees, and commissioned salespersons; 
  • Employees who work in a capacity in which they are privy to confidential employer-employee matters; 
  • Corporate officers and directors; 
  • Members and managers of limited liability companies; 
  • Partners of partnerships and joint ventures;
  • Employees who receive compensatory time off in lieu of overtime pay; 
  • Public and private school employees who request to receive payment over a one-year period; 
  • Independent contractors; and 
  • Workers with an alternate pay schedule under a collective bargaining agreement.
   
• Employees who are absent on a regular payday must be paid within 6 days of their request.

For more information, please click here.

Wage Payment Timing in Wyoming (WY)

Wyoming currently has no general laws regulating the timing of wage payments to private sector employees. 

Special Rules for Employers in Certain Industries

Employers that operate mines, refineries, factories, mills, workshops and railroads are subject to the following wage payment requirements:

• These employers are required to pay employee wages at least twice per month. 
• Wages earned in the first half of each month must be paid on the first day of the next month, while wages earned in the second half of each month must be paid on the 15th day of the next month. 
• If a payday does not occur on a workday, employees must receive wages the previous workday.  
• Employees who are absent on a payday must be paid at their request.
• Employers must conspicuously post copies of the state wage payment law in 2 workplace locations where employees can view the postings.

For more information, please click here.