Audit your pay against city and sector minimum wage laws, track your SB 616 paid sick leave balance, and calculate mandatory overtime and missed break compensation in real time.
This calculator and guide are based on the California Labor Code and official enforcement policies of the Department of Industrial Relations (DIR) and DLSE. Wage data is processed locally and never stored.
Enter your work city, industry, hourly rate, and schedule to audit wage compliance and calculate accumulated paid sick leave.
✓ Your hourly rate meets or exceeds the statutory minimum wage for this jurisdiction/sector.
21.3 hrs accrued to date (Annual usage entitlement: up to 40 hrs / 5 days)
Statutory employment standards that all employers must provide by law.
Guaranteed to all full-time, part-time, and temporary workers across California.
30-minute uninterrupted meal break for shifts > 5 hours, and 10-minute paid rest break per 4 hours.
1.5x regular pay after 8 hours in a workday or 40 hours in a workweek; 2.0x after 12 hours/day.
Mandatory written paystubs displaying gross wages, total hours worked, hourly rates, deductions, and sick leave balance.
You do not need a lawyer to file a claim and recover stolen wages and interest through the California Labor Commissioner.
Collect time cards, text messages, schedules, paystubs, bank deposit records, and written notes of hours worked.
Send a formal written request (email, text, or letter) to your employer demanding the unpaid wages and overtime.
Submit an Initial Report or Wage Claim online or at a local DLSE office (free interpretation services available).
Attend an informal settlement conference. If unsettled, proceed to a formal hearing where the Commissioner issues a binding judgment with penalties and interest.
California Labor Code § 1171.5 provides that all protections, rights, and remedies available under California law are available to all individuals regardless of immigration status. You are entitled to every dollar earned.
It is illegal for an employer to fire, demote, or threaten to report you to immigration authorities (ICE) for asserting your labor rights. Retaliatory immigration threats constitute criminal extortion under California Penal Code § 519.
The California Labor Commissioner's Office (DLSE) does not ask for or report workers' immigration status to federal immigration agencies.
Look up the full expansions and plain-language definitions of key abbreviations and legal terms used throughout our California guides.
California law guaranteeing at least 5 days (40 hours) of fully paid sick leave per year to all employees, usable for personal illness, family caregiving, or domestic violence protection.
California legislation setting a statutory minimum wage of $20.00/hour for employees of national fast food restaurant chains with 60 or more locations nationwide.
California statute establishing phased minimum wage increases ($18 to $23/hr) for all employees working in covered healthcare facilities and hospitals.
The California executive department dedicated to improving working conditions, advancing employment opportunities, and enforcing state labor laws.
Division of Labor Standards Enforcement, the state agency that investigates wage theft, adjudicates worker wage claims free of charge, and enforces labor standards.
Under Cal. Labor Code § 510, non-exempt workers are entitled to 1.5x regular pay after 8 hours/day or 40 hours/week, and 2.0x regular pay after 12 hours/day.
Mandates a 30-min unpaid meal break for shifts over 5 hours and 10-min paid rest break per 4 hours. Violations require 1 extra hour of pay (premium pay) per missed break type per workday.
Under California Labor Code § 1171.5 & § 98.6, all labor rights apply regardless of immigration status, and employer threats regarding immigration status are treated as illegal retaliation and criminal extortion.