More paydays, more fairness? How pay frequency shapes worker perceptions of compensation

It’s not as simple as wanting more. It’s also about wanting it more often. Paycheck amounts matter, but worker feelings about pay fairness also are wrapped up in how often those paychecks arrive.

Do you think you’re paid fairly for the work you do?

More than one in four workers we surveyed say they aren’t.

But fairness isn’t just about the amount a person is paid. Data from ADP Research shows that workers’ sense of pay fairness also is tied to how often they’re paid. While 27 percent of workers said their pay isn’t fair, an even bigger share—43 percent—say they’re unhappy with the frequency of their pay.¹The ADP Research HR Experience Survey provides an in-depth look at how employees feel about their human resource professionals and the services they provide. We used a stratified, random panel sample to gather responses from 20,000 working adults in the United States between June 2022 and June 2023. Respondents were asked how often they receive their pay and given the following options: Daily, weekly, bi-weekly, twice a month, or once a month. They then were asked how often they would like to be paid and given the same list of options. We also asked people if they thought their pay was fair for the work they do. A full description of the HR Experience Survey, including a list of items and methodology, can be found at https://www.adpri.org/research/hrxps-study/.

And this discontent with pay frequency is linked to feelings of unfair pay.

Twenty-two percent of workers who are happy with their pay frequency say their pay isn’t fair. Among workers who are unhappy with their pay frequency, that share jumps to 34 percent.

This is a critical insight for employers. Workers who are satisfied with the frequency of their paychecks are more likely to say their pay is fair. And those who think their pay is fair tend to be more engaged with their jobs, less stressed, and more likely to stick with their employer.

How often are people paid? How often do they want to be paid?

The ADP Research HR Experience Survey finds that nearly half of workers—48 percent—say they’re paid every two weeks, the most common pay cadence.²Our survey findings align with ADP payroll data on pay frequency. Data representing 33.3 million workers shows the following distribution of pay frequency: Daily, zero percent; weekly, 25 percent; bi-weekly, 56 percent; twice monthly, 16 percent; and once a month, 3 percent.

But when we asked workers how often they’d like to be paid, the majority landed on more frequency. Fifty-nine percent say they’d like to get a paycheck every week, or even more often.

This preference for a weekly paycheck shows up strongly among workers who are happy with their pay cadence. Overall, 57 percent of workers are satisfied with how often they’re paid. But among workers who are paid weekly, the share who are satisfied soars to 78 percent.

Still, 22 percent of weekly-paid workers say they’re dissatisfied with that cadence. Most of them—16 percent—want to be paid every day. Only 6 percent said they want to get paid less often.

For the 43 percent of workers who would prefer a different pay cadence than the one they have, nearly 9 in 10 (89%) said they want to be paid more frequently, with weekly pay being the top choice.

This difference might be related to financial stability. ADP research has shown that women and young adults are especially likely to say they’re living paycheck to paycheck.³The ADP Research Monthly Worker Sentiment Survey collects data from a stratified, random panel sample of 2,500 workers in the United States. Since February 2024, this survey includes a question about whether workers are living paycheck to paycheck. These groups also are more likely to prefer more frequent paydays.

Having access to cash more often—even if the total monthly income is the same—can make it easier to deal with unexpected expenses. And that access can shape how people feel about their pay.

The takeaway

 Are more paydays really better? The answer is complicated. While both workers and employers can benefit from more frequent paydays, there are also challenges to consider.   

On one hand, workers who are happy with their pay rhythm are:

• More likely to be highly engaged at work (22 percent versus 17 percent among those who aren’t satisfied), 
• Less likely to report significant on-the-job stress in the past week (29 percent versus 37 percent among those who want more frequent pay), and 
• More likely to say they plan to stay with their current employer.⁴The Monthly Worker Sentiment Survey asks, “Which of the following best describes your desire to work for a different company?” Respondents select one of four response options: (1) No intent to leave my organization; (2) Not actively looking but would consider a new company if contacted by a recruiter or saw an opportunity (3) Actively looking for a new job; (4) Actively engaged in the interview process for a new job.

On the other hand, changing pay schedules can be costly and complex for organizations, and compliance requirements on frequency vary from state to state.

But when nearly half of workers are disappointed with their pay cadence, offering flexible options or more frequent access to their money might be a worthwhile consideration for employers.