California has some of the most employee-friendly wage and hour laws in the United States. Despite these protections, many employers fail to pay wages correctly — whether through unpaid overtime, missed meal and rest breaks, minimum wage violations, or off-the-clock work. If your employer has failed to pay you what you are owed under California law, you may be entitled to recover unpaid wages plus penalties and interest.
As of 2024, California's minimum wage is $16.00 per hour for all employers. Non-exempt employees are entitled to overtime pay at 1.5 times their regular rate for hours worked beyond 8 in a day or 40 in a week, and double time for hours worked beyond 12 in a day or 8 on the seventh consecutive day.
California law requires employers to provide non-exempt employees with a 30-minute unpaid meal break for shifts over 5 hours and a second meal break for shifts over 10 hours. Employees are also entitled to paid 10-minute rest breaks for every 4 hours worked. Failure to provide breaks results in one additional hour of pay per violation.
If an employer fails to promptly pay all wages due upon termination, they may be liable for waiting time penalties of up to 30 days of wages. The deadline depends on whether the separation was a termination (immediate) or a resignation (72 hours).
Wage and hour disputes arise when an employer fails to comply with state or federal laws governing compensation, including the payment of minimum wage, overtime pay, meal and rest period compensation, accurate record-keeping, and timely payment of final wages upon termination. California's Labor Code and Industrial Welfare Commission (IWC) Wage Orders provide detailed requirements that employers must follow.
Non-exempt employees are entitled to overtime pay and meal/rest breaks under California law. Exempt employees — typically executive, administrative, or professional workers — must meet specific salary and duties tests to be exempt from overtime. Misclassification is common and can result in significant back pay.
Generally, you can recover unpaid wages going back three years. For willful violations, the statute of limitations may extend to four years. Waiting time penalties have their own rules. It is best to consult with an attorney quickly to preserve your claims.
No. California law prohibits retaliation against employees who assert their rights under the Labor Code. If you are terminated, demoted, or otherwise retaliated against for raising wage and hour complaints, you may have a separate retaliation claim in addition to your wage claim.
We have a proven track record of recovering unpaid wages for California workers. From individual claims to class and representative actions under the Private Attorneys General Act (PAGA), we know how to navigate the complex web of California wage and hour laws. Our detailed knowledge of IWC Wage Orders and Labor Code provisions allows us to identify every violation and maximize your recovery.
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.
Don't let your employer get away with wage theft. Every dollar you earned belongs to you. Contact The Azizi Firm for a free evaluation of your wage and hour claim. We handle these cases on a contingency fee basis — you pay nothing unless we recover your unpaid wages.
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