Federal law doesn't regulate how frequently you must pay your employees. Most states, however, require employers to pay wages on regular paydays designated in advance. Many states also regulate how much of a holdback you can take. For example, if you pay employees every Friday for the work they performed through the preceding Friday, you're holding back pay for one week. You might consider local or industry practices when selecting a payroll period.

Federal law generally requires overtime compensation earned in a particular workweek to be paid on the regular payday for the period in which that workweek ends. If you can't determine the correct amount of overtime pay until after the regular pay period ends, you're required to pay the employee as soon after the regular pay period as is practicable.

Each state imposes requirements with respect to how often you must pay employees. These requirements include how long after a pay period ends you may wait before making payment (holdback period). Many states impose different rules for particular business types, such as mining, agriculture, logging, utilities, etc.; for designated (frequently exempt) employees, such as executives, managers, supervisors, professionals, outside and commissioned salespeople; or for overtime pay. If you're engaged in an industry subject to special rules, it’s likely that industry practices reflect statutory requirements.

Select a state from the map below to get information on timing requirements for wage payments:

Timing Requirements for Wage Payments in Alaska    choose another state

All employees, and therefore, all employers, are covered by Alaska's wage payment law. All employees in Alaska must be paid at least monthly or semimonthly (the employee may choose the frequency of payment). No holdback is permitted. An employer must notify an employee in writing at the time of hiring of the day and place of payment and the rate of pay. An employer must also notify employees of any changes in the employer's wage payment practices on the payday before the time of the change. Notice of changes in wage payment practices must be conspicuously posted in the workplace.

Timing Requirements for Wage Payments in Alabama    choose another state

Alabama's wage payment law covers employers that are public service corporations with 50 or more employees who are engaged in transportation and doing business in Alabama. These employers must pay employees in full for services performed as often as once every two weeks, or twice during each calendar month. Payments or settlements must include all amounts due for labor or services performed up to not less than 15 days previous to the time of payment.

Timing Requirements for Wage Payments in Arkansas    choose another state

Wage payment laws in Arkansas cover all employers in the state. Employees must be paid at least semimonthly. All corporate employers in the state with annual gross income of $500,000 or more must pay management level and executive exempt employees (as defined under the FLSA) who earn more than $25,000 per year at least once a month. Employers may pay employees by direct deposit into employees' bank accounts. Employees may opt out of a direct deposit plan by providing their employers with a written statement requesting payment by check.

Timing Requirements for Wage Payments in Arizona    choose another state

All employers are covered by Arizona's wage payment laws. All employees in Arizona must be paid at least semimonthly, with payments being not more than 16 days apart. Employers whose principal places of business are located outside the state and whose payroll systems are centralized outside the state may designate one or more days each month as fixed paydays for professional, administrative, executive or supervisory employees and outside salespersons (as defined under the FLSA). However, this arrangement may not be used for paying employees whose wages are subject to a collective bargaining agreement. Employers may withhold wages for no more than five days, other than overtime or exception pay, from employees who are remaining in service. However, employers whose payroll systems are centralized outside the state have the option of personally delivering wages to an employee no later than 10 days after the end of the pay period. Overtime pay must be paid within 16 days after the end of the most recent pay period.

Timing Requirements for Wage Payments in California    choose another state

California's wage payment laws cover private employers, agricultural employers and domestic labor boarded by employers. Employees must be paid at least semimonthly, no later than the 16th of the month and the 10th of the next month. Exempt employees must be paid at least once a month. Overtime must be paid by the next regular payday. Weekly or biweekly payrolls are permitted if paid no more than seven calendar days following the close of the payroll period.

Timing Requirements for Wage Payments in Colorado    choose another state

All private employers are covered under Colorado's wage payment law. Wages are payable at regular pay periods no more than one calendar month apart and on regular pay days no later than 10 days following the close of each pay period, unless employer and employee mutually agree otherwise. This requirement also applies to agricultural, horticultural and poultry industries where the employees board and lodge on the employer's premises. Employees engaged in floricultural, agricultural and horticultural occupations, and in stock and poultry raising, who are provided with board and lodging by the employer should have regular pay periods no greater than monthly and are to be paid no later than ten days following the close of each pay period.

Timing Requirements for Wage Payments in Connecticut    choose another state

All employers are subject to Connecticut's wage payment laws. Wages must be at least weekly on a predesignated payday with an eight-day holdover permitted. Upon application, the Commissioner of Labor may permit less frequent payments, provided each employee is always paid in full at least once each calendar month on a regular schedule.

Timing Requirements for Wage Payments in District of Columbia    choose another state

All employers are covered by the District of Columbia's wage payment laws. Wages must be paid at least twice a month on regular paydays designated in advance by the employer. A holdover of not more than 10 days is permitted unless a different period is specified in a union contract. Provisions governing frequency of wage payment are inapplicable to exempt employees.

Timing Requirements for Wage Payments in Delaware    choose another state

Delaware's wage payment law covers all employers. Wages must be paid at least monthly. Delaware employers must pay all wages due within seven days from the close of the pay period in which the wages were earned. However, if the regular payday falls on a nonwork day, payment must be made on the preceding workday. If the regular payday is within the pay period (on or before the final day of the pay period) and the pay period does not exceed 16 days, the employer may delay until the next pay period compensation for: (1) overtime hours; (2) employees hired or resuming employment during the pay period; and (3) part-time or temporary employees with variable work schedules.

Timing Requirements for Wage Payments in Florida    choose another state

Florida does not specify a required frequency of payment, but any check, draft, note or other acknowledgment of indebtedness issued in payment of wages or salary due must be negotiable and payable in cash, on demand, without discount, at some established place of business in the state at the time of its issuance. In addition, for at least 30 days after the issuance of the check, draft or note, the maker or drawer must have sufficient funds, credit or an arrangement with the drawee for its payment.

Timing Requirements for Wage Payments in Georgia    choose another state

All employers, except those in farming, sawmill, and turpentine industries are covered under Georgia's wage payment law, however officials employed by the month or year are excluded. Wages must be paid at least semimonthly and in the full amount due on regularly designated paydays that divide the month into two equal parts. There is no provision for holding wages over into the next pay period.

Timing Requirements for Wage Payments in Hawaii    choose another state

All employees and, therefore, all employers are covered by Hawaii's wage payment law. The law requires that employees be paid at least twice a month on regular, predesignated paydays. If, however, a majority of employees in a recognized collective bargaining unit elect to be paid monthly, or if the Director of Labor and Industrial Relations permits monthly pay periods, they may be so paid. Each election is valid for a period of two years. All wages are due and payable within ten days after the end of each pay period, except that where the Director permits monthly pay periods, all wages must be paid within 15 days after the end of the period.

Timing Requirements for Wage Payments in Iowa    choose another state

All employers are covered by Iowa's wage payment laws except certain agricultural employers and coal mines. Employees must be paid at least monthly, semimonthly or biweekly within 12 working days of the pay period's end. Installments or regular paydays may be designated in advance.

Timing Requirements for Wage Payments in Idaho    choose another state

All employers are covered by Idaho's wage payment law. Employees must be paid at least once during each calendar month, on regular paydays designated in advance. Payment of wages must be made within 10 days of the end of the pay period provided that, if the regular pay period falls on a nonworkday, payment must be made on the preceding workday.

Timing Requirements for Wage Payments in Illinois    choose another state

All employers are covered under Illinois' wage payment laws. Employees must be paid at least semimonthly — at least monthly for executive and professional employees or salespersons paid on commission. Wages paid during a semimonthly or biweekly pay period must be paid not later than 13 days after the end of the pay period in which they were earned. For weekly pay period, the time limit is seven days after the end of the period. Wages paid on a daily basis must, insofar as possible, be paid on the same day and, in any event, not later than 24 hours after the day they were earned. Wages of professional, executive or administrative employees may be paid on or before 21 days after the period in which they were earned.

Timing Requirements for Wage Payments in Indiana    choose another state

All employers in Indiana, except farmers and those engaged in agriculture and horticulture, are subject to Indiana's wage payment laws. Wages must at least be paid semimonthly or biweekly but shorter intervals are permitted. Wages must be paid within 10 days after the end of the pay period in which they were earned.

Timing Requirements for Wage Payments in Kansas    choose another state

All employers are covered by the Kansas wage payment law, including limited liability companies (LLCs). Employees must be paid at least monthly, within 15 days of the end of the pay period.

Timing Requirements for Wage Payments in Kentucky    choose another state

All employers are covered under Kentucky's wage payment law. The law requires that for-profit corporations pay employees at least semimonthly, with a holdover of 18 days permitted. Mining employers must pay on or before the 15th and 30th day of each month, with a holdover of 15 days. Corporate employees absent on payday must be paid on six days' demand; mining employees, on demand.

Timing Requirements for Wage Payments in Louisiana    choose another state

All Louisiana employers engaged in manufacturing, boring for oil or mining operations employing 10 or more persons, except for clerical force or salespersons, and all public service corporations, are covered under the following law: Employees must be paid at least once every two weeks or twice during the calendar month with paydays two weeks apart whenever possible; holdover of 10 days is permitted (15 days for public service corporations). Effective August 15, 2004, employers must inform employees at the time of hire the wages that will be paid, the method of payment, and the frequency of payment, along with any subsequent changes. Employers that do not designate a payday must pay employees on or near the sixteenth day of the month. Employers engaged in manufacturing, boring for oil and in mining, employing ten or more people, and all public service corporations are required to pay employees as often as once every two weeks or twice each calendar month. For purposes of this rule, the term employee does not include any individual employed in a bona fide executive, administrative, supervisory, or professional capacity or any employee considered exempt under the federal Fair Labor Standards Act (FLSA).

Timing Requirements for Wage Payments in Massachusetts    choose another state

All employers — including the commonwealth but excluding its political subdivisions — are covered by Massachusetts' wage payment law. Employers must pay wages earned by employees at least on a weekly or biweekly basis; holdovers of six days are permitted if on a five- or six-day workweek or seven days if on a seven-day week, except as provided below. Agricultural workers may be paid monthly; executive, administrative and professional employees, biweekly or semimonthly, unless they elect to be paid monthly; and casual employees, within seven days after end of period.

Timing Requirements for Wage Payments in Maryland    choose another state

Every Maryland association or corporation employing wage-workers in the business of mining, manufacturing, operating an electric railroad, street railway, telegraph, telephone, or express company, and all other employers operating any business establishment except with respect to executive, administrative, and professional employees are covered under Maryland's wage payment law. Each employer is required to set regular pay periods. Employers must pay employees at least once every two weeks or twice a month, except for administrative, executive or professional employees who may be paid less frequently than once every two weeks or twice a month. If a regular payday is a nonwork day, employees must be paid on the preceding weekday. Effective June 1, 2005, employers may pay employees their wages through credit to a debit card or card account.

Timing Requirements for Wage Payments in Maine    choose another state

Maine's wage payment law states that employees must be paid in full at regular intervals that do not exceed 16 days, with a holdover of eight days permitted. Employees who are absent on paydays must be paid upon demand. Wages must be paid on an established day or date at regular intervals made known to the employee. When the interval is less than the maximum allowed by law, the interval may not be increased without written notice to the employee at least 30 days in advance of the increase. Family members of an employer and salaried employees are exempt from the frequency of wage payment requirements.

Timing Requirements for Wage Payments in Michigan    choose another state

All employers are subject to Michigan's wage payment law. Employees of covered employers must be paid at least semimonthly, with wages payable on or before the first day of the month for wages earned in the first half of the preceding calendar month, and on or before the 15th day of the month for wages earned during the last half of the preceding month, or more often if the employer desires. An employer who establishes a monthly payday will be deemed in compliance with the law if he pays on the first day of each calendar month all wages earned during the preceding calendar month. Employees absent on payday must be paid upon demand, and fringe benefits must be paid in accordance with the written contract or policy.

Timing Requirements for Wage Payments in Minnesota    choose another state

Minnesota's wage payment law covers public service corporations, all persons or companies employing any person to perform labor or services on any project of a transitory nature, all persons or companies employing any person to perform labor and migrant workers. Employers must pay all wages due at least once every 30 days on a regular pay day designated in advance by the employer, even if the employee requests payment at longer intervals. Unless paid earlier, the wages earned by an employee during the first half of the employee's first 30-day pay period become due on the first regular payday following the first day of work. Public service corporations must pay employees at least semimonthly. Employers of laborers, whether transitory or not, must pay at least at 15-day intervals. Migrant workers are to be paid at least every two weeks. Strikers must be paid on the next regular payday. For purposes of the wage payment law, wages are considered earned on the day the employee works.

Timing Requirements for Wage Payments in Missouri    choose another state

All corporations and railroads, operators of mines, stone and granite quarries, and manufacturers are subject to Missouri's wage payment law. Corporations and railroads must pay wages at least semimonthly, with a 16-day holdover permitted; executive, administrative, professional, sales employees and others compensated on commission basis must be paid at least monthly; employees of mines, stone and granite quarries must be paid at least every 15 days, with a five-day holdover for coal mines; manufacturers must pay at least every 15 days, with a 5-day holdover.

Timing Requirements for Wage Payments in Mississippi    choose another state

Mississippi's wage payment law covers manufacturing corporations, companies, associations, partnerships and individuals employing 50 or more employees and employing public labor, and public service corporations. Employees must be paid at least every two weeks, twice during calendar month, or the second and fourth Saturday of each month; a holdover of 10 days is permitted, except for public service corporations, which have a 15-day holdover period. The requirement that employees be paid at least twice a month does not apply to any exempt employee.

Timing Requirements for Wage Payments in Montana    choose another state

Montana 's wage payment law applies to all employers except the United States, agricultural employers, and those who have entered into collective bargaining contracts. Wages must be paid at least every 10 business days, except for professional, supervisory, or technical employees who by custom are paid at least monthly; a five-day holdback is permitted. Employers may pay wages due in the ensuing pay period when an employee submits a timesheet after the employer's deadline for processing timesheets for a particular pay period.

Timing Requirements for Wage Payments in North Carolina    choose another state

All employers are covered by North Carolina's wage payment law. Paydays may be daily, weekly, biweekly, semimonthly or monthly on regular paydays designated in advance by the employer. The employee must receive on the current payday all wages accruing to him or her as of the preceding pay period.

Timing Requirements for Wage Payments in North Dakota    choose another state

All employees and, therefore, all employers are covered by North Dakota's wage payment law. Employees must be paid at least once each calendar month, or on regular, agreed upon paydays designated in advance by the employer. Employers may pay wages to their employees in lawful money, with checks from banks convenient to the place of employment or with direct deposit in the financial institution of the employee's choice. Employers are not precluded from requiring employees to directly deposit their wages into a financial institution. Effective August 1, 2005, credit unions are included as financial institutions and the use of a stored value card for the payment of wages is permitted.

Timing Requirements for Wage Payments in Nebraska    choose another state

All employers are subject to Nebraska's wage payment law. Employees must be paid on regular paydays designated by the employer or agreed to by the employee and the employer. Employees absent on payday must be paid on demand.

Timing Requirements for Wage Payments in New Hampshire    choose another state

All employers are covered by New Hampshire's wage payment law except employers of domestic labor in the employer's home or farm labor where less than five persons are employed. Wages must be paid weekly, for employees who work by the day or week; a holdover of eight days is permitted. The commissioner may permit payment less frequently, but not less than monthly on a regular and predesignated date.

Timing Requirements for Wage Payments in New Jersey    choose another state

All employers are covered by New Jersey's wage payment law. Wages must be paid at least twice each month, on regular pay days designated in advance by the employer. Bona fide executive, supervisory and other special classifications of employees may be paid less often than twice a month, provided that the employee is paid in full at least once a month on a regularly established schedule. Pay periods must end 10 or fewer days before payday. If a regular payday falls on a nonwork day, payment must be made on the immediately preceding workday, except where it is otherwise provided for in a collective bargaining agreement.

Timing Requirements for Wage Payments in New Mexico    choose another state

All employers are covered under New Mexico's wage payment law except those hiring agricultural and livestock labor and domestic labor in private homes. Wages must be paid at least semimonthly on regular paydays not more than 16 days apart with wages earned the first 15 days of the month paid by the 25th of the month and wages earned the last half of month paid by the 10th of the following month. If the employer's central pay office is outside of the state, wages earned in the first 15 days of the month must be paid by the last day of the month and wages earned from the 16th day of the month to the end of the month must be paid by the 15th of the next month. Written agreements to pay monthly by the 10th day of the succeeding month is permitted where compensation is on other than a fixed cash basis. Payment may be made at more frequent intervals. Professional, administrative or executive employees (as defined under the FLSA) may be paid once a month, except for employees whose salaries are subject to provisions of collective bargaining agreements.

Timing Requirements for Wage Payments in Nevada    choose another state

All employers are covered under Nevada's wage payment law. Employees must be paid at least semimonthly on regular paydays, with wages for the first 15 days of the month paid by 8 a.m. on the last day of the month and wages for the last half of the month paid by 8 a.m. of the 15th day of the following month. Wages may be paid more frequently. Special contracts with different conditions are permissible, but they may not be imposed as a condition of employment. Nevada employers whose principal place of business is located, and whose payroll is prepared, outside of the state may designate one or more days in each month as fixed paydays for paying wages to persons employed in a bona fide executive, administrative or professional capacity, outside sales personnel and supervisors, except for supervisors whose wages are determined under a collective bargaining agreement. An agreement in writing is required of an employee for the employer to make some disposition of the employee's wages other than immediate payment. Payment for absent employees. Employees absent on payday must be paid within five days after written demand.

Timing Requirements for Wage Payments in New York    choose another state

Every person, corporation or association is covered by New York's wage payment law, except for a governmental agency employing any individual in any occupation, industry, trade, business or service. For manual workers, wages must be paid weekly with a holdover of seven days permitted. Salespersons must be paid at least once each calendar month unless a less frequent payment schedule has been authorized by the Commissioner of Labor, as outlined below. In any case, wages may not be paid less frequently than semimonthly. Manual workers employed by nonprofit organizations may be paid in accordance with the agreed terms of employment, but not less frequently than semimonthly. Clerical and other employees must be paid in accordance with employment contracts, but at least semimonthly, on regular pay days designated in advance by the employer. The Commissioner of Labor may authorize certain employers to pay wages less often than weekly but not less often than semimonthly. Commissioned salespersons. A commissioned salesperson must be paid all money earned or payable in accordance with the terms of employment, but not less frequently than once each month and not later than the last day of the month following the month in which they were earned. If monthly or more frequent payment of earnings are substantial, then additional compensation earned, including bonuses, may be paid less frequently than once each month but, in no event, later than the time provided in the employment agreement or compensation plan. If requested in writing, the employer must give a commissioned salesperson a statement of earnings paid or due and unpaid.

Timing Requirements for Wage Payments in Ohio    choose another state

All employers in the state are covered by Ohio's wage payment law. Employees must be paid at least semimonthly, on the first and 15th of every month. Wages for the first half of the month must be paid by the first day of the next month, and wages for the last half of the month must be paid by the 15th of the month. Daily or weekly payment of wages is permissible. Employees who are absent on payday are entitled to payment thereafter on demand.

Timing Requirements for Wage Payments in Oklahoma    choose another state

All employers are covered by Oklahoma's wage payment law, except state or municipal corporations. Wage payment must be made at least semimonthly, on regular paydays designated in advance by the employer. More frequent payment is permitted. State, county and municipal employees, as well as those management level employees who are exempt under the FLSA, must be paid at least once a calendar month. An interval of not more than 11 days may elapse between the end of the pay period worked and the regular payday designated by the employer. The employer is allowed three days after such payday in which to make payment as required.

Timing Requirements for Wage Payments in Oregon    choose another state

All employers are covered by Oregon's wage payment law. Employers must maintain a regular payday that may not extend beyond 35 days from the time the employee entered employment or from the date of the last regular payday. Employers may establish more frequent intervals of paydays.

Timing Requirements for Wage Payments in Pennsylvania    choose another state

All employers are covered by Pennsylvania's wage payment law. Regular paydays must be designated in advance. Unless otherwise stipulated in the contract of employment or by custom in the trade, wages must be paid within 15 days from the end of a pay period. More frequent payments are permitted.

Timing Requirements for Wage Payments in Puerto Rico    choose another state

All employers of laborers are covered by Puerto Rico's wage payment law. Wages must be paid weekly.

Timing Requirements for Wage Payments in Rhode Island    choose another state

All employers other than religious, literary or charitable corporations are covered by Rhode Island's wage payment law. Wages must be paid weekly except for employees whose compensation is fixed at a yearly, monthly or semimonthly rate, unless prevented by inevitable casualty. More frequent payment is permitted. Wages must be paid to within nine days of the end of the pay period. If the ninth day is a holiday, payment must be made on the next business day. Employees absent on payday must be paid thereafter on demand. Unpaid wages earned by strikers are due and payable at the next regular payday.

Timing Requirements for Wage Payments in South Carolina    choose another state

In South Carolina, all employers are subject to South Carolina's wage payment law, except for employers of domestic labor in private homes or to employers employing fewer than five employees at all times during the preceding 12 months. Employers of 50 or more in Chesterfield County must pay wages biweekly with no holdover permitted. Other textile industries must pay on a regular weekly payday. Payment at more frequent intervals is permitted.

Timing Requirements for Wage Payments in South Dakota    choose another state

All employers are covered by South Dakota's wage payment law. Cash wages due employees must be paid by every employer at least once each calendar month unless otherwise provided by law, or on agreed upon paydays designated in advance. For manual and clerical employees of employers operating a public service railroad, payment is required semimonthly (on or before the 1st and the 15th day of each calendar month), with 16 days holdover permitted. Daily or weekly payment of wages is permitted. Employees absent on payday must be paid on demand at the usual place of payment. Striking employees must be paid on the next regular payday.

Timing Requirements for Wage Payments in Tennessee    choose another state

All Tennessee employers of five or more employees are covered by the state's wage payment law. Wages must be paid at least semimonthly. Payment of wages for the first half of the month must be made by the 5th of the next month, and payment of wages for the second half of month must be made by the 20th of the next month. More frequent payment is permitted. Employees who are absent on payday must be paid within a reasonable time after making a demand. Payment of tipped employees. Businesses, including private clubs, lounges, bars and restaurants, that include an automatic percentage or dollar amount considered as a service charge, tip, gratuity or otherwise intended for the employee or employees who serve customers, must pay that amount at the close of the business day on which the charge is collected or on the following payday.

Timing Requirements for Wage Payments in Texas    choose another state

All employers are covered by Texas' wage payment law. Employees who are exempt from the overtime pay provisions of the FLSA must be paid at least once per month and all other employees must be paid at least semimonthly. Paydays must be designated in advance, whether the pay period is monthly or semimonthly. Each of the two pay periods for wages paid semimonthly must consist as nearly as possible of an equal number of days. If an employer fails to designate paydays for semimonthly pay periods, the paydays are the 1st and 15th day of each month. An employee who is absent on a payday, or who for any reason is not paid on the regular payday, must be paid on a business day at the employee's request.

Timing Requirements for Wage Payments in Utah    choose another state

Utah's wage payment law covers all employers except farm, dairy, agricultural, viticultural, or horticultural pursuits, banks, mercantile houses, stock or poultry raising, and employers of domestic service, or any other employment where a contract exists providing for different payment terms. Wages must be paid at least semimonthly with a 10-day holdover permitted. Employees on yearly salary must be paid at least monthly with seven days holdover permitted. Regular paydays must be designated in advance. Payments at more frequent intervals are permitted.

Timing Requirements for Wage Payments in Virginia    choose another state

Virginia's wage payment law covers all employers. Wages must be paid at least once a month for salaried employees and at least twice a month for hourly-paid employees, except for hourly-paid employees who earn more than 150 percent of the state's average weekly wage may be paid monthly. Students enrolled in a work-study program may be paid once a month. Employers may pay wages or salaries to an employee by automated electronic fund transfer in lawful money into an account in the name of the employee at a financial institution selected by the employee or into a trust account on which the employee is a named beneficiary. If the employee fails to choose a financial institution or fails to consent to payment into a trust account, employers must pay the employee's wages or salaries either in lawful money or by check payable at face value upon demand in lawful money.

Timing Requirements for Wage Payments in Virgin Islands    choose another state

No information available.

Timing Requirements for Wage Payments in Vermont    choose another state

All employers are covered by Vermont's wage payment law. Wages are to be paid weekly, with a holdover of six days permitted, but employees may be paid biweekly or semimonthly with a six-day holdover if a statement of intent is filed. A union contract may provide for a 13-day holdover. Employees absent on payday must be paid on demand.

Timing Requirements for Wage Payments in Washington    choose another state

Washington's wage payment law covers all employers. All wages due must be paid at no longer than monthly intervals to each employee on established regular pay days, except that wages for no more than the last seven calendar days may be withheld from the pay period covered for inclusion in the next pay period for bookkeeping purposes.

Timing Requirements for Wage Payments in Wisconsin    choose another state

All employers in Wisconsin, except those in logging operations, and employers of farm laborers or those covered by a collective bargaining agreement, are covered by Wisconsin's wage payment law. Wages are to be paid at least monthly, within 31 days of the end of the pay period. Payment is due on the previous business day when payday falls on Sunday or holiday, and where it covers earnings to a date more than eight days prior to payment. Teachers may voluntarily request payment over a 12-month period for services performed during the school year. Absent employees must be paid within six days of demand.

Timing Requirements for Wage Payments in West Virginia    choose another state

All employers are subject to West Virginia's wage payment laws. Wages must be paid at least biweekly unless otherwise provided by special agreement. Absent employees of any employer must be paid on demand at any time at the place where wages are usually paid and where the next pay is due. Payment at more frequent intervals is permitted.

Timing Requirements for Wage Payments in Wyoming    choose another state

Persons, firms or corporations in Wyoming engaged in the operation of railroads, mines, refineries and work incidental to the prospecting for, or the production of, oil and gas, or other factories, mills or workshops in Wyoming are covered by the state's wage payment laws. Agricultural operations are excepted. Employees must be paid at least semimonthly; 16 days holdover are permitted. If a semimonthly payday occurs on a day other than a working day, the last preceding working day must be the payday for employees regularly paid at one place. Employers are permitted to make other arrangements with their employees by agreement covering special occasions. A separate provision applicable to coal miners and laborers in or about any coal mine also provides for semimonthly payment of wages with 16 days holdover. Payments at more frequent intervals are permitted. Absent employees must be paid thereafter on demand at the usual place for payment.

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