Quick Answer: Weekly pay means your hourly team members receive paychecks every seven days for wages earned during the previous workweek. Federal law doesn't mandate a specific pay frequency, but five states — New York, Massachusetts, Rhode Island, Connecticut, and New Hampshire — require weekly payment for particular team members.
How Do You Calculate Weekly Pay for Your Hourly Team?
Once you've committed to weekly pay, the next step is getting the math right every single time.
The basic formula is straightforward: hours worked × hourly rate = gross pay. For a kitchen prep cook earning $15/hour who works 35 hours, that's $525 in gross wages before any deductions.
Overtime changes the calculation. Under the Fair Labor Standards Act, non-exempt team members must receive 1.5 times their regular rate for hours worked over 40 in a workweek. If your line cook works 46 hours at $15/hour: $600 for regular hours (40 × $15) plus $135 for overtime (6 × $22.50), totaling $735 gross pay.
For tipped team members, calculate overtime based on the minimum wage, not the lower cash wage. After calculating gross pay, you withhold federal income tax based on each team member's W-4, plus FICA taxes: 6.2% for Social Security and 1.45% for Medicare. As the employer, you pay matching FICA contributions on all wages.
What Are Your Responsibilities as an Employer with Weekly Payroll?
Weekly payroll means more frequent deadlines—and missing them can get expensive fast. Here's what you're on the hook for.
According to IRS Publication 15, most businesses with weekly payroll fall under the semiweekly deposit schedule. You must deposit withheld taxes within 1–3 business days after each payday.
Time tracking matters because the FLSA requires you to document hours worked each workday and total hours each workweek for every non-exempt team member. According to DOL Fact Sheet #21, you must capture clock-ins accurately and retain records for at least three years.
You also match your team's FICA contributions. When you withhold 7.65% from a paycheck, you pay an additional 7.65% as the employer. Miss a deposit deadline, and the IRS assesses penalty rates reaching up to 15%.
What Are the Pros and Cons of Weekly Pay for Small Businesses?
Is weekly pay worth the extra work? That depends on your team and your systems. Here's how the tradeoffs break down.
The biggest benefit is team retention and satisfaction. Your servers and retail associates can budget more easily with consistent weekly paychecks, which reduces financial stress and improves morale. For businesses competing for hourly talent in tight labor markets, weekly pay serves as a competitive edge without raising base wages.
The challenge is administrative intensity. Weekly payroll requires processing 52 pay cycles annually compared to 26 for bi-weekly. Small business owners spend five hours per payroll cycle, meaning weekly payroll demands 260 hours annually versus 130 for bi-weekly processing. You'll also manage more frequent tax deposits and face tighter deadlines for correcting time tracking errors.
The tradeoff is real: many team members prefer weekly pay for budgeting purposes, but without the right systems, you're managing substantial administrative workload across all 52 cycles.
How Does Homebase Help with Weekly Payroll?
Stop spending every weekend double-checking hours and calculating taxes. Homebase connects your time clock directly to payroll, so hours flow automatically into pay calculations across all 52 weekly pay periods without manual re-entry. Your timesheets convert to payroll with one click, and taxes are calculated and filed each week automatically.
Weekly pay doesn't have to mean weekly headaches when the right tools handle the complexity.
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Sources and Methodology
At Homebase, we rely on up-to-date, authoritative sources to ensure every Question Center article provides accurate guidance for small business owners. We start with primary federal materials from the IRS and Department of Labor, verify details using official agency publications, and use reputable industry resources only to supplement—never replace—official law.
For this piece, we referenced the U.S. Department of Labor's FLSA overtime and recordkeeping guidance, IRS Publication 15 for employer tax obligations, DOL state payday requirements, and DOL Fact Sheet #21 on recordkeeping requirements.