Your Employer Violated California Law.
You Can Sue On Behalf of Everyone.
The Private Attorneys General Act (PAGA) is one of California's most powerful worker protection laws. If your employer has been cutting corners on breaks, pay, or working conditions, you may be able to recover significant civil penalties — for yourself and every coworker who was affected.
PAGA claims must be filed within 1 year of the violation date. The clock is running.
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Does Any of This Sound Familiar?
These are the most common Labor Code violations that give rise to PAGA claims in Southern California.
Missed Meal Breaks
Employer failed to provide a 30-minute meal break by the 5th hour of work.
Missed Rest Breaks
No 10-minute paid rest break for every 4 hours worked.
Off-the-Clock Work
Required to work before clocking in, after clocking out, or during "unpaid" time.
Wage Statement Violations
Pay stubs missing required information: hours, rates, employer name, etc.
Overtime Not Paid
Not paid 1.5× your regular rate for hours over 8/day or 40/week.
Piece Rate Issues
Paid by piece but not separately compensated for rest periods and other non-productive time.
Reimbursement Failures
Employer didn't reimburse you for work-related expenses (phone, mileage, tools).
Waiting Time Penalties
Final paycheck not issued on time when you left the job.
The PAGA Process
File LWDA Notice
Your attorney files a notice with the California Labor and Workforce Development Agency. This is required before any lawsuit can be filed and starts the clock on employer cure rights.
Employer Review Period
The employer has 65 days to cure certain violations. If they correct the issue, penalties may be reduced. If they fail to cure, the case moves forward.
File Lawsuit
Your attorney files suit in California Superior Court. The case can be filed in any county where the violations occurred.
Discovery & Negotiation
Both sides exchange information. Most PAGA cases settle before trial. Settlements in the tens of thousands to millions of dollars are common.
Settlement Approved
A court must approve all PAGA settlements to ensure they are fair. You and your coworkers receive your share — 35% of civil penalties under current law.
PAGA — Frequently Asked Questions
What does PAGA stand for?
PAGA stands for the Private Attorneys General Act. It's a California law that allows employees to file lawsuits against employers for Labor Code violations on behalf of themselves and other aggrieved employees — acting as a 'private attorney general' for the state.
How much can I recover under PAGA?
PAGA penalties are $100 per aggrieved employee per pay period for initial violations, and $200 for subsequent violations. For a company with 50 employees over 2 years, penalties can reach hundreds of thousands of dollars or more. Under 2024 reforms, employees keep 35% of civil penalties.
Do I need to still be employed to file a PAGA claim?
No. You can file a PAGA claim whether you're currently employed or have left the job, as long as you file within 1 year of the violation.
What is the deadline to file a PAGA claim?
You must file a notice with the Labor and Workforce Development Agency (LWDA) within 1 year of the violation. This is a hard deadline — missing it means losing your right to recover. Act quickly.
Can my employer retaliate against me for filing a PAGA claim?
No. California law strictly prohibits employer retaliation for filing a PAGA claim or participating in a PAGA lawsuit. Retaliation is itself a violation that can lead to additional penalties.
Don't Let the Deadline Pass
PAGA has a strict 1-year filing deadline. If your employer has been violating California labor law, every day you wait is a day closer to losing your right to recover.
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