Los Angeles Wage Theft Lawyer

Are You a Victim of Wage Theft in Los Angeles?

In California, wage theft is a serious violation of labor law—and it happens more often than most people realize. Employers may engage in wage theft by refusing to pay for all hours worked, denying overtime, skipping legally required breaks, or misclassifying workers to avoid paying benefits. These practices are not only unethical—they’re illegal.

California has some of the strongest worker protections in the nation. Under the California Labor Code, employees are guaranteed certain wage and hour rights. For example, Labor Code § 1197 requires that all workers receive at least the minimum wage, while Labor Code § 510 outlines overtime pay for employees who work more than eight hours a day or forty hours a week.

Meal and rest breaks are also protected by law. According to Labor Code § 226.7, employees are entitled to meal and rest periods, and employers who fail to provide them may be required to pay additional compensation. Similarly, when an employee is terminated or resigns, Labor Code § 203 mandates that all final wages must be paid promptly, or the employer may be penalized with waiting-time penalties.

Wage theft can also occur when workers are misclassified as independent contractors or as exempt employees. This misclassification often leads to a loss of overtime pay, rest breaks, and other essential protections.

Understanding your rights under the California Labor Code is the first step toward holding your employer accountable. If you’ve experienced any of these violations, a skilled Los Angeles wage theft lawyer can help you evaluate your situation and pursue rightful compensation.

What Counts as Wage Theft in California?

Wage theft isn’t just criminal—it’s common. According to the California Department of Industrial Relations (DIR), workers lose hundreds of millions in stolen wages every year.

Common Wage Theft Examples:

Wage theft comes in many forms, and it’s not limited to a single industry. Below are some of the most frequent examples we encounter at Bibiyan Law Group:

• Janitorial or restaurant staff who are paid flat daily rates, regardless of how many hours they work—often missing out on overtime pay they are legally owed.
• Retail workers pressured to clock out and continue working off the clock, or required to skip legally mandated rest and meal breaks.
• Construction laborers wrongly labeled as independent contractors, which employers use to dodge their responsibilities under overtime and wage laws.
• Fast food workers paid under California’s $20/hour minimum wage for the fast food industry (effective as of April 1, 2024), particularly in chains and franchises.
• Garment workers in LA’s Fashion District who are paid per item instead of per hour, often earning far below the minimum wage once time is accounted for.
• Warehouse employees expected to show up early for equipment setup or stay late for cleanup—without that time reflected on their paychecks.
• Home care aides who travel between clients but aren’t compensated for the drive time, a violation of California Labor Code 2802.
• Freelance or gig workers (like app-based drivers and delivery personnel) who are misclassified to deny them access to hourly wage protections, benefits, and reimbursement for job-related expenses

👉 Learn more about wage rights under CA law

Your Rights Under California Labor Law

California workers are protected by some of the strongest labor laws in the country. If you’re working in Los Angeles or anywhere in the state, here’s what you’re legally entitled to:

Basic Wage and Hour Rights

• Minimum Wage: $16/hour statewide (as of Jan 1, 2024)
  (Some cities like Los Angeles, San Francisco, and Pasadena have higher rates.)

• Overtime Pay: 1.5x your regular pay for:

  • Hours worked beyond 8 in a single workday

  • Hours worked over 40 in a workweek

• Double Time: 2x your regular pay for:

  • Hours worked over 12 in a day

  • Hours worked over 8 on the 7th consecutive day

• Meal & Rest Breaks:

  • 1 unpaid 30-minute meal break for shifts over 5 hours

  • 1 paid 10-minute rest break for every 4 hours worked

• Accurate Pay Stubs: Employers must provide detailed, itemized wage statements.

• Final Pay: You must receive your final paycheck on time when you quit or are terminated.

Protection from Employer Retaliation and Your Legal Options

California law strictly prohibits employers from retaliating against workers who report wage violations or assert their legal rights. If you’ve raised concerns about unpaid wages, missing breaks, or any form of wage theft, your employer cannot legally demote, fire, discipline, or otherwise punish you for speaking up. Retaliation is a serious violation—and you may be entitled to additional compensation if it occurs.

If your wage rights have been violated, you have multiple legal options available. You can file a claim with the California Labor Commissioner’s Office, which handles wage claims and investigates labor violations. In more complex or large-scale cases, you may also pursue a private lawsuit. This could be an individual claim or a class action if other employees have experienced the same violations. In either scenario, you may be eligible to recover unpaid wages, waiting-time penalties, interest, and attorney’s fees.

How We Help Recover Unpaid Wages

At Bibiyan Law Group, we provide aggressive legal representation for workers across Los Angeles who have been underpaid, misclassified, or denied proper wages. Our process is built around one goal: getting you the compensation you’ve rightfully earned.

When you hire our team, we begin by thoroughly investigating your claims. We gather evidence, document violations, and analyze pay records to uncover any illegal practices. If appropriate, we negotiate directly with your employer or file formal legal claims with the California Labor Commissioner. In cases involving widespread misconduct, we also pursue class action lawsuits on behalf of groups of workers facing the same violations.

Every consultation with our office is 100% free, and you don’t pay us anything unless we win your case. This contingency-based approach allows workers to stand up against wage theft without fear of financial risk.

Real Case Results

We’ve recovered millions of dollars for workers across Los Angeles:

• $825,000 for warehouse workers misclassified as independent contractors

• $410,000 for restaurant cooks and dishwashers in downtown LA

• $1.2 million in a class action for unpaid logistics workers

• $275,000 for garment workers in the Fashion District paid below minimum wage

• $510,000 for hospital technicians denied overtime compensation

These are just a few examples of what we’ve achieved by fighting for the rights of honest, hardworking employees.

Who We Represent

Wage theft doesn’t discriminate—it affects employees across every industry and income level. We represent

• Hourly workers in restaurants, retail stores, and hotels

• Salaried professionals misclassified to avoid overtime

• Gig workers who’ve been denied minimum wage protections

• Construction, maintenance, and logistics laborers

• Office employees pressured to work off the clock

If you’ve worked in Los Angeles and believe your employer has violated labor laws, you’re likely not alone. In many cases, we help groups of employees pursue compensation together, strengthening the impact of each individual claim.

Filing a Wage Claim in Los Angeles

The California Labor Commissioner’s Office is responsible for processing wage claims. Their Los Angeles office is located at:

📍 320 W. 4th Street, Suite 450, Los Angeles, CA 90013
🕘 Monday through Friday, 9:00 AM – 5:00 PM
📞 (213) 620‑6330

Filing a claim can feel overwhelming—but that’s where we come in. Bibiyan Law can help you prepare the necessary documentation, file electronically, and represent you at any required hearings or interviews.

❓ FAQs About Wage Theft in Los Angeles

Q: Can I file a wage theft claim if I’m undocumented?
Yes. California law protects all workers, regardless of immigration status.

Q: What if I signed a contract agreeing to a flat rate?
That contract can’t waive your legal rights. You may still be entitled to overtime and breaks.

Q: How long do I have to file?
You generally have 3 years from the date of the violation to file a claim.

Q: Can my employer fire me for suing?
Retaliation is illegal. You may be entitled to additional damages if it occurs.

Q: Can I sue for both unpaid wages and missed breaks?
Yes. You can combine claims under multiple violations.

Q: How do I prove off-the-clock work?
Digital communications, witness statements, and timesheet inconsistencies can help prove unpaid work.

Q: Will I have to go to court?
Not necessarily. Many claims are settled out of court through the Labor Commissioner or private negotiation.