California’s overtime laws are some of the best in the country for workers, making sure folks get paid fairly when they put in extra hours. But let’s be real—unpaid overtime is still a big problem for a lot of people. The Nakase Law Firm is a go-to resource for clear advice on California overtime law and unpaid overtime guidance, helping both workers and businesses sort through the rules.

In this article, I’ll break down what California’s overtime laws are all about, why unpaid overtime happens, and how employees and employers can handle these situations without getting lost in the legal maze. If you’re an employer facing a wage dispute, California Business Lawyer & Corporate Lawyer steps up as a skilled lawyer that defends employers in California for wage and hour lawsuits.

What Are California’s Overtime Laws?

California’s rules on overtime come mostly from the state’s Labor Code, with the Division of Labor Standards Enforcement (DLSE) keeping employers in check. Compared to the federal Fair Labor Standards Act (FLSA), California’s laws are way more protective, setting a higher bar for what employers owe their workers. Here’s the gist of how it works:

1. The Basics of Overtime Pay

● Daily Overtime: If you work more than 8 hours in a single day, you’re owed 1.5 times your regular pay for those extra hours. Go past 12 hours? That’s double your usual rate.
● Weekly Overtime: Any hours over 40 in a workweek also get you 1.5 times your regular pay.
● Seventh Day Rule: Work seven days straight in a week? The first 8 hours on that seventh day earn 1.5 times your pay, and anything after that is double time.

2. Who Gets Overtime?

These rules apply to “non-exempt” employees—basically, anyone who doesn’t fall into specific categories like managers, administrators, or professionals. To be exempt, you’ve got to meet strict requirements, like earning at least $66,560 a year (based on California’s 2025 minimum wage of $16 an hour) and doing high-level tasks. California’s standards for exemptions are tougher than federal ones, so a lot of workers qualify for overtime even if they don’t realize it.

3. Figuring Out Your Pay

Your overtime rate depends on your “regular rate of pay,” which isn’t just your hourly wage. It includes things like commissions, bonuses you were promised, and other compensation. This makes sure your overtime pay reflects everything you’re earning.

4. Special Rules for Some Jobs

Certain industries, like healthcare or farming, have their own overtime rules under California’s Wage Orders. For example, nurses might work under schedules that tweak when overtime kicks in.

Why Unpaid Overtime Happens

Even with solid laws, a lot of workers miss out on overtime pay they’re owed. Here are some of the main ways employers slip up (or sometimes cut corners):

1. Calling the Wrong People “Exempt”

A big issue is when employers label workers as exempt to skip paying overtime. I’ve seen cases where someone’s called a “supervisor” but spends most of their day doing regular tasks like stocking shelves or answering phones. Those folks are likely owed overtime.

2. Working Off the Clock

Some bosses expect you to handle tasks without clocking in—like answering work emails at night or showing up early to set up. California law says you should get paid for all work, even if your boss didn’t explicitly ask for it, as long as they knew (or should’ve known) you were doing it.

3. Messing Up the Math

Employers sometimes forget to include bonuses or shift bonuses when calculating overtime, which means you get shortchanged. Or they might offer “comp time” (extra time off) instead of cash, but in California, that’s usually not allowed for non-exempt workers.

4. Missing Daily Overtime

Since federal law only cares about weekly overtime, some employers don’t realize California requires daily overtime too. If you work a 10-hour shift, you’re owed extra pay for those last 2 hours, even if your week totals less than 40.

5. Mislabeling as Independent Contractors

Some companies try to dodge overtime by calling workers independent contractors. But California’s ABC test (from Assembly Bill 5) makes it hard to do this legally unless the worker runs their own business and does work unrelated to the company’s main operations.

What Can You Do About Unpaid Overtime?

If you’re not getting the overtime pay you deserve, you’ve got options to fight back:

1. File a Wage Claim

You can go to the DLSE and file a claim. They’ll look into it and might order your employer to pay what’s owed, plus penalties and interest. You’ve got three years to file (sometimes four for contract issues), so don’t wait too long.

2. Take It to Court

Hiring a lawyer to sue in state or federal court is another route. If you win, you could get back pay, extra damages (sometimes double what you’re owed), and have your legal fees covered.

3. Team Up for a Class Action

If your whole workplace is getting stiffed, a class action lawsuit might make sense. These cases tackle big issues, like everyone being misclassified, and can help a lot of workers at once.

4. Penalties for Employers

California doesn’t mess around with wage violations. If your boss deliberately doesn’t pay you, they could owe up to 30 days’ worth of your wages as a penalty. There’s also the Private Attorneys General Act (PAGA), which hits employers with fines for widespread violations.

Tips for Workers

Here’s how you can protect yourself and make sure you’re getting paid right:

● Keep Track of Your Hours: Write down when you start and stop work, including breaks and any tasks you do off the clock. Apps, emails, or even a notebook work great for this.
● Check Your Pay Stubs: Look at every pay stub to make sure your overtime hours and rates are correct. If something’s off, speak up.
● Know Your Status: Ask HR if you’re exempt or non-exempt. If your job duties or pay don’t match what they’re saying, double-check with a lawyer.
● Speak Up Fast: Tell your employer in writing if you’re not getting overtime pay. If they don’t fix it, consider a wage claim or legal help.
● Learn the Rules: Check out the DLSE website for California’s Labor Code and Wage Orders to know what you’re entitled to.

Advice for Employers

If you’re running a business, here’s how to stay on the right side of the law and avoid costly mistakes:

● Double-Check Everything: Regularly review how you’re classifying employees and tracking hours. A lawyer or HR expert can help make sure you’re not mislabeling anyone.
● Set Clear Rules: Have a written policy that bans off-the-clock work and makes time reporting mandatory. Train your managers to stick to it.
● Get Good Timekeeping Tools: Use software to track hours, especially for remote work or odd hours. Make it easy for employees to log everything.
● Stay in the Loop: Keep up with California’s labor laws, like minimum wage hikes or new Wage Orders, so you’re not caught off guard.
● Handle Complaints Quickly: If an employee says they’re not getting paid right, look into it and fix it fast to avoid bigger problems.

Conclusion

California’s overtime laws are built to protect workers, making sure you get paid fairly for putting in extra time. But unpaid overtime is still a real issue, whether it’s because of misclassification, off-the-clock work, or other slip-ups. Workers can stay ahead by keeping good records, checking their pay, and acting fast if something’s wrong. Employers, on the other hand, need to be proactive with audits, clear policies, and solid systems to stay compliant. By getting a handle on these laws, everyone can work toward a workplace that’s fair and above board.