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Employment law

payday laws

Most states have laws that require employers to pay employees their wages with some minimum frequency—usually either twice a month (semi-monthly) or every other week (bi-weekly)—and some states require weekly or monthly payment of wages.

These laws are known as payday laws and also dictate when an employee who has been fired/terminated or quit must be paid their final paycheck—in some states, immediately; in some states within a certain number of days; and in some states on the next regularly-scheduled payday.

Payday laws vary from state to state and are usually included in a state’s statutes—often in the labor code or other statutes governing employer-employee relations.

In Texas, the payday laws are governed by the Texas Payroll Code. These laws require employers to pay their employees at least twice a month (semi-monthly) if they are exempt employees, typically salaried employees, and at least once a month if they are non-exempt, typically hourly workers. Employers must post notices of paydays in conspicuous places in the workplace. Regarding the final paycheck for an employee who has been terminated or has quit, Texas law stipulates that a terminated employee must receive their final paycheck within six calendar days of discharge. However, if an employee quits, the final paycheck must be given on the next regularly scheduled payday. These regulations ensure that employees receive their earned wages within a predictable and fair timeframe.

Legal articles related to this topic

Understanding State Payday Laws: Your Rights as an Employee
Along with other standards, such as mandatory employment law posters, payday laws ensure that employees are paid fairly and regularly, protecting them from potential employer abuses.