Employees have certain legal rights — including the right to minimum wage, overtime, meal and rest breaks, vacation pay, and other benefits. If you believe your employer has violated your rights, you may have a legal case.
At Liberation Law Group, our Sacramento wage and hour attorneys firmly defend fair employment rights for workers and will fight to help you obtain the justice and compensation you deserve. We have helped hundreds of Hispanic workers — documented and undocumented — resolve employment disputes with their employers. We provide a free, no-obligation consultation to determine whether you have legal options to recover the wages you are owed. All our work is provided at no upfront cost and we only collect a fee if you receive compensation. Call 1-888-442-2642 for a free consultation in Spanish — 24/7.
Wage and Hour Laws in Sacramento, California
Several laws in the state of California are designed to protect workers from negligent employers. These include the federal Fair Labor Standards Act (FLSA) and the California Labor Code.
The Fair Labor Standards Act (FLSA)
The FLSA is a federal law that establishes rules and standards for how employers must treat their employees. Under the FLSA, employees in the private sector and in federal, state, and local government are entitled to fair treatment and compensation — including the right to a minimum wage and overtime pay at one and one-half times their regular rate. The FLSA also distinguishes between exempt and non-exempt workers, as well as between employees and independent contractors. An experienced wage and hour attorney in Sacramento will understand when an employer has violated a worker’s rights and when that worker may be entitled to compensation.
The California Labor Code
In addition to the federal protections under the FLSA, California has its own laws and protections under the California Labor Code — a collection of employment laws designed to promote and develop the welfare of California workers, improve their working conditions, and advance their opportunities for profitable employment. Our Sacramento wage and hour attorneys have a thorough knowledge of the California Labor Code and can identify when an employer has violated one of these laws and is liable to compensate a worker for their lost wages.
Employee Misclassification
Exempt vs. Non-Exempt
Certain employees are “exempt” from the FLSA and are not covered by its benefits and protections. Other employees are “non-exempt” and are entitled to those protections. Employers frequently misclassify employees as exempt to deny them overtime and other benefits. The FLSA has three clear requirements that must all be met for an employee to be considered exempt: the employee must earn a qualifying weekly salary threshold set by federal regulation; their primary duties must involve managing the company or a department or subdivision; and they must hold an executive, administrative, or managerial position. If your employer gave you a managerial title but your actual duties and pay do not meet these requirements, you may have a valid wage and hour claim. Call 1-888-442-2642.
Employee vs. Independent Contractor
Another common form of worker misclassification is between an employee and a contractor. Independent contractors do not have the same rights as employees — including FLSA coverage. To determine whether you have been misclassified, we will review: the degree of control you have over your own work; the level of financial risk between you and the hiring company; whether you paid for your own materials, supplies, or equipment; the type of skill required for the job; the permanence or security of your employment; and your role within the business. Under California’s AB 5, the bar for classifying a worker as an independent contractor is very high. If your employer controls your schedule, assigns your work, and your role is central to their business — you are likely an employee, not a contractor. Read about misclassification lawsuits in California. Call 1-888-442-2642.
The Right to Minimum Wage
All employees covered by the FLSA are entitled to the federal minimum wage. However, California has established its own minimum wage for non-exempt employees — one of the highest in the country — and cities and counties can set even higher local rates. In 2026, California’s minimum wage continues to be among the nation’s highest. If you are not receiving at least the applicable minimum wage for every hour you work, you may be entitled to file a wage claim against your employer. Call 1-888-442-2642 for current rates and to evaluate your case.
Overtime Compensation
Non-exempt workers in California are entitled to overtime pay at one and one-half times their regular rate for every hour worked beyond 8 in a day, or for any hours exceeding 40 in a workweek. Additionally, a California employee is entitled to double time for hours worked beyond 12 in a day. If an employee works all seven days in a workweek, they are entitled to one and one-half times their regular rate for the first 8 hours worked on the seventh consecutive day, and double their regular rate for any hours beyond 8 on that seventh day. If you believe you have not been paid overtime or double time, call 1-888-442-2642.
Mandatory Rest and Meal Breaks in Sacramento
First 30-minute meal break: California employees cannot work for a period of more than five hours without being provided an unpaid, off-duty meal break of at least 30 minutes. The first meal period must be provided no later than the end of the employee’s fifth hour of work.
Second 30-minute meal break: Employees are also entitled to a second 30-minute meal break for any workday in which they work more than 10 hours. The break must be provided no later than the end of the tenth hour of work. However, an employee may waive the second meal period if they worked no more than 12 hours that day, have a mutual agreement with the employer to waive it, and did not waive the first meal period.
On-duty meal breaks: Under certain circumstances, a meal break may be taken on duty — but only if the nature of the work prevents the employee from being relieved of all duties, there is a written agreement between employer and employee, the employee is paid for the meal break, and the employee can revoke the on-duty meal agreement at any time.
10-minute rest breaks: Employers must provide uninterrupted rest breaks to non-exempt employees who work more than 3.5 hours in a workday — at a rate of 10 minutes for every four hours worked. Employers must count these breaks as hours worked and continue paying employees during rest periods.
Wage Theft in Sacramento
If an employer fails to provide a worker with the pay they are owed, the employee or former employee can file a wage claim to recover: wages paid by check with insufficient funds; a final paycheck not received; unused vacation hours not paid out at termination; unauthorized deductions from the paycheck; unpaid or unreimbursed business expenses; reporting time pay and split shift premiums; reimbursement for hours paid below minimum wage; and sick leave pay for accrued and used time for which the worker was not compensated.
Employers are required to maintain adequate employment records and records of all hours worked. If your employer has not maintained adequate records, they are violating the FLSA and may be liable for the full amount of compensation owed — plus interest and penalties. Call 1-888-442-2642.
California Fair Pay Act
The California Fair Pay Act, in effect since 2016, makes it illegal for employers to pay unequal wages to employees performing substantially similar work. The law requires equal pay for employees performing similar work when considering a combination of skill, effort, and responsibility — eliminates the requirement that compared employees work at the same establishment — and makes it harder for employers to justify pay differences with factors other than sex, race, or ethnicity. The law also prohibits retaliation against employees who seek to file a pay discrimination claim, and extends the period employers must maintain wage records to three years. If you believe you are being paid less than coworkers of a different gender, race, or ethnicity for substantially similar work, call 1-888-442-2642.
How to File a Wage Claim in Sacramento
Our Sacramento wage and hour attorneys will help you determine the appropriate method for filing your recovery claim. In many cases we can negotiate a settlement with the employer without a formal claim. In others, a lawsuit may be more appropriate. If needed, we can help you file a wage claim with the California Labor Commissioner’s Division of Labor Standards Enforcement (DLSE). The DLSE process involves submitting an Initial Report of Claim form and supporting documentation, followed by a Settlement Conference and, if necessary, a formal Hearing before the Labor Commissioner.
We can also help you file a claim with the U.S. Department of Labor’s Wage and Hour Division (WHD) for FLSA violations. Our attorneys are familiar with the WHD complaint process and will help you gather all necessary documents. Call 1-888-442-2642.
Where We Serve
We represent workers with wage and hour claims in Sacramento, the Central Valley, and throughout Northern California. The same California Labor Code laws apply in Sacramento as in the Bay Area. Consultations are conducted by phone or video call — you do not need to travel to our San Francisco office.
Do you need an attorney today?
Attorney Arlo Uriarte can evaluate your case — free, in Spanish, 24/7. 1-888-442-2642 — free consultation here.
Frequently Asked Questions — Wage and Hour Rights in Sacramento
Do California’s wage laws apply equally in Sacramento?
Yes. The California Labor Code — including rights to minimum wage, overtime, rest periods, and time records — applies uniformly throughout the state. Sacramento cases are heard before the Sacramento County Superior Court or before the Labor Commissioner’s Sacramento office at 1121 L Street. Call 1-888-442-2642.
Which industries have the most wage theft in Sacramento?
In Sacramento and the Central Valley we see a high incidence of wage theft in: restaurants and fast food in downtown Sacramento and the suburbs; residential and commercial construction in the Sacramento metro area; agricultural work in the Sacramento Valley; warehousing and distribution along industrial corridors; building cleaning and maintenance; and domestic and caregiving work. Call 1-888-442-2642.
How long do I have to claim unpaid wages in Sacramento?
For claims under the California Labor Code: 3 years from each violation (4 years under the UCL). For PAGA actions: 1 year. These deadlines apply equally in Sacramento as anywhere in California. Act quickly so you do not lose claimable time. Call 1-888-442-2642.
Do agricultural workers near Sacramento have a right to overtime?
Yes — though with some particularities. California extended overtime rights to agricultural workers through a phased implementation schedule completed in recent years. In 2026, agricultural workers in California are entitled to overtime after 8 daily hours or 40 weekly hours. This is a relatively recent protection that many agricultural workers in the Sacramento Valley do not know about. If you work in agriculture and are not receiving correct overtime pay, you have a claim. Call 1-888-442-2642.
Can I file a claim if my Sacramento employer says I am a contractor?
If your employer controls your schedule, assigns your work, and what you do is central to their business — you are likely an employee under California’s AB 5, not a contractor. Misclassification strips you of overtime, unemployment insurance, workers’ compensation, and other benefits recoverable retroactively. Read about misclassification lawsuits. Call 1-888-442-2642.
How does the wage claim process work in Sacramento?
You have several options: file a complaint with the California Labor Commissioner (Sacramento office at 1121 L Street); file a civil lawsuit before the Sacramento County Superior Court at 720 9th Street; or initiate a PAGA action if multiple workers were affected. An attorney can evaluate which strategy maximizes your recovery. Liberation Law Group can represent you in Sacramento by phone or video — no travel to San Francisco required. Call 1-888-442-2642.
How much could a wage theft case in Sacramento be worth?
The value depends on your wage rate, the duration of violations, and the types of violations. For cases with 2–3 years of unpaid overtime, in similar cases we have seen recoveries between $15,000 and $100,000+ including unpaid wages, rest period penalties, waiting time penalties, and interest. For class actions where multiple workers were affected, the total can be significantly greater. Free evaluation at 1-888-442-2642.
Does Liberation Law Group handle wage cases in Sacramento?
Yes. We represent workers in Sacramento, the Central Valley, and throughout Northern California. Consultations by phone or video call — no need to travel to our San Francisco office. Call 1-888-442-2642 — available 24/7 in English and Spanish.
Liberation Law Group — Employment Attorneys for Workers, 24/7
2760 Mission Street, 2nd Floor, San Francisco, CA 94110
1-888-442-2642
Free Consultation in Spanish — No Obligation — No Fee Unless We Win
