Many California employees clock in and out every day—but not all the hours they work are actually paid. It’s a common and illegal practice for employers to require workers to perform tasks before or after their official shifts, respond to messages after hours, or skip breaks to meet workload demands—all without compensation.
Under California Labor Code § 510, non-exempt employees are entitled to pay for all hours worked, including any overtime. If your employer expects you to do anything job-related outside of paid hours—whether it’s setting up before your shift, staying late to clean up, or answering texts from your supervisor at home—they may be violating the law.
At Bibiyan Law Group, our employment attorneys aggressively pursue claims on behalf of workers who’ve been denied pay for off-the-clock labor. We’ve helped countless employees across Los Angeles and California reclaim wages they were rightfully owed. If your time is being exploited, we’ll fight to make sure every minute counts.
Don’t assume this is just part of the job. Visit our California unpaid wages attorney page to understand your rights—and take the first step toward recovery.
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What Is Off-the-Clock Work Under California Law?
“Off-the-clock” work refers to any work performed before clocking in, after clocking out, or during unpaid breaks or meal periods — typically without compensation. Common examples include:
- Setting up or cleaning up before/after a shift
- Putting on or removing protective gear (donning/doffing)
- Waiting in security lines or bag checks
- Responding to work emails or texts outside work hours
- Driving between job sites during unpaid time
- Working through meal or rest breaks
Under California Labor Code Sections 510 and 1194, all hours worked must be compensated — including off-the-clock time. Employees may also be entitled to overtime if the unpaid time pushes their work hours beyond the legal limit.
Common Tactics Employers Use to Avoid Paying for Time Worked
Employees often work off-the-clock because employers:
- Ask for “a quick favor” before clock-in
- Auto-deduct unpaid breaks even when breaks weren’t taken
- Pressure employees to respond to emails or messages after hours
- Delay clock-in until after required prep or meetings
- Discourage full use of rest/meal breaks
These tactics not only violate California wage laws — they’re actionable.
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Which Workers Are Most at Risk?
Off-the-clock wage theft is rampant in industries such as:
- Retail and Restaurants – Opening/closing duties, prep work
- Warehousing and Logistics – Security screening, mandatory gear time
- Healthcare and Caregiving – Responding to emergencies during unpaid time
- Call Centers and Office Admins – Messaging or system setup before shifts
- Gig Workers and Hybrid Employees – Working outside app-tracked hours
Real Client Case Examples
- Retail Worker – Hollywood, CA
A shoe store employee was required to clean displays 30 minutes before opening — without clocking in. After filing a claim, we recovered $6,200 in unpaid wages and penalties. - Security Guard – Downtown LA
Before each shift, a guard was required to pass through metal detectors and attend roll call meetings — none of it paid. We secured a $3,400 back pay settlement. - Warehouse Team – Vernon, CA
Employees were forced to don safety gear and prep equipment before the shift. A class action led by Bibiyan Law settled for over $200,000 across 35 workers. - Call Center Rep – Glendale, CA
A rep regularly fielded emails and scheduled meetings after her shift. With time records and Slack messages as proof, we recovered $7,800.
What to Do If You’ve Worked Off-the-Clock
If you’ve worked unpaid hours:
- Document Everything – Track messages, prep tasks, shift times, and unpaid duties.
- Download Time Records – Request your payroll and timekeeping logs.
- Speak to Coworkers – Class actions are often stronger than solo claims.
- Consult an Attorney – We’ll review your situation and advise your next steps.
Relevant California Labor Codes for Off-the-Clock Work
California law strongly protects employees from wage theft, including unpaid off-the-clock work. Here are key Labor Codes that apply:
Labor Code §510 – Overtime Compensation
Requires employers to pay 1.5x the regular rate for work beyond 8 hours/day or 40 hours/week, and 2x for work over 12 hours/day or 8 hours on the 7th consecutive day.
Labor Code §1194 – Recovery of Unpaid Wages
Gives employees the right to file civil actions to recover unpaid minimum wages and overtime, along with interest and attorney’s fees.
Labor Code §226 – Wage Statements
Mandates that employers provide accurate wage statements detailing hours worked, gross wages, net wages, and applicable deductions.
Labor Code §558 – Civil Penalties
Enables the Labor Commissioner to assess fines and penalties for wage law violations, including unpaid off-the-clock time.
Labor Code §203 – Waiting Time Penalties
If an employer willfully fails to pay all earned wages at termination, they may owe the employee one day’s pay for every day payment is late, up to 30 days.
To read these in full, visit: California Labor Code Information
What to Do If You’ve Worked Off the Clock
If your employer made you work without pay, don’t wait to take action. Start by writing down when it happened—include messages, tasks, and times you weren’t paid for. You can also ask for your time records to see what your employer reported.
Talk to your coworkers if they experienced the same thing. Group cases are often stronger. Then, speak with a Los Angeles wage theft lawyer. At Bibiyan Law Group, we’ll review your situation for free and explain how you can recover your unpaid wages.
Por qué elegir Bibiyan Law Group
At Bibiyan Law Group, we focus only on California employment law—and we know how to win. Whether you’re dealing with unpaid overtime, missed breaks, or off-the-clock work, our legal team is here to help.
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Free consultation – No cost to speak with an attorney
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No win, no fee – You don’t pay unless we recover money
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Proven results – Millions recovered for workers across Los Angeles
Let’s turn your unpaid hours into the justice you deserve.
FAQs About Off-the-Clock Work in California
Q: Is it illegal to be asked to come in early without clocking in?
Yes. Any time you’re performing duties for your employer must be paid.
Q: What if I didn’t complain at the time — can I still file a claim?
Yes. You generally have up to 3 years to file a wage claim.
Q: Does this apply to salaried employees?
Only if you’re non-exempt under California law. Many salaried workers are still entitled to overtime.
Q: Can I recover overtime for off-the-clock work?
Yes. If the extra time pushes you beyond 8 hours/day or 40/week, you may be owed overtime.
Q: What if my employer automatically deducts breaks I didn’t take?
That’s illegal. You must be paid for all time worked.
Q: Will I be retaliated against for filing a claim?
Retaliation is unlawful. If it occurs, you may file a separate claim for damages.