Biweekly Pay: Definition and Benefits

Biweekly pay refers to receiving wages every two weeks, resulting in 26 pay periods annually, simplifying payroll management. Employees benefit from regular income and easier budgeting, but may need to adjust for months with three pay periods.

By Brad Nakase, Attorney

Email  |  Call (888) 600-8654

Have a quick question? I answered nearly 1500 FAQs.

What is the definition of biweekly pay?

When an employee is paid biweekly, they get their money every two weeks.

Every pay period is 14 days long and starts and ends on the same day of the week every time. The result is that there will be around 26 pay periods in a year, give or take a little bit, because the start and end dates of the year are not always the same.

During the 14-day pay period, an employee’s hours are tracked and they are paid the next week. In most cases, the start date of the pay period corresponds with the weekly tracking of overtime.

How to figure out your biweekly pay

For biweekly pay, all of an employee’s hours worked between a set start and end time are recorded and kept track of. One way to accomplish this is by using an automated system or punch card system, among other tracking techniques.

The total wages owed for that period are then calculated by multiplying the hours by the employee’s hourly pay rate. Overtime is also taken into account if a worker puts in more than 40 hours per week.

Consider a worker who puts in 50 hours in the first week at $20 per hour. Paying at time and a half (1.5), they would receive $800 for the first 40 hours worked and $300 for the final 10 hours. That means the worker would receive $1,100 for the first week of work.

The worker would have made $600 in the second week if they had merely put in 30 hours. For the bimonthly pay period, that comes to a total of $1,700.

How exactly does biweekly payment work?

Payroll practitioners will calculate the total amounts owed to each employee at the conclusion of the pay period. They will also assess whether any withholdings are necessary for federal and state taxes, insurance premiums, or other valid deductions.

The employee will subsequently receive payment by the end of the week that follows the pay period’s conclusion. A year has 26 monthly pay periods, so there will be two months when workers get three payments.

Pay periods: semi-monthly versus biweekly

Semi-monthly periods split each month into two parts, typically from the 16th through the end of the month and from the 1st through the 15th. Biweekly pay refers to paying employees every two weeks.

There is, however, another variation in which the first period is defined as starting on the first and ending on the last day of the month, for example, February 14th.

In actuality, there are 24 semi-monthly and 26 biweekly pay periods yearly.

This method of manually defining pay intervals may require more work, but it also results in more consistently sized payments for the employee.

Employees who regularly put in more than 40 hours a week might need to be informed about how the overtime week is determined. It is always determined using the same days of the week, such as Monday through Sunday, and it is unrelated to the calendar days on which the pay period is scheduled.

A brief overview of biweekly pay for HR

When implementing biweekly pay, there are several benefits and drawbacks for the company as well as the individual that HR should take into account.

Benefits for the company include:

  • Lower administrative expenses because payroll is simpler to handle than during other pay periods.
  • Increased budgetary control because cash outflows are more regular.
  • Payroll procedures are more efficiently streamlined requiring less human computations and entries in between cycles.

Employee benefits include:

  • Paying bills and creating a short-term financial budget may be simpler for staff members who receive their salary every two weeks.
  • Automatic deductions from paychecks, such as insurance premiums, minimize paperwork for workers with various plans through their jobs.
  • A biweekly pay cycle makes the computation of overtime far more understandable and straightforward for employees than a semi-monthly or monthly pay period.

Drawbacks for the company include:

  • Because there are more transactions than there are in semi-monthly intervals, payroll processing expenses could be higher.
  • It’s possible that the end of the year will fall in the middle of a two-week pay period. This can make it hard to do calculations for the whole year that start on January 1.

Drawbacks for employees include:

  • Compared to a weekly pay period, workers still receive payment less frequently.
  • Employees may find it difficult to budget due to the unequal pay period distribution throughout the year because they may depend on the “three pay period month” to save them money.

Best practices for biweekly pay

There are several things an organization should think about before introducing biweekly pay.

Priority one should be giving enough notice of the change to all staff members. Payroll processing should start with an explanation to employees of the benefits and drawbacks of biweekly pay periods. This will help to build confidence between the company and employee by ensuring that any questions or problems can be addressed up front.

Furthermore, it’s critical to thoroughly explain to staff members the advantages of biweekly payments when announcing the change. Putting together a list of commonly asked questions can also help ease any worries they may have.

Conclusion

In order to give employees enough time to make any necessary adjustments to their personal finances in order to prepare for the change, you should also try to give them as much notice as possible before making any changes to the pay period.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment Law

Most recent blogs:

What is a typical employment lawsuit settlement? [2024]

Typically, the average employment lawsuit settlement is $40,000, but that doesn’t nearly tell the whole story. A sexual harassment lawsuit may settle for $120,000, while an unpaid wage lawsuit averages $40,000. Wrongful termination may range from $120,000 to $1 million.

Top 12 Reasons To Sue Your Employer [2024]

There are many reasons why an employee may sue their employer, too many in fact, to share in this article. However, these are the most common reasons why an employee might suing employers. Any time an employee’s employment rights have been violated, they are able to sue.

Can I Sue My Employer for No Lunch Break?

Yes, you can sue the employer for no lunch break. Every time an employee is not given a lunch break or rest break, the employer owes an hour of pay which can add up quickly with penalties and liquidated damages.

Can I Sue My Employer For Not Paying Me On Time?

Yes, an employee can sue an employer for not paying wages on time. The employee may recover unpaid wages, interests, and liquidated damages. Depending on the violations, employees can get up to $80,000.
Base pay - Definition, Differences, and Factors

Base pay: Definition, Differences, and Factors

Base pay refers to the fixed compensation employees receive for their work, excluding bonuses or additional benefits. It is influenced by market rates, geographic factors, and job-specific requirements, ensuring alignment with both company goals and employee expectations.
What is Talent Acquisition in HR

What is Talent Acquisition in HR?

What is talent acquisition in HR? It refers to strategies for attracting, hiring, and retaining top candidates aligned with company goals.
Leadership HR - Driving Strategic Impact

Leadership in HR: Driving Strategic Impact

Leadership in HR requires strategic thinking, business alignment, and problem-solving skills to foster trust and drive company success. Effective HR leaders promote positive work environments, manage change, and empower employees for long-term growth.
Multi-generational Workforce - Bridging Generations for Success

Multi-generational Workforce: Bridging Generations for Success

Multi-generational workforce enhances collaboration by blending diverse perspectives, skills, and experiences across different age groups. Effective management ensures seamless communication, productivity, and knowledge transfer among employees of all generations.
Say on Pay - Empowering Shareholder Decisions

Say on Pay: Empowering Shareholder Decisions

Say on Pay allows shareholders to vote on executive compensation, influencing transparency and aligning pay with company performance. This system fosters accountability, balancing business goals with fair compensation practices.
Equality in Workplace - Beyond Equal Treatment

Equality in Workplace: Beyond Equal Treatment

Equality in the workplace ensures fair treatment for all employees, while equity addresses individual needs for balanced opportunities. Building equity alongside equality fosters inclusion, boosting employee morale and productivity.
Problem Analysis - Enhancing HR Effectiveness

Problem Analysis: Enhancing HR Effectiveness

Problem analysis in HR identifies challenges and proposes data-driven solutions to enhance business efficiency. It ensures strategic workforce planning and effective decision-making.
Human Resources Analyst - Role and Skills

Human Resources Analyst: Role and Skills

Human resources analysts play a crucial role in collecting, analyzing, and reporting HR data. This article outlines key skills, responsibilities, and career paths.
Differential Pay - Types and Methods

Differential Pay: Types and Methods

Differential pay compensates employees for extra time, effort, or challenging work conditions. Explore various types and methods used by employers.
HR Conferences to Attend in 2024

HR Conferences to Attend in 2024

Find the top HR conferences to attend in 2024, covering key events, pricing, locations, and presentation styles. Plan your year with the best networking and knowledge-sharing opportunities in the HR industry.

Contact our attorney.

Please tell us your story:

5 + 0 = ?