Non-exempt workers must be paid at least twice a month. Exempt workers may be paid monthly.
The Texas Payday Law (Chapter 61) sets minimum pay frequency by FLSA classification: non-exempt workers paid semi-monthly minimum, exempt workers may be paid monthly. Designated paydays must be posted at every workplace. Pay frequency violations are themselves wage-claim grounds at TWC.
Pay Frequency & Earnings Statement
Enforces semi-monthly minimum pay frequency for non-exempt Texas workers, monthly minimum for FLSA-exempt. Generates compliant earnings statements with required elements per pay period.
What those rules do as a Texas pay schedule is configured.
The hero card configuration: Block on illegal monthly schedules for non-exempt workers, Flag on payday-posting compliance.
When an admin attempts to assign a non-exempt Texas worker to a monthly pay schedule, the save fails. "Cannot assign: non-exempt workers must be paid at least semi-monthly under TPL § 61.011."
When a Texas location is created, Teambridge surfaces the designated paydays for posting at the workplace. The system tracks whether the posting requirement is acknowledged per location.
Deploy pay frequency rules in your Teambridge.
Tell us about your Texas workforce. We'll spin up pay frequency enforcement and earnings statements alongside the other 13 Texas policies.
Two distinct rules: frequency and posting.
The Texas Payday Law has two related but distinct requirements: pay frequency (how often) and payday designation (when, posted publicly). Both must be satisfied independently.
Frequency by FLSA classification
Non-exempt workers (typically hourly, tipped, and salaried-non-exempt) must be paid at least twice per month. Exempt workers (executive, administrative, professional, and outside sales meeting both salary and duties tests) may be paid monthly.
Designated paydays must be regular
The employer designates the paydays in advance and posts them at the workplace. Pay must arrive on the designated days; if a payday falls on a weekend or holiday, payment is typically due the preceding business day.
Teambridge enforces frequency at hire, posting at location creation.
Pay frequency violations and posting violations both create TWC wage-claim grounds. Teambridge handles them at the source rather than relying on payroll-team memory.
FLSA exempt status set at onboarding.
When a worker is hired, their FLSA classification (exempt or non-exempt) is set as part of onboarding. The classification determines which pay frequency rules apply.
Non-exempt workers must be on ≥ semi-monthly schedule.
When a worker is assigned to a pay schedule, Teambridge checks whether the schedule frequency satisfies the worker's classification. Non-exempt workers cannot be assigned to monthly schedules — block fires before the assignment saves.
Per-location posting list generated.
Each Texas location's designated paydays are surfaced as a posting requirement at location creation. The operator tracks acknowledgment per location.
All required elements included.
Every paystub generated by Teambridge includes employee name, pay period dates, hours worked, rate, gross pay, itemized deductions, and net pay. Electronic delivery is the default with print availability.
Still evaluating? Get a free Texas compliance audit.
Send us your existing Texas scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Texas-specific exposure ranked by risk and back-pay liability.