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Serving Workers Across California

California Wage & Hour Lawyers For Your Unpaid Wages

If you were forced to work off the clock, denied overtime, or misclassified in California, you have rights. Our firm has recovered over $500 million for employees nationwide — on a contingency basis. You pay nothing unless we win.

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Free California Case Review

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Wage Theft in California

Your Work Has Value. We Make Sure You Get Paid For It.

Each year, employers illegally withhold billions of dollars in earned wages. In California — one of the most worker-protective states in the country — you may be entitled to unpaid wages, overtime, interest, penalties, and attorney’s fees under both the Fair Labor Standards Act (FLSA) and the California Labor Code. Our attorneys know the tactics employers use to avoid paying proper wages, and we have the resources to hold them accountable.

Local Knowledge

Wage Claims Handled Where You Work — Across California

California wage cases can be filed in state Superior Court, in federal court, or through the Labor Commissioner’s Office (DLSE). We handle claims in venues statewide — including the U.S. District Courts for the Northern, Central, Eastern, and Southern Districts of California, the Los Angeles, San Francisco, and San Diego County Superior Courts, and DLSE offices from Sacramento to San Bernardino.

We know the local procedures — from PAGA notice requirements and pre-filing exhaustion, to Berman hearing practice before the Labor Commissioner, to class-certification standards in the Central District. That local fluency keeps your claim on the fastest path to recovery.

Communities We Serve

Los Angeles
San Diego
San Jose
San Francisco
Fresno
Sacramento
Long Beach
Oakland
Bakersfield
Anaheim
Riverside
+ statewide
Swap this list per page for the specific cities, counties, and landmarks that page targets.

Cases We Handle

California Wage Cases We Take On

Every case type below links to a dedicated page. Recognize your situation? Start your free review.

Wage Theft & Stolen Tips

Employers keeping tips, taking an illegal tip credit, or paying below minimum wage.

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Unpaid Overtime

Denied time-and-a-half for hours worked over 40 in a week (or 8 in a day in CA).

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Unpaid Commissions

Withheld commissions, bonuses, or a final paycheck after you leave a job.

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Employee Misclassification

Wrongly labeled an independent contractor or exempt to dodge overtime.

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Off-the-Clock Work

Pre-shift, post-shift, or prep work that never made it onto your timecard.

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Illegal Paycheck Deductions

Unlawful deductions for uniforms, shortages, breakage, or walkouts.

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Meal & Rest Break Violations

Missed or interrupted breaks owed premium pay under California law.

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Restaurant Managers

Salaried managers doing hourly work with no overtime pay.

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Healthcare Wage Theft

Nurses and staff auto-deducted for breaks they never got to take.

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Remote Workers

Unpaid at-home work, and unreimbursed remote-work expenses under Labor Code 2802.

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Construction Workers

Misclassification, prevailing-wage violations, and unpaid travel time.

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Truck Drivers

Unpaid detention time, piece-rate rest breaks, and off-duty pay.

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View All Cases We Handle

Past & Recent Results

Over $500 Million Recovered For Workers

Prior results do not guarantee a similar outcome. A sample of verdicts and settlements our attorneys have achieved:

$43M

Cole v. Long John Silver’s

$20.2M

Evans v. Coca-Cola

$20M

Chhibber v. Taco Bell Corp.

$18M

Belcher v. Shoney’s, Inc.

$13.84M

Meadows v. Krystal Company

$13.5M

Walker v. Ryan’s Family Steak Houses

See More Results

The Stop Wage Theft Advantage

Why California Workers Choose Our Firm

A Proven National Track Record
Over half a billion dollars recovered for employees in high-stakes, multi-state class actions.
Deep Federal & California Law Expertise
We combine the FLSA with California’s stronger protections — meal/rest premiums, waiting-time penalties, and PAGA.
No Upfront Costs. No Fee Unless We Win.
Justice shouldn’t depend on your ability to pay. We work on a contingency-fee basis.

$500M+

Recovered

50

States Served

300+

Cases Won

$0

Upfront Cost

Common Violations

Common Ways California Employers Break Wage Laws

Wage theft isn’t always obvious. If any of these sound familiar, you may be owed back pay — often doubled in liquidated damages or penalties.

“Off-the-Clock” Work

Work that’s unpaid or not counted toward overtime because it never entered the timekeeping system.

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“Shaving” Hours

Supervisors editing or deleting recorded time to underreport hours worked.

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Break-Time Violations

Missed, short, or interrupted meal and rest breaks owed premium pay under CA law.

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Miscalculating Overtime

Failing to include bonuses and incentives in the regular rate used for overtime.

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Misclassifying as Exempt

Treating workers as exempt when their duties and salary don’t meet the legal test.

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Tipped-Wage Violations

Improper tip credits, tip pooling with managers, or excessive non-tipped work.

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Explore All Violations

Frequently Asked Questions

California Wage Theft FAQ

How much does it cost to hire a wage theft lawyer in California?

Nothing upfront. We work on a contingency-fee basis, meaning we only get paid if we recover money for you. Your initial consultation is completely free and confidential.

How long do I have to file a wage claim in California?

Deadlines vary by claim. Many California wage claims have a three-year statute of limitations (four for certain unfair-competition claims), while FLSA overtime claims are generally two to three years. Because each day can reduce what you recover, it’s best to speak with us as soon as possible.

Can my employer fire me for reporting wage theft?

No. Both federal and California law prohibit retaliation against employees who assert their wage rights. If you’re retaliated against, you may have an additional claim.

What is PAGA and how does it affect my case?

The Private Attorneys General Act lets California employees pursue civil penalties on behalf of the state for Labor Code violations. It can significantly increase the value of a wage claim, and we handle the required notice and exhaustion process for you.

Do I need proof or documents to start a claim?

It helps, but it’s not required to begin. Pay stubs, schedules, and text messages are useful, but your employer is legally required to keep accurate time and pay records. We can help gather what’s needed.

What if I was paid in cash or as a 1099 contractor?

You may still be owed wages. Being paid in cash or labeled a “contractor” does not by itself make it legal. California uses a strict “ABC test” that classifies many workers as employees entitled to overtime and other protections.

Do Not Wait To Claim The Wages You Earned

California and federal law put strict deadlines on wage claims — often as short as two to three years. Each day you wait can reduce what you’re able to recover.
  • 100% free, confidential case review
  • No fee unless we recover money for you
  • A clear assessment of your legal options

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