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This guide for admins explains what a pay schedule includes, your options, how to set it up, and how to change it later. Before you create a pay schedule, check your state requirements and consider paying in arrears for hourly work.
What a pay schedule includes
A pay schedule has three parts:
- Pay period: The time your employees worked.
- Pay date (payday): The date employees get paid for their work.
- Start of workweek: The first day of the 7-day workweek used to calculate overtime under the Fair Labor Standards Act (FLSA).
- Paydays always fall on a weekday. If a payday lands on a weekend or bank holiday, Gusto moves the check date to the prior business day.
- Your direct deposit payment speed determines how many days before payday you must submit payroll. If you're ready, you can submit the payroll earlier.
- By default, Gusto sets the start of the workweek to:
- The first day of the pay period for weekly and biweekly schedules.
- Sunday for all other schedules.
When you onboard, Gusto suggests a pay schedule based on your team.
Paying in arrears
“Paying in arrears” means there's a gap between the end of the pay period and the pay date. This is common for hourly workers, so you have time to collect hours and run payroll.
For example, if employees work January 1 through 7 and get paid January 13, this is paying in arrears.
Choose the cadence that fits your team and state law (see table below):
- Weekly: Same weekday every week (52 per year). For example, every Friday.
- Biweekly: Same weekday every two weeks (26 per year). For example, every other Friday.
- Semimonthly: Two fixed dates per month (24 per year). For example, the 15th and last day of the month.
- Monthly: One fixed date per month (12 per year). For example, on the 26th of every month.
- Quarterly: Once per calendar quarter (4 per year). For example, the pay period covers the entire quarter.
- Annual: Once per year; the pay period is Jan 1–Dec 31. For example, Gusto sends reminders the next year.
Many states regulate how often and how soon after a pay period ends you must pay employees.
Use this table to confirm what your state allows and any timing rules. Some states have restrictions on monthly pay schedules, which apply only to certain worker types, such as executives or Fair Labor Standards Act (FLSA) exempt workers. Check the Key requirements column for details.
Last updated: February 26, 2025
| State | Allowed frequencies | Time between end of pay period and pay date | Key Details |
|---|---|---|---|
| Alabama | Weekly, biweekly, semimonthly, and monthly | No requirement | Resource: Alabama Department of Labor |
| Alaska | Weekly, biweekly, semimonthly, and monthly | No requirement | Employers must pay employees at least once per month on regularly scheduled paydays. If an employee chooses, employers can pay semi-monthly. Employers can always pay more often. Resource: Alaska State Legislature |
| Arizona | Weekly, biweekly, and semimonthly | Regular pay is due within 5 days after the pay period ends. Overtime pay or exception pay is due within 16 days after the pay period ends. | Employers must pay employees at least twice per month, no more than 16 days apart. Resource: Arizona State Legislature |
| Arkansas | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | No requirement | Corporations with an annual gross income of $500,000 or more can use the monthly pay schedule for management-level employees who are exempt from overtime and earn more than $25,000 per year. Resource: Arkansas State Statute 11-4-401 |
| California | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Weekly or bi-weekly: Pay is due within 7 workdays after the pay period ends. Semi-monthly: Wages earned from the 1st – 15th of the month are due by the 26th of the same month Wages earned from the 16th – 31st are due by the 10th of the following month Monthly: Pay is due by the 26th of the same month. Wages must be paid twice during each calendar month on the days set in advance as regular paydays. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. | Wages must be paid twice during each calendar month on the days set in advance as regular paydays. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. |
| Colorado | Weekly, biweekly, semimonthly, and monthly. | Pay is due within 10 days after the pay period ends. | Wages must be paid at least once per month. Resource: Colorado Wage Act |
| Connecticut | Weekly and biweekly. Semimonthly and monthly, depending on key details. | Pay is due within 8 days after the pay period ends.
| Employers must pay employees at least bi-weekly on a regular payday set in advance, within 8 days after the pay period ends. If the regular payday falls on a nonwork day, wages must be paid on the preceding workday. Longer pay frequency intervals, up to monthly, can be allowed if approved by the Labor Commissioner. Resource: Connecticut General Assembly |
| Delaware | Weekly, biweekly, semimonthly, and monthly | Pay is due within 7 days after the pay period ends. | Employers must pay wages at least once per month, within 7 days after the pay period ends. Resource: Delaware Department of Labor |
| District of Columbia | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Pay is due within 10 days after the pay period ends. | Non-exempt employees must be paid at least twice per month. Administrative, executive, and professional employees must be paid at least once per month. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. Resource: Council of DC |
| Florida | Weekly, biweekly, semimonthly, and monthly | No requirement | Florida doesn't have any laws dictating when or how often an employer must pay employees their wages. Resource: Florida Department of Labor |
| Georgia | Weekly, biweekly, and semimonthly | No requirement | Georgia law requires workers to be paid at least twice per month. Resource: Georgia Statute 34-7-2 |
| Hawaii | Weekly, biweekly, and semimonthly. Generally not, monthly, but exceptions may apply. See Key Details. | Pay is due within 7 days after the pay period ends. If approved by the Hawaii DOL, the pay date can be up to 15 days after the pay period ends. | Every employer must pay wages to all employees at least twice during each calendar month, on regular paydays set in advance by the employer. Monthly pay schedules can be used if:
Resource: Hawaii Wage Standards Division |
| Idaho | Weekly, biweekly, semimonthly, and monthly | Pay is due within 15 days after the pay period ends. | All employees must be paid at least once per month, within 15 days after the pay period ends. Resource: Idaho Legislature |
| Illinois | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Weekly: Pay is due within 7 days after the pay period ends. Bi-weekly or semi-monthly: Pay is due within 13 days after the pay period ends. Monthly: Pay is due by the 21st day of the same month. | Employees must be paid at least twice per month. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. Exceptions can be allowed for commission payments or certain employee types. Resource: Illinois Department of Labor |
| Indiana | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Pay is due within 10 days after the pay period ends. | Employers must pay most employees their wages at least twice per month. Employers must pay all wages earned within 10 days after the pay period ends. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. Exceptions can apply for certain employee types. Resource: Indiana Statute 22-4-5 |
| Iowa | Weekly, biweekly, semimonthly, and monthly | Pay is due within 12 days after the pay period ends (excluding Sundays and holidays). | Iowa law (Chapter 91A) requires employers to pay workers in full within 12 days after the pay period ends, excluding Sundays and legal holidays. The payroll period must be set in advance, can't be longer than monthly, and must be at consistent intervals. Resource: Iowa Labor Center |
| Kansas | Weekly, biweekly, semimonthly, and monthly | Pay is due within 15 days after the pay period ends. | Employers must pay employees at least once per month, on regular paydays, and inform employees of paydays in advance. Resource: Kansas Department of Labor |
| Kentucky | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Pay is due within 18 days after the pay period ends. | Employers must pay employees at least semi-monthly. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) are allowed to be paid monthly. Exceptions may apply for certain employee types—contact the agency directly to get approval for a monthly pay schedule. Resource: Kentucky General Assembly |
| Louisiana | Weekly, biweekly, and semimonthly | Pay is due by the end of the following pay period. | Employers must pay most hourly employees at least bi-weekly or semi-monthly via a regular payday. Resource: Louisiana Legislature |
| Maine | Weekly, biweekly, and semimonthly | Pay is due within 8 days after the pay period ends. | Employers must pay employees at least every 16 days. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. Resource: Maine Legislature |
| Maryland | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | No requirement | Employers must pay employees every two weeks or twice per month. Executive, professional, and administrative employees can be paid less frequently. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. Resource: Maryland Department of Labor |
| Massachusetts | Weekly and biweekly. Semimonthly and monthly, depending on key details. | Pay is due within 6 days after the pay period ends. | Hourly employees must be paid on a weekly or bi-weekly basis, within 6 days after the pay period ends. Employers can pay exempt and salaried non-exempt employees weekly, bi-weekly, or semi-monthly. Employers can pay monthly at the employee's request, or if they're agricultural employees. Resource: Commonwealth of Massachusetts |
| Michigan | Weekly, biweekly, semimonthly, and monthly | Weekly or bi-weekly: Pay is due within 14 days after the pay period ends. Semi-monthly: Wages earned from the 1st – 15th of the month are due by the 1st day of the following month. Wages earned from the 16th – 31st are due by the 15th of the following month. Monthly: Pay is due within 15 days after the pay period ends. | Resource: Michigan Legislature |
| Minnesota | Weekly, biweekly, semimonthly, and monthly | Unless paid earlier, wages earned during the first half of the first 31-day pay period are due on the first regular payday following the first day of work. | Employers must pay all wages, including salary, earnings, and gratuities earned by an employee at least once every 31 days. All commissions earned by an employee must be paid at least once every three months. Wages must be paid on a regular payday set in advance by the employer, regardless of whether the employee requests payment at longer intervals. Resource: Minnesota Legislature |
| Mississippi | Weekly, biweekly, and semimonthly | Manufacturing and public labor companies must pay their employees within 10 days after the pay period ends. Public service corporations must pay their employees within 15 days after the pay period ends. | Mississippi doesn't have laws dictating how often to pay employees. Exception: If your company is engaged in manufacturing and has 50 or more employees, or if you're a public labor or public service corporation, then you must pay your employees at least bi-weekly or semi-monthly, or on the second and fourth Saturday of every month. Resource: Mississippi Code 71-1-35 |
| Missouri | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Pay is due within 16 days after the pay period ends. | Executive, administrative, or professional employees, salespersons, and employees on commission can be paid monthly. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. Resource: Revisor of Missouri |
| Montana | Weekly, biweekly, semimonthly, and monthly | Pay is due within 10 days after the pay period ends. | Employers must establish a regular pay schedule and pay wages within 10 days after the pay period ends. Resource: Montana Department of Labor and Industry |
| Nebraska | Weekly, biweekly, semimonthly, and monthly | No requirement | Employers must establish regular paydays on which employees receive their paycheck. Employers must give employees 30 days notice of any change in the payday. Resource: Nebraska Statute 48-1230 |
| Nevada | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Semi-monthly: Wages earned from the 1st – 15th of the month are due by the end of the current month. Wages earned from the 16th – 31st are due by the 15th of the following month. | Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. A monthly payday is also allowed for executive, administrative, and professional personnel. |
| New Hampshire | Weekly, biweekly, and semimonthly. Monthly, with written permission. See Key Details. | Weekly: Pay is due within 8 days after the pay period ends. Bi-weekly: Pay is due within 15 days after the pay period ends. | Weekly or bi-weekly payment of wages is required. Semi-monthly or monthly payment of wages is available with written permission from the NHDOL. Resource: New Hampshire Department of Labor |
| New Jersey | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Pay is due within 10 days after the pay period ends. | Monthly paydays are allowed only for exempt executive, administrative, and professional personnel. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. |
| New Mexico | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Semi-monthly: Wages earned from the 1st – 15th of the month are due by the 25th day of the current month (or the last day of the month if payroll originates out of state). Wages earned from the 16th – 31st are due by the 10th of the following month (or the 15th day if payroll originates out of state). Monthly: Pay is due by the 10th day of the following month.
| Only exempt executive, administrative, and professional personnel can be paid monthly. Penalties are imposed for violations. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. Resource: New Mexico Statute 50-4-2 |
| New York | Weekly and biweekly. Semimonthly, depending on key details. | Most employers must pay employees at least semi-monthly on regular paydays set in advance by employers. | New York State Labor Law requires manual workers to be paid weekly, and clerical and other workers at least twice per month. Review the link to the right for more information about pay frequencies. Resource: New York Senate |
| North Carolina | Weekly, biweekly, semimonthly, and monthly | No requirement | Resource: North Carolina Legislature 95-25.6 |
| North Dakota | Weekly, biweekly, semimonthly, and monthly | No requirement | Employers must pay employees at least once per month on a set payday set by the employer. Resource: North Dakota Code |
| Ohio | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Semi-monthly: Wages earned from the 1st – 15th of the month are due by the 1st day of the following month. Wages earned from the 16th – 31st are due by the 15th of the following month. | Payment at shorter or longer intervals is allowed when it's customary or when it has been established by written contract or law. Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. Resource: Ohio Laws and Administrative Rules |
| Oklahoma | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Pay is due within 11 days after the pay period ends. | Every employee must be paid all wages due at least twice each calendar month. State, county, municipal, and overtime exempt employees can be paid at least once each calendar month (monthly). Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) can be paid monthly. |
| Oregon | Weekly, biweekly, semimonthly, and monthly | No requirement | Employers must pay you on a regular payday schedule. Paydays cannot be more than 35 days apart. Resource: Oregon Labor and Industries |
| Pennsylvania | Weekly, biweekly, and semimonthly | Pay is due within 15 days after the pay period ends. | Resource: Pennsylvania Statute 43.260.3 |
| Rhode Island | Weekly. Biweekly, semimonthly, and monthly, depending on key details. | Pay is due within 9 days after the pay period ends. | Every employee must be paid weekly for all wages due from an employer. Exceptions Employees whose compensation is fixed at a bi-weekly, semi-monthly, monthly, or yearly rate, and employees working for the state and its political subdivisions and of religious, literary, or charitable corporations. Resource: Rhode Island Labor Relations |
| South Carolina | Weekly, biweekly, semimonthly, and monthly | No requirement | Resource: South Carolina Legislature |
| South Dakota | Weekly, biweekly, semimonthly, and monthly | No requirement | Employers must pay all wages due at least once each calendar month. Resource: South Dakota Legislature |
| Tennessee | Weekly, biweekly, semimonthly, and monthly | Semi-monthly: All compensation earned and unpaid before the 1st day of any month must be paid by the 20th day of the month following the one in which the wages were earned. All compensation earned and unpaid before the 16th day of any month must be paid by the 5th day of the following month Monthly: Pay is due within 5 days after the pay period ends. | Employers must pay at least monthly. Resource: Tennessee Department of Labor and Workforce Development |
| Texas | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Employers must set paydays. If an employer fails to set paydays, the employer's paydays are the 1st and 15th day of each month. | Employees exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) must be paid at least once per month (monthly). Other employees must be paid at least twice a month. Semi-monthly pay periods must contain, as nearly as possible, an equal number of days. Resource: Texas Workforce Commission |
| Utah | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Pay is due within 10 days after the pay period ends. | Employees on a yearly salary can be paid monthly. Resource: Utah Payment of Wages |
| Vermont | Weekly. Biweekly and semimonthly with written consent. See Key Details. | Pay is due within 6 days after the pay period ends. | Employers must pay employees weekly. However, after providing written notice to employees, employers can issue paychecks bi-weekly or semi-monthly. Resource: Vermont Department of Labor |
| Virginia | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | No requirement | Employees exempt from overtime must be paid at least once a month (monthly). Hourly employees must be paid at least once every two weeks or twice a month. Resource: Code of Virginia |
| Washington | Weekly, biweekly, semimonthly, and monthly | Pay is due within 10 days after the pay period ends. | Employers must pay wages at least once per month on a regular payday. Resource: Washington State Legislature |
| West Virginia | Weekly, biweekly, and semimonthly | Pay is due within 19 days after the pay period ends. | Employers must pay wages at least twice every month on regular paydays. Resource: West Virginia Division of Labor |
| Wisconsin | Weekly, biweekly, and semimonthly. Monthly, depending on key details. | Pay is due within 31 days after the pay period ends. | With limited exceptions, employers must pay wages at least monthly. The only employers exempt from this requirement can be found by clicking the Wage Payment and Collection Law link to the right. |
| Wyoming | Weekly and biweekly. Semimonthly, depending on key details. | Semi-monthly: Wages earned from the 1st – 15th of the month are due by the 1st day of the following month Wages earned from the 16th – 31st are due by the 15th of the following month | Wyoming doesn't have laws governing how often an employer must pay its employees. Certain occupations aren't allowed to pay employees monthly. Review the resource to the right for more info. Resource: Wyoming Workforce FAQ |
Gusto needs your pay schedules to know when to pay employees. Confirm state requirements and consider paying in arrears for hourly work.
Gusto suggests a pay schedule that fits the people you're paying when you onboard. If you're done onboarding and want to learn what schedule might work best for your team, check out our blog post.
Choose pay schedule assignment options
- Everyone on one schedule: You can use one schedule for all employees (hourly and salaried).
- By compensation type: You can create separate schedules for hourly vs. salary workers. Employees marked “Salary/Eligible for Overtime” are included on the hourly schedule.
- By employee: You can assign employees individually. This is useful for schedules based on location or owner status. This option is available after onboarding.
- By department: You can assign schedules per department. You need to turn on Departments and assign employees first.
All options work with Gusto Time Tracking and Project Tracking.
Choose pay frequency options
You can choose from these pay frequencies: weekly, biweekly, semimonthly, monthly, quarterly, or annual.
We always pay team members on a weekday (regardless of payment method, direct deposit or check). If payday falls on a weekend or holiday, we pay on the business day before.
Add a new pay schedule
Gusto suggests a pay schedule that fits the people you're paying when you onboard. If you’re done onboarding and want to learn what schedule might work best for your team, check out our blog post.
Steps to add a new pay schedule in Gusto:
- Sign in to Gusto.
- Go to Pay.
- At the top-right, click Settings.
- Find the Pay Schedule section, then click Manage.
- Choose how to assign employees:
- Everyone on one schedule
- By compensation type
- By employee (available after onboarding)
- By department (turn on Departments and assign employees first)
- Click Continue.
- Assign employees to an existing schedule or click Add pay schedule to add a new one.
- If you add a new one, click Preview upcoming paydays to review future dates, then click Save.
- Click Continue after assigning all employees.
- Review your changes and click Submit.
- (Optional) To enable Payroll on AutoPilot for this schedule, go to Pay, then Settings, find the pay schedule, and click Edit next to Payroll on AutoPilot.
To preview your pay schedule in Gusto:
- Go to Pay.
- At the top-right, click Settings.
- Under Pay Schedule, click Preview upcoming paydays to view future pay periods and pay dates.
- Use the top-right toggle to switch between list and calendar views.
- (Optional) Sync payroll reminders to your personal calendar.
To change your pay schedule or pay period:
- Go to Pay.
- At the top-right, click Settings.
- Next to the title of the pay schedule you want to change, click Edit.
- Choose the pay frequency, weekday, first pay date, and pay period.
- Click Preview upcoming paydays to confirm dates.
- Click Save.
- Gusto automatically creates a transition payroll if there is a gap between the old and new schedules. You need to process or skip it from your Home page before you can run the next regular payroll.
Gusto automatically creates a transition payroll if there is a gap between the old and new schedules.
You must process or skip it from your Home page or Pay page before you can run the next regular payroll.
What to expect with transition payrolls
Here's what happens with transition payrolls:
- Taxes: We use the new Regular schedule’s tax rules. Tax amounts can change when you switch periods (for example, monthly to semimonthly). Recurring income tax overrides set by an accountant do not apply to transition payrolls. Only one-time overrides apply.
- Benefits: We do not deduct Gusto-managed benefits during transition payrolls, but external benefit deductions continue. If you use Gusto-managed benefits, contact our Support team to confirm deductions on the new schedule.
- Payments: We automatically prorate salaried employees for actual days worked.
- Time Tracking: Time entries do not sync for transition payrolls.
- PTO: Paid time off does accrue for transition payrolls.
If you skipped a transition payroll but still need to pay the employee, run an off-cycle payroll.
To view or change which pay schedule an employee is assigned to:
- Go to Pay.
- At the top-right, click Settings.
- In Pay Schedules, find the schedule and next to Employees, click Edit.
- Use the dropdown next to each employee to change their schedule.
Workweeks drive overtime calculations over a 7-day period. This setting does not change how often or when you pay.
Defaults
Gusto sets these defaults for the start of the workweek:
- For weekly and biweekly schedules, the start of the workweek is the first day of the pay period.
- For other schedules, the start of the workweek is Sunday.
- You can change the start of the workweek only a limited number of times to protect accurate overtime pay. After a change, you need to wait for a full workweek to begin before changing it again.
- If you use Gusto Time Tracking, changes begin with the next pay period. The current period still uses the old setting.
Change your start of workweek
To change your start of the workweek:
- Go to Pay.
- At the top-right, click Settings.
- In the Pay Schedule section, next to Start of workweek, click Edit.
- Pick the new start day and click Save.
Before you begin, make sure to:
- Set up at least one other pay schedule.
- Move all employees off of the schedule you want to delete.
To remove a pay schedule:
- Go to Pay.
- At the top-right, click Settings.
- Under Pay Schedule, click Manage.
- Move employees from the schedule you want to delete to another schedule.
- When no employees and no pending tasks remain, Gusto removes the empty schedule.
- If you have more than two schedules and dismiss the last employee on one of them, you cannot delete that schedule. Support cannot delete it either.
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Selecting Everyone on one pay schedule leaves you with a single active schedule going forward.
Q: Do paydays ever fall on weekends or holidays?
A: No. Gusto moves paydays that land on weekends or bank holidays to the prior business day.
Q: What is paying in arrears?
A: You pay after the pay period ends, giving time to collect hours and process payroll. This is common for hourly teams.
Q: Which pay frequencies can I choose?
A: You can pay weekly, biweekly, semimonthly, monthly, quarterly, or annual. Check your state rules before you choose.
Q: Where do I find my state’s rules?
A: Use the 2025 state table in this article. It lists allowed frequencies, timing rules, and links to state resources.
Q: What is a transition payroll?
A: It fills the gap when you change schedules. Taxes follow the new schedule, Gusto-managed benefits do not deduct, time tracking does not sync, and PTO still accrues.
Q: Can I change the start of the workweek?
A: Yes. You can change the start of the workweek but only a limited number of times. Changes apply to future periods and help ensure correct overtime.
Q: Can I assign different teams to different schedules?
A: Yes. You can assign by compensation type, employee, or department. If assigning by department, you need to turn on Departments first.