When an employer fails to pay wages you have earned — whether regular pay, overtime, commissions, bonuses, or your final paycheck — California law provides strong remedies. Wage theft is one of the most prevalent forms of employment law violations, affecting workers across all industries and income levels. If your employer has withheld pay or failed to compensate you for all hours worked, you may be entitled to recover not only your unpaid wages but also penalties and interest.
All non-exempt employees must be paid at least the California minimum wage for all hours worked. As of 2024, the minimum wage is $16.00 per hour. Employers cannot make unauthorized deductions from paychecks. If an employer requires employees to work off the clock or through meal breaks, those hours must be compensated.
Upon termination, an employer must pay all earned wages immediately. If the employee resigns with at least 72 hours' notice, final wages must be paid on the last day of work. If no notice is given, wages must be paid within 72 hours. Failure to comply can result in waiting time penalties equal to the employee's daily rate for up to 30 days.
Earned commissions are considered wages under California law. If an employer fails to pay commissions that have been earned according to the commission agreement, this constitutes an unpaid wage violation. Bonus payments that are promised and earned also qualify as wages that must be paid.
Unpaid wage claims arise when an employer fails to pay all compensation due to an employee. This includes failure to pay minimum wage, unpaid overtime, withheld commissions, missed final paychecks, unauthorized deductions, and failure to pay for all hours worked including off-the-clock work. California Labor Code §201-203 establishes strict requirements for timely payment and imposes waiting time penalties of up to 30 days of wages for violations.
Document when you were terminated or resigned, when you received your final check, and what wages were missing. Under California law, you may be entitled to waiting time penalties of one day's wages for each day your employer delays payment, up to a maximum of 30 days. Contact an attorney to demand payment and penalties.
Yes. Even if you were paid in cash, you have the right to be paid at least minimum wage and, where applicable, overtime. Employers cannot evade wage laws simply by paying in cash. You may need to document the hours you worked and the amounts you were paid to support your claim.
Off-the-clock work refers to work performed before clocking in or after clocking out, during unpaid meal breaks, or preparatory work that the employer requires. California law requires employers to pay for all hours worked, including off-the-clock time the employer 'suffers or permits' the employee to work.
We have a comprehensive understanding of California wage and hour law and a proven record of recovering unpaid wages for employees. From demand letters to litigation, we hold employers accountable for every dollar our clients have earned. We know the common tactics employers use to avoid paying wages and how to counter them with detailed documentation, legal analysis, and relentless advocacy.
We work on a contingency fee basis, meaning you don't pay us unless we win your case.
We have a proven record of securing substantial compensation for our clients.
If your employer has failed to pay you wages you have earned, you deserve to be fully compensated. Contact The Azizi Firm for a free evaluation of your unpaid wage claim. We handle cases on a contingency fee basis — no fees unless we recover your wages and penalties.
Don't settle for less than you deserve. Reach out to us for a free, confidential evaluation with no risk, and let us help you achieve the best possible outcome in your case.
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