California Wage-and-Hour Laws 2025 Explained: Know Your Rights as a Worker

Wage and Hour Laws in California – A Complete Guide

As a leading plaintiff employment law firm in California, Gruzen Moussly Law recognizes the complexities and challenges that both employees and employers face when it comes to navigating the California’s wage and hour laws. From minimum wage requirements to overtime pay and classifications of employees, our mission is to ensure that workers receive fair treatment and just compensation in the workplace.

Our firm provides comprehensive and results-driven legal counsel for all types of California wage-and-hour cases. We have helped many past clients resolve cases involving:

• Minimum wage requirements
• Overtime pay
• Meal and rest breaks
• Classification of employees

It’s an unfortunate reality that many workers throughout California are not fully aware of their rights as employees, and many more do not know what they can do if they have not been paid correctly by their employers. We can help clients understand key concepts such as:

• Wage theft. This is the act of an employer effectively stealing from their employee by refusing to pay them correctly. This could take the form of a minimum wage violation, unpaid overtime, or failure to abide by meal and rest break laws.
• Exemption status. Some employers attempt to misclassify employees as being exempt from California’s overtime laws. There are strict rules in place that clearly define exempt vs. non-exempt employees, and our firm can help you determine your classification and what your employer owes with respect to overtime pay.
• The Private Attorneys General Act (PAGA), which is a California law that enables employees to file civil suits against their employers on behalf of the state for wage-and-hour violations. This type of case begins by filing a complaint with the California Labor and Workforce Development Agency (LWDA).

California enforces some of the most robust laws for protecting employees from wage theft and other mistreatment by their employers. However, if you need to pursue any type of wage-and-hour case against an employer, you need to hire a wage-and-hour lawyer with proven experience handling cases like yours.

Protecting California Workers from Wage and Hour Violations: Understanding Your Rights

At Gruzen Moussly Law, we are committed to protecting the rights of California workers and ensuring they receive fair compensation for their labor. Despite strong legal protections, wage and hour violations continue to be a significant issue in workplaces across the state. Our firm is dedicated to advocating for employees who have experienced these violations and helping them recover the compensation they rightfully deserve.

California labor laws provide some of the most comprehensive protections for workers in the United States. These laws cover various aspects of employment, including minimum wage requirements, overtime pay, meal and rest breaks, and proper employee classification. The California Labor Code and Industrial Welfare Commission (IWC) Wage Orders set forth specific rules that employers must follow to ensure fair treatment of their employees.

Minimum Wage Violations

One common type of wage violation is the failure to pay minimum wage. Gruzen Moussly Law is dedicated to safeguarding the rights of employees by holding employers accountable for adhering to California’s minimum wage standards. If you believe your employer is paying less than the legal minimum wage or failing to adjust to recent increases, Gruzen Moussly Law can help you pursue the compensation you deserve.

As of 2025, the minimum wage in California is $16.50 per hour for all employers, regardless of size. Some cities and counties in California have even higher minimum wage rates, and employers must comply with the highest applicable rate. It is important to note that California’s minimum wage requirements are very different from the federal minimum wage set by the Federal Labor Standards Act (FLSA).

If you believe that your employer has violated applicable minimum wage laws, you should consult an experienced attorney right away. Show them copies of your pay stubs and any other relevant documentation so they can determine whether your employer has broken applicable laws. If so, they will explain the next steps you must take to recover the compensation your employer owes.

Overtime Violations

Another frequent violation is the failure to pay overtime. In California, non-exempt employees are entitled to overtime pay of 1.5 times their regular rate for hours worked beyond eight in a day or 40 in a week, and double time for hours worked beyond 12 in a day or eight on the seventh consecutive day of work in a workweek.

Employers may attempt to dodge overtime rates in various ways. Some will attempt to manually adjust employees’ time sheets, rearranging hours worked during a pay period in a way that minimizes overtime pay. Your employer is required to provide complete and accurate pay stubs that show your hours worked, rate of pay, overtime worked, and your overtime rate.

If you believe that your employer has manually adjusted your time sheets in an effort to avoid paying you overtime, your attorney can help you address this issue. You will need to show proof of the actual time you worked per day during the period.

If you’re working overtime hours without proper compensation, you may be entitled to seek recourse under California law. Our experienced attorneys can assess your situation, review your employment records, and advocate for you to recover unpaid wages and penalties for overtime violations.

Break Violations

Meal and rest break violations are also prevalent. Employers have a legal obligation to provide meal and rest breaks to their employees. If you’ve been denied these breaks or pressured to work through them without proper compensation, our firm can fight for your rights and seek remedies for any violations of California’s meal and rest break laws.

California law requires employers to provide non-exempt employees with a 30-minute unpaid meal break for shifts over five hours, and a second meal break for shifts over 10 hours. Additionally, employees are entitled to a paid 10-minute rest break for every four hours worked. Employers who fail to provide these breaks or who discourage employees from taking them are in violation of the law.

Fighting Employee Misclassification

Misclassification of employees as exempt from overtime pay can deprive workers of their rightful wages. Our skilled legal team can evaluate your job duties, salary structure, and employment status to determine whether you’ve been misclassified and pursue legal action to recover unpaid overtime wages and other damages.

In California, there are different wage-and-hour laws that apply to different types of workers, including full-time and part-time regular employees, seasonal workers, and independent contractors. Unfortunately, some employers intentionally misclassify employees to avoid paying for employee benefits or to skirt California wage-and-hour laws in various ways.

Misclassification of employees as independent contractors is a serious issue. By misclassifying workers, employers attempt to avoid providing benefits and protections that employees are entitled to, such as minimum wage, overtime pay, and workers’ compensation. California has adopted the ABC test to determine whether a worker is an employee or an independent contractor, making it more difficult for employers to misclassify workers.

Building a Wage-and-Hour Case in California

If you believe you have been a victim of wage-and-hour violations, it’s important to take action. Keep detailed records of your hours worked, wages received, and any communications with your employer regarding these issues. You have the right to file a wage claim with the California Labor Commissioner’s Office or pursue legal action against your employer.

Building your case begins by completing and submitting an initial report or claim with the Division of Labor Standards Enforcement (DLSE). This initial filing should be as detailed as possible, including proof of your hours worked, calculations for the wages and other compensation your employer owes, and any supporting documentation you can provide.

An experienced California wage-and-hour attorney can gather evidence to support your claim, like records of your time worked, paystubs, communications with your employer, and employment contracts. The DLSE will review the report and then schedule a meeting with you and your employer. The DLSE generally attempts to resolve these cases through private settlement as swiftly as possible.

If this initial meeting fails to produce meaningful results, a formal hearing will then be scheduled. Your attorney can prepare you for this hearing, coordinate witness testimony for you if possible, and represent you during the hearing. After the conclusion of the hearing, the Labor Commissioner’s Office will deliver an order or a decision of award. If either party wishes to appeal the decision, they only have 15 days in which to do so.

What to Expect From a California Wage-and-Hour Attorney

At Gruzen Moussly Law, our experienced employment attorneys are here to help you navigate the complex landscape of wage-and-hour laws. We can evaluate your case, explain your rights, and guide you through the process of recovering your unpaid wages. Whether through negotiation, administrative claims, or litigation, we are committed to fighting for your rights and ensuring you receive the compensation you’ve earned.

Don’t let wage theft compromise your financial security. If you’ve experienced wage-and-hour violations in your workplace, contact Gruzen Moussly Law today. Together, we can hold employers accountable and work towards fair treatment for all California workers.

FAQs

Q: What Is the Seven-Minute Rule in California?

A: The seven-minute rule in California pertains to rounding time on employees’ timesheets. Employers are required to round their employees’ time to the nearest quarter hour. If an employee clocks in between one and seven minutes after a quarter hour, their time is rounded down. For example, clocking in at 7:06 would be rounded down to 7:00, and clocking in at 7:10 would be rounded up to 7:15.

Q: What Is the 72-Hour Rule in California?

A: The 72-hour rule in California pertains to paying an employee within 72 hours after they have quit. When an employee quits their job in California, their employer is required to pay them their final paycheck within 72 hours. If the employer fails to pay their employee on time, they could be required to pay a waiting time penalty as well. Consult an attorney if you do not receive your final paycheck within 72 hours of leaving your job.

Q: Do Employers in California Have to Pay Employees for After-Hours Calls, Texts, and Emails?

A: Yes, employers in California have to pay employees for after-hours calls, texts, and emails if the employee is required or permitted to work and the work being performed is for the employer’s benefit. Employers are responsible for accurately tracking any after-hours time their employees spend on work-related communications.

Q: How Much Compensation Can I Recover in a Wage-and-Hour Case in California?

A: The amount of compensation you can recover in a wage-and-hour case in California depends on several factors. You may not only be eligible to claim compensation for back pay and unpaid business expenses, but your employer could also be liable for penalties that could be significant. Illegal deductions, unpaid rest and meal breaks, and other violations of California wage-and-hour laws could result in a substantial case award if you have the right attorney representing you.

Q: What Does It Cost to Hire a Wage-and-Hour Lawyer in California?

A: The cost to hire a wage-and-hour lawyer in California depends on the lawyer’s billing policy. Most employment attorneys in California charge their clients hourly rates, tracking the time spent working on their cases and billing clients incrementally. Gruzen Moussly Law accepts employment cases on a contingency fee basis, meaning we will only charge our client a fee when we win their case, and the fee is a percentage of the compensation we recover for them.

How We Can Help You

At Gruzen Moussly Law, we focus on representing employees in wage-and-hour disputes against employers of all sizes. Whether you’re facing wage theft, overtime violations, or other wage-and-hour violations, we provide personalized legal representation tailored to your specific needs and circumstances.

We offer free initial consultations to assess your case and discuss your legal options.

Our attorneys have a deep understanding of California’s employment laws and a track record of success in litigating wage-and-hour claims.

We strive to achieve favorable outcomes for our clients through negotiation, mediation, or litigation, depending on the circumstances of each case.

In conclusion, if you believe your rights under California’s wage-and-hour laws have been violated, don’t hesitate to reach out to Gruzen Moussly Law for experienced and compassionate legal representation. We’re here to be your advocate in the pursuit of justice and fair treatment in the workplace.