General legal information for California workers — read it, then tell us what happened.
California workers may have an unpaid wage claim when an employer withholds earned pay, delays a final paycheck, requires off-the-clock work, makes unlawful deductions, or fails to pay earned commissions, bonuses, expenses, or accrued vacation. The timing and remedy depend on the type of pay and how the job ended. 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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None of these alone decides a case — but each is worth writing down while it is fresh:
Deadlines in employment cases are real, strict, and vary by claim — talking to an attorney early protects your options.
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Final earned wages are generally due immediately when an employer discharges an employee. A worker who resigns with at least 72 hours' notice is generally due final wages at quitting; without that notice, final wages are generally due within 72 hours. Industry-specific rules and the facts can change the analysis.
When an employer willfully fails to pay final wages that are due, California Labor Code section 203 may continue the employee's daily wage as a penalty for a limited period. Whether wages were due, unpaid, and withheld willfully requires a fact-specific review.
It can. Time spent opening or closing, answering messages, completing records, waiting under employer control, or doing other required work may be compensable when the employer knew or should have known the work was performed.
Earned commissions and nondiscretionary bonuses can qualify as wages, while necessary business expenses may be reimbursable. The written plan, earning conditions, pay records, and reason for separation often control what is due.
The filing period varies by the claim and can range from one to four years. The Labor Commissioner's wage-claim guidance lists common periods, but workers should identify the exact claim and act promptly rather than assume the longest period applies.
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.
No. Submitting information or using the intake assistant does not create an attorney-client relationship unless an attorney agrees to represent you in writing.
Go deeper on the question that best matches what happened at work:
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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Free · Private · Any hour — start by talking, not typing.