New Hampshire Pay Period and Frequency Laws

aVarious 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 New Hampshire.

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

Yes, New Hampshire laws regarding pay frequency differ from federal laws.

How Often Do Employers Need to Pay Employees in New Hampshire?

Most employers must pay employees weekly or bi-weekly. However, an employer may request written permission from the New Hampshire Department of Labor to pay its employees semi-monthly or monthly.

Are There Designated New Hampshire Payday Limit Requirements?

Bi-weekly payments must be paid within eight days after the end of the first week of work (including Sunday). After the first week, the pay schedule may return to every 14 days on designated paydays.

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

If an employer is paying employees weekly, wages must be issued within eight days of the end of the pay period. Bi-weekly pay must be given to employees within 15 days of the end of the pay period.

What Are the Penalties to Employers for Late Paychecks in New Hampshire?

Employers may be subject to a penalty of up to 10% of unpaid wages for every day the payment is overdue. It can also be doubled if the employer withholds wages without good cause and willfully. Attorney and court fees may also apply.

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

If an employee quits or is terminated, they must receive their final wages within 72 hours.

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

No, there are no city-specific laws in place around pay periods or frequency in New Hampshire.

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

Yes, there is a law requiring the provision of pay stubs to employees. The stub must include all deductions, including taxes, charitable contributions, insurance premiums, and other legitimate items. It must also include the employer’s name, phone number, and address, dates of the pay period, pay rate(s), gross and net pay, and hours worked (if applicable).

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 New Hampshire regulations.