Los Angeles Overtime Violation Attorneys 

Additional Damages

• Statutory Penalties: Employers who willfully violate California overtime laws may face penalties under Labor Code §203 in addition to the unpaid wages themselves.
• FLSA Liquidated Damages: Under the federal Fair Labor Standards Act (FLSA), workers may also recover liquidated damages equal to the full amount of unpaid overtime.
• Attorney Fees: In some cases, employers may be required to pay the employee’s legal fees and court costs.

Class Action Lawsuits

• Group Action: If multiple employees are affected by the same overtime violation, a class action lawsuit may be an effective way to recover wages for everyone involved.
• Increased Strength: A class action allows workers to combine their claims, which can strengthen their position against large employers.

Filing Deadlines You Should Know

Acting quickly matters. Workers generally have 3 years from the date of a violation to file a claim under the California Labor Code. That window may extend to 4 years for claims brought under California’s Unfair Competition Law. Under the federal FLSA, the standard statute of limitations is 2 years, extended to 3 years if the violation was willful. Starting early also preserves critical records like timecards and pay stubs before they disappear.

How Our Unpaid Overtime Attorneys in Los Angeles Can Help

If you think you may be owed unpaid overtime, speaking with an overtime attorney as soon as possible can help protect the full scope of your claim. At Laurel Employment Law, APC, we review your work schedule, job classification, and pay records to identify where violations occurred. We can file a wage claim with the California Labor Commissioner’s Office, pursue a class action when multiple employees have been denied overtime by the same employer, and take your case to litigation when a fair settlement can’t be reached. Our founder’s background as general counsel for a large sourcing company gives us a clear view of how employers build their defense, and we use that knowledge to build your case. We work on a contingency fee basis, so you pay nothing unless there is a successful outcome. Free consultations are available, and our team provides bilingual assistance for Spanish-speaking clients.

Frequently Asked Questions

Am I Eligible to File an Overtime Claim?

Most non-exempt employees in California are entitled to overtime pay under California Labor Code §510. Eligibility depends on your job duties and how your employer has classified you. Even if your employer labels you exempt, that classification may not hold up if the duties test or salary basis test isn’t met. The burden of proving a valid exemption falls on the employer, not you.

What Should I Do If I Have Been Denied Overtime Pay?

Start by documenting your hours as thoroughly as possible, including any off-the-clock work. Raise the issue with your employer or HR in writing. If the employer doesn’t resolve it, you can file a wage claim with the California Labor Commissioner’s Office (DLSE) or consult an overtime attorney about your options. Preserving timecards, pay stubs, and written communications from the start strengthens your claim.

Can I File a Claim After I Have Left My Employer?

Yes. Under the California Labor Code, you generally have 3 years from the date of the violation to file an overtime claim. If your claim is brought under California’s Unfair Competition Law, that window may extend to 4 years. Don’t assume you’ve lost your right to recover wages simply because your employment ended. Contact an overtime attorney to confirm the deadlines that apply to your situation.

What Evidence Do I Need to Support My Claim?

Useful evidence includes timesheets, pay stubs, work schedules, emails or texts about hours worked, and any written communications with your employer about overtime. Under California law, you have the right to request your payroll records, which your employer must provide within 21 days. The more complete your documentation, the stronger your claim.

Is There a Cap on How Many Overtime Hours I Can Work?

California law doesn’t cap the number of overtime hours an employee can work. What it does require is that those hours be compensated at the correct rate: time-and-a-half for hours over 8 in a day or 40 in a week, and double time for hours over 12 in a day or hours worked beyond 8 on a seventh consecutive workday.

What Happens If My Employer Refuses to Pay Overtime?

If your employer refuses to pay overtime owed, you can file a formal complaint with the California Labor Commissioner’s Office (DLSE). The DLSE will investigate, schedule a hearing, and can order the employer to pay back wages, interest, and statutory penalties. In cases of willful nonpayment, employers may also face waiting time penalties under California Labor Code §203. An overtime attorney can guide you through the DLSE process or pursue litigation when necessary.

How Is Overtime Calculated in California?

Under California Labor Code §510, overtime is paid at 1.5 times the regular rate of pay for hours over 8 in a day or over 40 in a week, and at twice the regular rate for hours over 12 in a day or for hours beyond 8 on the seventh consecutive day of a workweek. The regular rate must include all forms of compensation, including commissions and non-discretionary bonuses.

Which Workers Are Entitled to Overtime in California?

Most hourly and non-exempt salaried workers in California are entitled to overtime. Common exemptions include executive, administrative, and professional employees, but those exemptions require meeting both a salary threshold and specific duties tests. Even salaried employees may be entitled to overtime if their employer can’t establish that the exemption criteria are fully satisfied. If you’re unsure whether you qualify, an unpaid overtime attorney in Los Angeles can review your situation.

Call our Los Angeles overtime violation lawyers today at (310) 929-6371 or contact us online to schedule a free consultation. We work on a contingency fee basis, so there’s no cost to you unless there is a successful outcome.