California Pay Period and Frequency Laws

Various labor laws and regulations are in effect across the United States. Some federal laws apply to all states, but no law is in place around pay period and frequency on a nationwide level. Explore the requirements around the schedule for paying employees in California.

Does California Have Pay Period and Frequency Laws That Differ from Federal Laws?

Yes, the pay period and frequency laws in effect in California differ from federal law. Regulations dictate the requirements around paydays and what must be included on pay stubs.

How Often Do Employers Need to Pay Employees in California?

Employers in California must pay employees at least twice per month. Any work performed between the 1^st and 15^th day of the month must be paid no later than the 26^th of the month. Any work performed between the 16^th and last day of the month must be paid by the 10^th of the following month.

The California Department of Industrial Regulations also mandates that employers must post a notice with the payday schedule in a visible location within the workplace.

Are There Designated California Payday Limit Requirements?

Yes, California has a designated schedule in place around paydays and limits of when employees must be paid for work performed during that period.

How Long After a Pay Period Must Wage be Paid in California?

California has specific pay requirements in place depending on the period of the month during which work was performed.

• Between the 1^st and 15^th: paid no later than the 26^th of the month
• Between the 16^th and last day of the month: paid by the 10^th of the following month

What Are the Penalties to Employers for Late Paychecks in California?

The governor of California signed AB 673 in 2019, which amended Labor Code 210. It allows an employee to recover statutory penalties when an employer is late paying their wages and they are still employed.

In addition to any penalties owed to the employee, an employer may also face civil penalties issued by the Labor Commissioner’s Office. A late payment is one that is not made within the required timeline outlined in the previous section.

What Are the Paycheck Requirements for An Employee Whose Employment Has Been Terminated?

Under California Labor Code 203, an employer who willfully fails to pay an employee who has been terminated or quits may be subject to a “waiting time penalty.” This penalty is the number of days the check is late, multiplied by the daily wage and can be up to 30 days’ wages. It is paid to the employee. The Private Attorney General Act (PAGA) also allows for the issuing of civil penalties to employers.

Are There Any Municipalities or Cities in California That Have Differing Pay Period or Pay Frequency Laws?

No, the pay period and frequency laws outlined above apply statewide.

Are There Any Other Laws in California Regarding Pay Periods and Pay Frequency?

There is a law in the state that applies to pay stubs, or the itemized statement provided to employees that outlines the wages, deductions, and other aspects of their paychecks. The sub must include:

• Gross and net wages
• Total hours worked
• Hourly rate(s)
• Dates of the pay period
• Any applicable deductions
• Employer name and address
• Employee name
• Last four digits of employee’s Social Security number

Accurate hours are critical to accurate paychecks. An automated time and labor platform like WorkforceHub streamlines how you collect employee time data. Integrations with top payroll platforms ensure that employees receive the proper pay for hours worked. Plus, you can set up pay periods within the platform that comply with California regulations.