California Rest & Meal Break Violations Attorney
Protecting Employees. Holding Employers Accountable.
- No upfront costs; pay only when you win
- 100% confidential consultations
- Available 24/7 to answer your questions
- Protection against retaliation for asserting workplace rights
- Experience handling cases while you’re still employed
100% confidential. Your information is private and secure.
Meal and Rest Breaks Matter
Whether it’s lunch or a short break, meal and rest periods are essential. They give you time to eat, rest, and recharge during your workday.
While there is no federal law requiring rest breaks, California law provides strong protections for workers’ meal and rest periods.
If your employer is denying you breaks or requiring you to work through them, you may have a wage claim.
California's Meal Break Requirements
In California, employers must provide employees with a 30-minute meal break after the employee has worked at least 5 hours.
Meal breaks are unpaid, meaning your employer is not required to pay you for this time. However, if you work only a 6-hour shift, you may request to waive your meal break and work the entire shift—many employees prefer this so they can be paid for the full 6 hours.
On-Premises Meal Breaks
If employees are required to eat on the premises and cannot leave the workplace during their meal break, employers must provide a designated area for meal breaks.
If your employer is denying you meal breaks or requiring you to work through them without pay, contact Victory Law Group for a confidential consultation.
California's Rest Break Requirements
California law requires employers to provide employees with rest breaks throughout their shift. Employers must provide a 10-minute rest break after the employee has worked at least 4 hours.
Unlike meal breaks, rest breaks are paid—your employer must compensate you for this time. Because you’re being paid during rest breaks, you’re required to remain on the premises during the 10-minute period.
If your employer is denying you rest breaks or requiring you to skip them, you may be owed additional compensation.
Contact Victory Law Group for a confidential consultation.
You Have the Right to Meal and Rest Breaks
Almost all employees in California are entitled to meal and rest breaks. The only exceptions are:
- When you and your employer have a mutual written agreement to waive breaks
- If you work six hours or less in a shift
Meal and Rest Break Violations Are Common
Unfortunately, lunch and rest break violations are among the most common ways employers take advantage of employees. When employers violate California’s meal and rest break rules, they can be held liable for:
- Missing wages for breaks you didn’t receive
- Additional penalties under California law
These Cases Can Be Complex
Rest break violations can be difficult to prove because employers are only required to make breaks available—employees are not legally required to take them. This means proving whether:
- Your employer adequately communicated that breaks were available
- You knowingly and voluntarily waived your break time
can be challenging without experienced legal representation.
Get Legal Guidance
If you believe your employer has violated your meal or rest break rights, it’s important to speak with an employment attorney who can analyze your individual situation.
Contact Victory Law Group today for a free, confidential consultation.
What You May Recover in a Meal and Rest Break Case
If you succeed in a case against your employer for missed meal and rest breaks, you may be entitled to:
- One hour of pay for each day your employer violated your meal or rest break rights
- Corresponding overtime pay for the missed hours, if applicable
- Retroactive pay for wage and hour violations going back several years
- Additional penalties under California labor law
Find Out What You’re Owed
For more information about your rights and what you may be entitled to recover, contact Victory Law Group today.
Call us or reach out online for a free, confidential consultation.
Not sure if you have a case? We’ll review your situation for free and explain what compensation you may be entitled to.
Common Questions About Your Workplace Rights in California
We understand you have questions and concerns about what happens next. Here are answers to the most common questions we hear from employees facing workplace issues.
Can my employer fire me for talking to a lawyer?
No. California law prohibits retaliation against employees for consulting with an attorney about workplace issues. Your employer cannot legally fire, demote, or punish you for seeking legal advice or asserting your rights. If retaliation does occur, it may strengthen your case.
How much does it cost to hire an employment attorney?
We work on a contingency fee basis, which means you pay nothing upfront. We only get paid if we successfully recover compensation for you. There’s no financial risk to you for exploring your legal options.
Will my employer find out I contacted you?
Not unless you want them to. Initial consultations are 100% confidential. Your employer will not know you spoke with us unless and until you decide to move forward with a claim or legal action.
How long does an employment case take?
It varies. Some cases settle in a few months, while others may take a year or more if they go to trial. We’ll give you a realistic timeline based on your specific situation and keep you informed at every step.
Do I have to quit my job to pursue a claim?
No. Many of our clients are still employed when they contact us. We handle cases discreetly and can advise you on how to protect your rights while you’re still working.
What if I signed an arbitration agreement or employment contract?
Many employment contracts include arbitration clauses, but that doesn’t mean you’ve waived your rights. We can review your contract and explain how it affects your options.
How do I know if I have a strong case?
The best way to know is to speak with an experienced employment attorney who can evaluate the facts of your situation. We offer free, confidential consultations to help you understand whether you have a viable claim.
Still have questions? We’re happy to answer them during your free consultation. No pressure. No obligation.