Pay frequency requirements by state: how often you must pay employees

The federal rule

The federal Fair Labor Standards Act (FLSA) sets no pay frequency, and it does not require weekly pay. Wages it requires, including overtime, are due on the regular payday for the pay period covered. If overtime cannot be worked out in time, it is due as soon as practicable, and no later than the next payday after it can be computed. How often that regular payday must come is left to the states.

How often: the states in groups

These groups show the rule for most private employers. Exceptions for exempt employees and for some jobs are in the table at the end. A union contract can change some of these terms.

The rule	States
Weekly, or weekly or every two weeks	Connecticut, Massachusetts, New Hampshire (wording not confirmed on the official page), Rhode Island, Vermont. New York requires weekly pay for manual workers.
At least twice a month	Arizona, California, District of Columbia, Hawaii, Illinois, Indiana, Kentucky, Maine (every 16 days), Maryland, Nevada, New Jersey, New Mexico, Ohio, Oklahoma, Utah, West Virginia. Texas and Virginia set this for non-exempt or hourly employees. Arkansas and Georgia are read from summaries, not the statutes, and who they cover is not confirmed.
At least twice a month, for some employers only	Louisiana and Mississippi (named industries), Missouri (corporations), Wyoming (listed industries)
At least once a month	Alaska, Colorado, Delaware, Idaho, Iowa, Kansas, Michigan (twice a month by default), Minnesota (every 31 days), North Carolina, North Dakota, Oregon (every 35 days), South Dakota, Tennessee, Washington, Wisconsin
Regular paydays the employer sets, with no minimum	Montana, Nebraska, Pennsylvania, South Carolina
No state rule	Alabama and Florida, where only the federal rule applies

A minimum is only a floor. An employer may pay more often than its state requires.

How soon payday must follow the pay period

Many states also limit how long an employer can hold wages after the pay period ends. The limits come in two forms.

• A number of days after the pay period ends. Massachusetts allows 6 days, Delaware and Hawaii 7, Colorado, Utah and Washington 10, Oklahoma 11, Iowa 12, not counting Sundays and legal holidays, Illinois 13 for pay twice a month, Pennsylvania 15 and Missouri 16.
• Fixed dates. California, New Mexico, Nevada, Ohio and Tennessee name the days of the month by which each half-month’s wages must be paid.

Connecticut, Idaho, Indiana, Kentucky, Maine, New Jersey, Vermont and West Virginia state the same idea the other way around: how many days before payday the pay period may end, or how recent the wages in each paycheck must be.

In Connecticut, Delaware, Idaho and Maryland, a payday that falls on a nonwork day moves to the workday before. Utah has the same rule for weekends and holidays.

Who may be paid monthly

Many states that require two paychecks a month let some employees be paid once a month. The usual group is executive, administrative and professional employees who are exempt from overtime.

• California, the District of Columbia, Illinois, Missouri, New Jersey, New Mexico, Oklahoma and Texas allow monthly pay for exempt employees.
• Arizona allows it only for employers whose payroll is run from outside the state. Nevada allows it only for employers whose main place of business and payroll are both outside the state.
• In Massachusetts, exempt employees may be paid monthly only if they choose it. Utah allows it for employees hired on a yearly salary.
• In New York, executive, administrative and professional employees earning over $1,300 a week are outside the twice-a-month rule.

Exempt is a legal term. A salary alone does not make an employee exempt from overtime.

Changing your payday

Most of these laws ask for regular paydays set in advance. Some add notice rules. Nebraska and Maine require 30 days’ written notice before paydays change or the interval grows. South Carolina requires seven days’ written notice of a change. Tennessee requires paydays to be posted in two conspicuous places.

Pay frequency rules by state

Each state’s minimum frequency for private employers, how soon payday must follow the pay period, and the main exception. Rules for a few job types and for public employers are left out.

State	How often	Payday after the pay period	Good to know
Alabama	No state rule.	Regular payday (federal rule).	The federal table of state payday rules lists no Alabama regulation.
Alaska	Twice a month or monthly, as the employee chooses.	No lag set in the statute.	Monthly pay is also allowed if agreed in an annual initial employment contract.
Arizona	Two or more fixed paydays a month, no more than 16 days apart.	Within five business days after the pay period ends; ten days if payroll is run from outside Arizona. Overtime within 16 days.	Out-of-state employers may pay exempt and supervisory employees monthly.
Arkansas	Twice a month, per the federal table of state payday rules.	Not confirmed.	We could not open the Arkansas statute, so who it covers is not confirmed.
California	At least twice a month, on regular paydays set in advance.	By the 26th for work from the 1st to the 15th; by the 10th of the next month for the rest. Weekly or biweekly pay: within seven calendar days.	Exempt executive, administrative and professional employees may be paid monthly.
Colorado	At least monthly: a pay period can be no longer than one calendar month or 30 days, whichever is longer.	Within 10 days after the pay period closes.	Employer and employee may agree on another pay period.
Connecticut	Weekly or every two weeks.	The pay period must end no more than eight days before payday.	The Labor Commissioner may approve less frequent pay, at least once a month.
Delaware	At least once a month.	Within 7 days after the pay period closes.	If payday falls on a nonwork day, pay on the workday before.
District of Columbia	At least twice a month.	Within 10 working days after the pay period ends.	Exempt executive, administrative and professional employees may be paid monthly.
Florida	No state rule.	Regular payday (federal rule).	We found no general pay-frequency rule for private employers in the Florida Statutes.
Georgia	Twice a month, per the state’s employer handbook.	No lag found.	Officials, superintendents and department heads may be paid monthly. The law may cover only some industries; not confirmed.
Hawaii	At least twice a month.	Within 7 days after the pay period ends.	Employees may vote by secret ballot to be paid monthly. The labor director may allow monthly paydays or a 15-day lag.
Idaho	At least once a month.	The pay period may end no more than 15 days before payday.	The labor director may allow a longer lag for good reason.
Illinois	At least twice a month.	Within 13 days after a semimonthly or biweekly pay period ends; 7 days for weekly pay.	Executive, administrative and professional employees, and commissions, may be paid monthly.
Indiana	At least twice a month, or every two weeks if the employee asks.	Pay must cover wages earned up to no more than 10 business days before payday.	Salaried employees eligible for overtime under federal law are exempt from the rule.
Iowa	Monthly, twice a month or every two weeks, at consistent intervals.	No more than 12 days after the pay period ends, not counting Sundays and legal holidays.	A written agreement with the employee may vary these rules.
Kansas	At least once a month.	No lag set in the statute.	Applies to private and public employers.
Kentucky	At least twice a month.	Pay must cover wages earned up to no more than 18 days before payday.	Executive, administrative, supervisory and professional employees, outside salespeople and outside collectors are excluded.
Louisiana	The employer sets paydays and tells workers at hire. With none set, the 1st and 16th.	Named industries: by the payday that ends the next payroll period.	Manufacturing, oil-drilling and mining employers with 10 or more workers, and public service corporations, must pay at least twice a month.
Maine	At regular intervals of no more than 16 days.	Pay must include wages earned up to 8 days before payday.	Salaried employees and members of the employer’s family are excepted. A longer interval needs 30 days’ written notice.
Maryland	At least every 2 weeks or twice a month.	No lag set in the statute.	Administrative, executive and professional employees may be paid less often.
Massachusetts	Weekly or every two weeks.	Within 6 days after the pay period ends; 7 if the employee works 7 days a week.	Executive, administrative and professional employees may be paid every two weeks, twice a month, or monthly if they choose.
Michigan	Twice a month by default. Weekly, biweekly and monthly pay also comply.	Weekly or biweekly: within 14 days after the work period ends. Monthly: within 15 days after the month ends.	Under the default, wages for the first half of a month are due by the 1st of the next month, and wages for the second half by the 15th.
Minnesota	At least once every 31 days.	On a regular payday set in advance.	Commissions at least once every 3 months.
Mississippi	No state rule for most private employers.	Covered manufacturers: pay must cover work up to no more than 10 days before payday; 15 days for public service corporations.	Manufacturers with 50 or more workers that employ public labor, and public service corporations, must pay every two weeks or twice a month.
Missouri	Corporations: at least twice a month.	Within 16 days after the pay period closes.	Executive, administrative, professional and commissioned employees may be paid monthly. Employers that are not corporations have no state rule, outside manufacturing.
Montana	The employer sets the pay period. With none set, twice a month is presumed.	Within 10 business days after wages are due.	Late timesheets may be paid in the next pay period.
Nebraska	No minimum frequency. Regular paydays the employer designates.	No lag set in the statute.	Changing paydays takes 30 days’ written notice.
Nevada	At least twice a month.	By 8 a.m. on the 15th for wages earned before the 1st; by 8 a.m. on the last day of the month for wages earned before the 16th.	Out-of-state employers may pay exempt employees monthly.
New Hampshire	Weekly or every two weeks.	Within 8 days after the workweek ends; 15 days if paid every two weeks.	The Labor Commissioner may approve less frequent pay, at least monthly. We could not confirm the statute’s wording on the official page.
New Jersey	At least twice a month.	The pay period must end no more than 10 working days before payday.	Overtime-exempt employees may be paid monthly.
New Mexico	Twice a month, with paydays no more than 16 days apart.	By the 25th for work from the 1st to the 15th; by the 10th of the next month for the rest.	Exempt employees may be paid monthly. Read from the 2005 law; later changes are not confirmed.
New York	Manual workers weekly. Clerical and other workers at least twice a month.	Manual workers: within seven days after the week ends.	Executive, administrative and professional employees earning over $1,300 a week are outside the twice-a-month rule. Commission salespeople at least monthly.
North Carolina	The employer chooses: daily, weekly, biweekly, twice a month or monthly.	No lag set in the statute.	Bonuses and commissions may be paid as rarely as once a year if set in advance.
North Dakota	At least once a month.	No lag found in the statute.	Paydays must be regular and set in advance.
Ohio	At least twice a month.	By the 1st for the first half of the prior month; by the 15th for the second half.	A longer lag is allowed if customary in the trade or set by written contract.
Oklahoma	At least twice a month.	Within 11 days after the pay period ends, with 3 days’ grace.	Exempt employees may be paid monthly.
Oregon	Regular paydays no more than 35 days apart.	The 35 days run from the start of work or the last regular payday.	A written agreement made before work begins may set a later date.
Pennsylvania	Regular paydays set in advance. No fixed interval.	Within 15 days after the pay period ends, unless a written contract or the trade’s custom sets another time.	The law sets no minimum such as every two weeks.
Rhode Island	Weekly.	Within nine days after the pay period ends.	Employees paid a fixed biweekly, semimonthly, monthly or yearly rate are excepted. The director may allow pay twice a month.
South Carolina	No state rule. The employer sets the time and tells employees in writing at hiring.	At the time the employer set.	Changes need seven days’ written notice. Employers with fewer than five employees are exempt from the notice rule.
South Dakota	At least once a month, or on regular paydays set in advance.	No lag set in the statute.	Applies to private employers.
Tennessee	At least once a month.	Monthly pay: by the 5th of the next month. Twice a month or more: by the 20th of the next month for wages earned before the 1st, and by the 5th of the next month for wages earned before the 16th.	Paydays must be posted in two conspicuous places. Read from the state labor department’s page and the 2026 law; the statute was not opened.
Texas	At least twice a month. Overtime-exempt employees at least once a month.	No lag set in the statute.	With no paydays designated, they are the 1st and 15th.
Utah	At least twice a month.	Within 10 days after the pay period closes.	Employees hired on a yearly salary may be paid monthly, by the 7th of the next month.
Vermont	Weekly. Every two weeks or twice a month after notice to employees.	Pay must cover wages earned up to no more than six days before payday.	A union contract may allow a lag of up to 13 days.
Virginia	Hourly employees every two weeks or twice a month. Salaried employees at least monthly.	No lag set in the statute.	Executive personnel are excluded. Employees earning more than 150% of the state average weekly wage may agree to monthly pay.
Washington	At least once a month.	Within 10 calendar days after a pay period shorter than a month.	A union contract may set other intervals, within limits.
West Virginia	At least twice a month, with no more than 19 days between paydays.	Pay must cover wages earned through the 12th day before payday.	The Labor Commissioner may approve less frequent pay, never less than once a month.
Wisconsin	At least monthly, with no longer than 31 days between pay periods.	Not confirmed; the agency’s page gives only the 31-day limit.	Logging and farm labor at least quarterly. Read from the state labor agency’s page; the statute was not opened.
Wyoming	Twice a month for railroads, mines, refineries, oil and gas, factories, mills and workshops. No set schedule for other employers.	Listed industries: by the 1st for wages earned through the 15th of the prior month; by the 15th for the rest.	Agricultural operations are exempt.

Sources

Sources: 70 official pages

• 29 CFR 778.106
• U.S. DOL WHD, Handy Reference Guide to the FLSA (rev. Nov. 2023)
• U.S. DOL WHD, Fact Sheet #23 (overtime)
• AS 23.05.140(a)
• 8 AAC 15.160(h)
• Ch. 20 SLA 26 (HCS SB 79(FIN)), sec. 3
• U.S. DOL WHD, State Payday Requirements, footnote 1
• Act 853 of 2019, sec. 6 (Ark. Code 11-4-403(f)(1))
• A.R.S. 23-351(A)
• DLSE Paydays FAQ (Lab. Code 204)
• CDLE INFO #3A (citing C.R.S. 8-4-103(1)(a))
• C.R.S. 8-4-103(1)(a) (CRS 2024, official printout)
• C.G.S. 31-71b(a)(1)
• D.C. Code 32-1302
• 19 Del. C. 1102(a)
• Georgia DOL Employer Handbook (DOL-224), p. 15
• DLIR WSD, Unpaid Wages page (HRS 388-2(a))
• HAR 12-21-3(a)
• HRS 388-2(c)
• Iowa Code 91A.3(1)
• Idaho Code 45-608(1)
• 820 ILCS 115/3
• IC 22-2-5-1(a)
• K.S.A. 44-314(a)
• KRS 337.020
• KRS 337.010(2)(a)2.
• La. R.S. 23:633(A)
• M.G.L. c. 149, s. 148
• Md. Code, Lab. & Empl. 3-502(a)
• 26 M.R.S. 621-A(1)
• MCL 408.472(3)
• Minn. Stat. 181.101(a)
• RSMo 290.080
• RSMo 290.090
• Miss. Code Ann. § 71-1-35(1), as brought forward in 2025 H.B. 1307 (introduced text, Mississippi Legislature)
• MCA 39-3-204(1)
• N.C. Gen. Stat. 95-25.6
• N.D.C.C. 34-14-02
• Neb. Rev. Stat. 48-1230(1)
• RSA 275:43, I
• N.J.S.A. 34:11-4.2 (NJDOL reprint)
• NMSA 50-4-2(A), Laws 2005, ch. 93 (SB 639, enrolled)
• SB 639 (2005) bill page, nmlegis.gov
• NRS 608.060(1)
• NY DOL, Frequency of Pay
• NY DOL, Frequency of Pay FAQ (Labor Law 191)
• L. 2023, ch. 433, s. 1, amending Labor Law 190(7) (NY Assembly bill text)
• R.C. 4113.15(A)
• 40 O.S. 165.2
• ORS 652.120(2)
• WPCL sec. 3(a), 43 P.S. 260.3(a)
• R.I. Gen. Laws 28-14-2.2(a)
• R.I. Gen. Laws 28-14-2
• S.C. Code 41-10-40(D)
• SDCL 60-11-9
• TDLWD, Payday Regulations (Tenn. Code Ann. § 50-2-103(a))
• 2026 Tenn. Pub. Acts ch. 617, § 1 (amending § 50-2-103(a)(2))
• TDLWD Wage Regulations Act poster (T.C.A. § 50-2-103)
• Tex. Lab. Code § 61.011(a)-(b)
• Utah Code 34-28-3(1)(a)-(b)
• Va. Code § 40.1-29(B)
• 21 V.S.A. § 342(a)(1)
• WAC 296-126-023(3)
• Wisconsin DWD, Wage Payment and Collection page
• W. Va. Code § 21-5-3(a)
• W. Va. Code § 21-5-1(i)
• WV Division of Labor, WPCA Fact Sheet 2, Meeting Payroll (July 2016)
• W. Va. Code § 21-5-2 (heading)
• Wyo. Stat. § 27-4-101(a)
• Wyoming DWS Labor Standards, Employers FAQ

Rules were read on official pages where we could open them, and checked a second time. A row that says “not confirmed” or “read from” means the official text could not be opened or was incomplete. Checked November 3, 2026. How we check facts.

An explanation of public rules for private employers, not legal advice.