Short answer. Generally no. Article 103 requires wages to be paid at least once every two weeks, or twice a month at intervals not exceeding sixteen days. A single monthly release does not meet that. The separate sentence forbidding payment less often than once a month is an outer floor, not a permission.
What the law says
Wages shall be paid at least once every two (2) weeks or twice a month at intervals not exceeding sixteen (16) days.
Labor Code, Article 103 — Time Of Payment. Read the full provision →
What the law says
No employer shall make payment with less frequency than once a month.
Labor Code, Article 103 — Time Of Payment. Read the full provision →
The rule the article actually sets
The first sentence is the standard: Wages shall be paid at least once every two (2) weeks or twice a month at intervals not exceeding sixteen (16) days. Two options are offered and both mean roughly the same cadence — a wage arriving about every fortnight. A monthly payroll satisfies neither. It is not once every two weeks, and it is not twice a month, so an employer running a single monthly release is outside the general rule regardless of how long the practice has been in place or how the payslips are labelled.
The sentence that misleads people
Employers and employees alike seize on No employer shall make payment with less frequency than once a month. Read on its own it sounds like monthly pay is expressly contemplated. Read in place it is an absolute outer limit — the point past which no arrangement in the article may go, including the special task-based arrangement dealt with later in the same provision. A floor beneath which nothing may fall is not a standard that everything may fall to. The twice-monthly rule in the opening sentence is not displaced by it.
Sixteen days is a separate test
Even two payments in a calendar month can breach the article, because the interval is capped independently. Paydays on the fifth and the twenty-fifth are twice a month, but twenty days apart — outside the sixteen-day limit. The same happens when a payday is moved for a holiday and the following one is not adjusted. So check two things and not one: how many times a month you are paid, and the actual number of days between consecutive paydays across several months rather than in a single good month.
Working out where you stand
Write down the actual release dates for the last six months from your payslips or bank records — the dates money was available to you, not the dates the payroll was cut. Then measure the gaps. That short table answers both tests at once and is far more useful than a general complaint that pay comes late. If the arrangement is set out in a company policy or in your contract, bring that too: the terms an employer has committed to in writing are often the quickest route to resolving the question.