How to Choose the Right Payroll Schedule for Your Business

August 25th, 2023

Whether it's monthly, semi-monthly or weekly, choosing a payroll schedule for your business can be complex and have multiple considerations.

Managing payroll is essential for any organisation, ensuring that employees are compensated accurately and on time for their contributions to the company. In a previous blog post, we have already discussed the challenges of managing international payroll. Still, whether working in your home country or operating abroad, one thing that needs to be considered is a payroll schedule. 

Whether it’s a weekly, bi-weekly, semi-monthly, or monthly schedule, the chosen payroll rhythm impacts not only financial planning but also employee satisfaction, operational efficiency, and regulatory compliance.

In this article, we delve into what a payroll schedule is, the differences you might face in different countries and what you should consider when making this strategic decision. By understanding the nuances of various payroll schedules and aligning them with your company’s unique needs, you can navigate the complexities of payroll management with confidence, ensuring both fiscal responsibility and a harmonious workplace environment. 

What is a payroll schedule?

A payroll schedule is a predetermined plan or timetable that an organisation follows to manage the process of paying its employees for the work they have performed. It outlines the specific dates on which employees can expect to receive their wages, salaries, or other forms of compensation. 

This schedule ensures that payments are consistent, timely, and in accordance with employment agreements and relevant labour laws.

A payroll schedule typically includes the following:

Pay period

This refers to the specific timeframe during which employee work hours are tracked and recorded for payment purposes. Common pay periods include weekly, bi-weekly (every two weeks), semi-monthly (twice a month), and monthly. We will look into these different schedules later in this article.

Payroll processing date

This is the date when the organisation’s payroll department or payroll service provider calculates the wages owed to each employee for the given pay period. During this stage, various factors are considered, such as regular hours worked, overtime, benefits deductions, and taxes.

Pay date

Also known as payday, this is the date on which employees receive their payments. 

The pay date is set based on the payroll processing date, allowing for time to generate and distribute paychecks or execute direct deposits.

Cut-off date

This is the last day within a pay period for which employee hours and relevant payroll data are collected and processed. The cut-off date helps ensure that all work performed by employees during the pay period is accurately accounted for in their payments.

Advance notice

Employers often provide advance notice of pay dates and pay periods to employees, enabling them to plan their finances accordingly. This transparency helps foster a sense of trust and reliability between employers and their workforce.

Holiday and weekend adjustments

If a regular pay date falls on a holiday or a weekend, adjustments might be necessary to ensure that employees receive their payments on a business day. In such cases, pay dates might be shifted earlier or later to accommodate these circumstances.

Commonly used payroll schedules

There are several common payroll schedules that organisations can choose from based on their specific needs, resources, and the frequency of their operations. Each schedule has its own advantages and considerations.

Weekly payroll

In a weekly payroll schedule, employees are paid every week. This frequency provides a quick turnaround for compensation, and employees receive their pay more frequently. It’s especially useful for businesses with hourly employees or those requiring constant workforce adjustments.

Bi-weekly payroll

With a bi-weekly payroll schedule, employees are paid every two weeks, usually resulting in 26 pay periods per year. This schedule is popular due to its regularity and ease of administration. It aligns well with monthly budgeting for employees and payroll administrators.

Semi-monthly payroll

In a semi-monthly payroll schedule, employees are typically paid twice a month, often on the 15th and the last day of the month. This results in 24 pay periods per year. This schedule is favoured for its consistency and alignment with recurring monthly bills.

Monthly payroll

Under a monthly payroll schedule, employees are paid once a month. This approach simplifies payroll processing, but it can sometimes cause financial strain for employees who are accustomed to more frequent payments.

Quarterly payroll

Some organisations with specific business models or compensation structures may opt for a quarterly payroll schedule. In this case, employees are paid every three months. This approach is less common due to the infrequency of payments and potential challenges in managing employee finances.

Irregular payroll

Certain industries or roles may not adhere to regular schedules due to project-based work, freelancing, or irregular hours. In these cases, payroll might be processed upon the completion of specific projects or tasks.

Why choose a payroll schedule?

With so many options available, you might wonder why it is necessary to choose and adhere to a payroll schedule. 

The way and the frequency in which you pay employees impacts the financial management of the organisation and the satisfaction and well-being of employees. 

Consistency and predictability

A set payroll schedule provides consistency and predictability for both employers and employees. Knowing exactly when to expect payments helps employees plan their personal finances, budgeting, and bill payments.

Employee satisfaction

A well-structured and reliable payroll schedule contributes to employee satisfaction and morale. Timely and accurate payments demonstrate that the organisation values its employees and is committed to their financial well-being.

Efficient payroll processing

Having a defined payroll schedule helps streamline payroll processing. It allows payroll administrators to allocate resources, plan workloads, and ensure that all necessary calculations, deductions, and tax withholdings are accurate and up to date.

Compliance with regulations

Different jurisdictions have specific laws and regulations governing payroll, including minimum wage, overtime pay, and tax reporting deadlines. Adhering to a consistent payroll schedule helps organisations stay compliant with these regulations.

Administrative ease

A regular payroll schedule simplifies administrative tasks by establishing routines and reducing the need for frequent adjustments. This can save time and resources for the payroll department.

Cash flow management

A defined payroll schedule helps organisations manage their cash flow more efficiently, as they can anticipate the timing of outgoing funds for payroll purposes.

Trust and transparency

A consistent payroll schedule fosters trust and transparency between employers and employees. When payments are made on time, employees feel secure in their relationship with the organisation.

Avoiding errors and disputes

With a clear payroll schedule, the likelihood of errors or disputes related to missed or delayed payments is minimised. This contributes to a positive workplace environment.

What to consider when choosing a payroll schedule?

Now that you understand the possibilities in payroll schedules and the importance of sticking to one payment plan, what should you consider when making this decision?

Companies need to ensure that the selected schedule aligns with their operational needs, employee preferences, and compliance requirements. Here are key considerations to keep in mind:

Employee preferences

Understanding the preferences of your employees is crucial. Some employees might prefer more frequent pay periods for better cash flow management, while others might find less frequent payments more convenient. Conduct surveys or gather feedback to gauge employee preferences.

Operational resources

Consider the resources available within your organisation for payroll processing. More frequent payrolls require more frequent calculations and administrative efforts, which could strain limited resources.

Administrative efficiency

Evaluate how well your chosen schedule aligns with your payroll team’s capacity and workload. Choose a schedule that allows for accurate and timely payroll processing without undue stress on your staff.

Budgeting and cash flow

Consider how the chosen payroll schedule affects your company’s cash flow. A schedule that aligns with your revenue collection cycles can help you manage financial obligations more effectively.

Regulatory compliance

Different jurisdictions have specific regulations regarding minimum wage, overtime, and payroll tax reporting. Ensure that your chosen schedule complies with these regulations to avoid legal issues.

Labour contracts and agreements

If your company operates under specific labour contracts or collective bargaining agreements, ensure that the chosen payroll schedule adheres to the terms outlined in those agreements.

Employee type

The type of workforce you have can influence your decision. For example, hourly workers might benefit from more frequent paychecks, while salaried employees might prefer less frequent but larger payments.

Employee communication

Transparent communication is essential. Clearly communicate any changes in the payroll schedule to employees well in advance, seeking professional HR advice when necessary. This helps them plan their finances accordingly.

Business cycle

Consider how the business cycle, such as peak periods or seasonal fluctuations, might impact your ability to process payroll accurately and on time.

Payroll system capabilities

Evaluate the capabilities of your payroll processing system. Some systems might be better suited for specific payroll frequencies, and others might require customisation to accommodate your chosen schedule.

Cost considerations

Analyse the costs associated with processing payroll for different frequencies. More frequent payrolls might incur higher administrative costs, such as the printing and distribution of paychecks.

Direct deposit and technology

If offering direct deposit, make sure your payroll schedule aligns with banking processing times to ensure timely deposits.


Consider the potential for flexibility in case you need to make adjustments due to holidays, weekends, or unforeseen circumstances.

Country specificities 

Payroll schedules can vary significantly from one country to another due to differences in labour laws, cultural norms, and business practices. 

Here are a few examples of how payroll schedules may differ in other countries:

United Kingdom

In the UK, monthly payroll is common. Many employees are paid on a specific date each month. However, some employers offer weekly or bi-weekly pay, especially in sectors with hourly or temporary workers.


Monthly and bi-weekly payrolls are common in Australia. Many salaried employees are paid on a monthly basis, while hourly workers might be paid every two weeks.


Monthly payroll is the norm in Germany. There is a strong emphasis on adhering to strict labour laws, and timely and accurate payment is a legal requirement.


In Japan, salaries are often paid twice a month, typically around the 15th and last day of the month.


Monthly and bi-weekly payrolls are common in Canada. However, some provinces have specific regulations around pay frequencies.


In France, monthly pay is standard. There are regulations governing how pay is calculated, and employees receive a 13th-month bonus known as “13ème mois.”


Monthly payroll is prevalent in India, especially for salaried employees. However, some organisations might pay on a bi-weekly or semi-monthly basis.


Monthly pay is common in China, with payments often made on a specific day of the month. Some employers might also offer quarterly or annual bonuses.


In Brazil, monthly payroll is the standard. There are strict regulations surrounding payroll processing and employee benefits.

Why use a global payroll solution?

When expanding or operating in different countries, businesses need to carefully review and comply with local labour laws and practices related to payroll processing to ensure legal and regulatory compliance while meeting the expectations of their employees.

Using a global payroll solution can offer several advantages for businesses operating in multiple countries or looking to streamline their international payroll processes. In this blog, we have already discussed how important it is to manage a global payroll when operating in different countries

When it comes to payroll schedules, a global payroll solution can provide specific benefits:


A global payroll solution allows you to establish a consistent payroll schedule across all the countries where your business operates. This standardisation simplifies administration, reduces confusion, and enhances efficiency.


Different countries have varying labour laws, tax regulations, and payroll requirements. A global payroll solution ensures that your payroll schedules align with local regulations, reducing the risk of non-compliance and associated penalties.

Time zone management

Operating in multiple time zones can make managing payroll schedules challenging. A global payroll solution can help you coordinate payroll processing and payment timing across different time zones to ensure accuracy and timely payments.

Centralised control

With a global payroll solution, you can manage all your payroll processes from a centralised platform. This allows for better oversight and control over payroll schedules, ensuring consistency and accuracy across different regions.


A global payroll solution can offer flexibility to accommodate various payroll frequencies based on country-specific preferences or regulations. This ensures that you can adapt to local requirements while maintaining overall consistency.

Efficiency and automation

Many global payroll solutions offer automation features, which can expedite payroll processing. Automated calculations, tax withholdings, and direct deposit setups can save time and reduce the risk of errors.

Cost savings

Managing payroll processes individually in each country can be resource-intensive. A global payroll solution can help consolidate administrative tasks and potentially lead to cost savings by reducing the need for multiple payroll teams or service providers.

Reporting and analytics

Centralised payroll solutions often offer robust reporting and analytics capabilities. You can generate consolidated payroll reports across different countries, providing insights into your global workforce’s compensation trends.

Employee experience

A consistent and reliable payroll schedule enhances the employee experience across different locations. Employees in various countries can trust that their payments will be processed accurately and on time.


As your business grows and expands into new markets, a global payroll solution can easily scale to accommodate additional countries and employees without significant administrative overhead.

Risk mitigation

Adhering to various legal and regulatory requirements for different countries can be complex. A global payroll solution helps mitigate the risk of compliance errors by providing expertise and support for each jurisdiction.


Choosing a payroll schedule is necessary to provide financial stability, operational efficiency, and employee contentment. It is a deliberate choice that requires a delicate balance between the needs of the organisation, the expectations of the workforce, and the constraints of legal and regulatory landscapes.

When operating in different countries, companies must also consider cultural differences and local labour laws when making this choice. For this reason, global payroll solutions provide an invaluable service.

Contact Briars Group if you need help understanding payment obligations and payroll management in an international setting.

Read more global payroll articles here.

Amanda Simon

Amanda is our Chief People Officer and joined in 2022 with over 30 years HR experience focused on International Consultancy services. As a member of the Executive Leadership Team she is responsible for HR and Payroll services and internal HR strategy. Amanda has CIPD, FedEE and SHRM certifications to support her technical knowledge and has a passion for improving employee engagement. Amanda spends much of her spare time with her family, including 5 grandchildren, her role it seems is to provide snacks, food and the odd taxi service! When she is able, she prefers winter sun breaks to get away from the harsh UK weather!