Employment

If you are fired in California, your employer must pay all wages — including accrued vacation — immediately at the time of termination.

If you quit with at least 72 hours’ notice, your employer must pay all final wages on your last day of work. If you quit without notice, they have 72 hours to pay.

Yes, in California, most nonexempt employees are entitled to overtime pay for hours worked over 8 in a single day, as well as over 40 in a week.

Yes, in most non-exempt jobs in California, you must be paid double your regular rate for all hours worked beyond 12 in a single workday.

No, your employer generally cannot deny you a meal break in California if you work more than 5 hours in a day.

If your employer fails to provide required rest breaks in California, you’re entitled to one additional hour of pay at your regular rate for each workday the break is not provided.

As of January 1, 2024, California’s minimum wage is $16.00/hour for all employers, regardless of size. A higher rate of $17.00/hour applies in some cities and counties.

Yes, most employees in California are entitled to paid sick leave under the Healthy Workplaces, Healthy Families Act of 2014.

Yes, California's whistleblower law protects employees who report suspected illegal activity to a supervisor, as long as the report is made in good faith and concerns a violation of state or federal law.

No, in California your employer generally cannot fire you for reporting illegal activity — this is protected whistleblowing under state law.

No — even as an at-will employee in California, you cannot be fired for illegal reasons like discrimination, retaliation, or whistleblowing.

California’s at-will employment rule has key exceptions: express or implied contracts, public policy violations, statutory protections (e.g., anti-discrimination laws), and covenant of good faith and fair dealing.

No, your employer generally cannot require a non-compete agreement in California — such agreements are void and unenforceable under state law.

No, your employer cannot legally retaliate against you for filing a wage claim in California. Doing so violates Labor Code sections 230 and 230.1 and may result in penalties up to $10,000 per violation.

Under California’s Fair Employment and Housing Act (FEHA), harassment is unwelcome conduct based on a protected characteristic (e.g., race, gender, disability) that is severe or pervasive enough to alter employment conditions or create a hostile work environment.

No, your employer cannot discriminate against you based on your sexual orientation in California. State law explicitly prohibits such discrimination in employment.

Yes, in California, most employers with 5 or more employees must provide reasonable accommodations for qualified applicants and employees with disabilities, unless it causes undue hardship.

Yes, California law strongly protects workers aged 40 and older from age discrimination in hiring, firing, promotion, pay, and other employment terms.

In California, employers with 5 or more employees must provide reasonable accommodations for pregnancy-related conditions, including job restructuring, modified work schedules, temporary transfer, and leave — unless it would cause undue hardship.

Under AB 5, you are presumed an employee unless the hiring entity proves all three parts of the 'ABC test' — otherwise, you’re legally an employee in California.

In California, employers who pay wages late face waiting time penalties of one day’s wages for each day the payment is delayed — up to 30 days — plus potential civil penalties, interest, and attorney fees.

No, you cannot sue your employer directly for discrimination under FEHA without first filing a complaint with the California Civil Rights Department (CRD) and obtaining a Right-to-Sue Notice.

Yes, you can recover $50 for the first violation and $100 for each subsequent violation of wage statement requirements, up to a maximum of $4,000 plus attorney’s fees.

PAGA (the Private Attorneys General Act) lets you sue your employer on behalf of yourself and other aggrieved employees for Labor Code violations — but you must first give the Labor and Workforce Development Agency (LWDA) notice and wait 65 days before filing.

Yes, you can recover unpaid wages through the California Labor Commissioner’s Office by filing a wage claim — it’s free, doesn’t require a lawyer, and covers wages, overtime, meal/rest break penalties, and waiting time penalties.