General legal information for California workers — read it, then tell us what happened.
California meal and rest break claims may arise when an employer does not provide timely, duty-free meal periods or paid rest periods, pressures workers to skip them, interrupts them with work, or records breaks that did not happen. Covered workers may be owed premium pay for noncompliant days. If this is happening to you, California law gives you real protections — speak with us 24/7, free and private, and leave with a video call booked with a California employment attorney who already understands your story.
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For many nonexempt workers, a first 30-minute meal period must be provided no later than the end of the fifth hour of work. A second meal period is generally required when work exceeds 10 hours. Limited waivers and industry-specific rules can apply.
Covered employees are generally authorized and permitted a paid net 10-minute rest period for every four hours worked or major fraction, usually near the middle of the work period when practicable. No rest period is generally required when total daily work is under three and one-half hours.
A compliant off-duty meal period generally requires relief from all duty and employer control. If the employer knew work was performed, that time may also need to be paid. A lawful on-duty meal period is limited and usually requires both qualifying job conditions and a revocable written agreement.
When a covered employer fails to provide a compliant meal or rest period, one additional hour of pay at the employee's regular rate may be owed for the workday. The number and type of violations, applicable wage order, and records matter.
Consider speaking with an attorney when the facts involve money owed, job loss, harassment, discrimination, retaliation, leave denial, or a deadline. This site provides general information and intake support, not legal advice.
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Start with the governing statute and agencies, then bring your specific facts to an attorney. These links are primary public sources, not substitutes for advice.
The law is statewide; the workplaces are local. Start with your city, or speak with us from any of the 58 counties:
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