California Meal Break & Rest Break Law (2020) – Quick Calculator + Charts
Under California meal break law (which is much more generous to employees than federal labor law), if you are a non-exempt worker, you are entitled to a 30-minute uninterrupted, duty-free meal break if you work more than 5 hours in a workday. You are also entitled to a 10-minute uninterrupted, duty-free rest breaks for every 4 hours you work (or “major fraction” thereof). If your boss doesn’t comply with break law requirements, they are required to pay you one extra hour of regular pay for each day on which a meal break violation occurred, and another extra hour of regular pay for each day on which a rest break violation occurred.
Meal Break & Rest Break Calculator
This meal break and rest break calculator will tell you how many meal and/or rest breaks you are entitled to under California labor law.
California Rest Break Law Chart
| Hours on the Clock | Rest Breaks |
|---|---|
| 0 – 3:29 hrs | 0 |
| 3:30 – 6 hrs | 1 |
| 6:01 – 10 hrs | 2 |
| 10:01 – 14 hrs | 3 |
| 14:01 – 18 hrs | 4 |
| 18:01 – 22 hrs | 5 |
California Rest Break Requirements
- Your boss must give you a rest break of at least 10 consecutive minutes that are uninterrupted.
- Rest breaks must be paid.
- If you work at least 3.5 hours in a day, you are entitled to one rest break. If you work over 6 hours, you are entitled to a second rest break. If you work over 10 hours, you are entitled to a third rest break.
- Rest breaks must to the extent possible be in the middle of each work period. If you work 8 hours or so, you should have a separate rest break both before and after your meal break.
- Your boss may not require you to remain on work premises during your rest breaks.
- You cannot be required to work during any required rest breaks. [Cal. Lab. C. 226.7]. BUT, you are free to skip your rest breaks provided your boss isn’t encouraging or forcing you to.
California Meal Break Law Chart
| Hours on the Clock | Meal Breaks |
|---|---|
| 0 – 5 hrs | 0 |
| 5:01 – 10 hrs | 1 |
| 10:01 – 15 hrs | 2 |
| 15:01 – 20 hrs | 3 |
| 20:01 – | 4 |
California Meal Break Law Requirements
- If you work over 5 hours in a day, you are entitled to a meal break of at least 30 minutes that must start before the end of the fifth hour of your shift. BUT, you can agree with your boss to waive this meal period provided you do not work more than 6 hours in the workday. You can also agree with your boss to an on-duty meal break which counts as time worked and is paid.
- If you work over 10 hours in a day, you are entitled to a second meal break of at least 30 minutes that must start before the end of the tenth hour of your shift. You can agree with your boss to waive the second meal break if you do not work more than 12 hours and you did not waive your first meal break.
- You must be allowed to take your meal break off work premises and spend your break how you wish, since it is off the clock.
- You cannot be required to work during any required meal break. [Cal. Lab. C. 512].
- As of 2012, your boss has an affirmative obligation to ensure that breaks are made available to you but the actual taking of meal breaks is left to the employee. In other words, you are responsible for “breaking” yourself.
Note, rest breaks and meal breaks are supposed to be separate, they should not be combined. Your boss cannot give you a single 1-hour break and say that that counts as all of your meal breaks and rest breaks.
Keep in mind, there are many exceptions to the above for certain industries, such as the construction, healthcare, group home, motion picture, manufacturing, and baking industries.
Can I Sue My Employer for Violating California Meal Break and Rest Break Law?
Yes you can, and you should. If your employer is denying you meal breaks and rest breaks, you would be entitled to receive a penalty of 1 hour wages per day you were denied any rest breaks, and an additional penalty of 1 hour wages per day you were denied any meal breaks (for a maximum penalty of up to 2 hours wages per day). We can help you file a California labor board complaint. Give us a call at (213) 992-3299. Note, your claims are subject to strict filing deadlines. For meal and rest break violations, the filing deadline is usually considered to be 3 years thanks to a recent California Supreme Court decision. [Murphy v Kenneth Cole Productions, 40 Cal.4th 1094 (2007)], but in certain cases, a 1 year filing deadline could apply.
I Am an Exempt Salaried Worker, Can I Still Sue My Employer?
The correct answer is “it depends”. There are many kinds of exemptions under California labor laws. If you are a supervisor, you may fall under the supervisor exemption, otherwise known as the executive exemption. But that exemption has many requirements which your employer may have blown. Also, other kinds of exempt employees are still entitled to meal break and rest break rights. For instance, truck drivers are often considered exempt. However, under California labor laws, they must still receive their meal breaks and rest breaks. Another example are “inside salespeople” who sell products or services while physically stationed at the employer’s office. While normally considered “exempt”, they are still entitled to meal breaks and rest breaks. Again, consult a lawyer to see if your situation qualifies for breaks.
Call (213) 992-3299 and Get Your Labor Board Complaint Started Now
Feel free to give us a call at (213) 992-3299 if you want to discuss filing a labor board complaint. We have successfully obtained awards for our clients in over 97% of our trials and hearings — one of the best trial records in the State of California. Let us put our decades of legal experience to work for you.
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Is it legal for an employer to make you take your lunch break right after clocking in? Often we are scheduled to work at 3:30 and forced to take our lunch at 3:30, come back at 4 and work the rest of the night sometimes until 11:30.
My usual normal working hours are 8am – 5pm. I get a 10 break in the morning and a 10 min break in the afternoon, and a 1 hour lunch break. My question is in regards to days that I need to leave early for doctor appointments. Scenario, I come in at 8am and leaving at 3pm (7 hour shift). I want to waive my 1 hour lunch and only take a 30 min lunch instead, so my hours on the clock would be 6.5 hours worked, with a 30 min lunch. My employer is stating that I need to take the entire hour lunch and not the 30 min. lunch break. Since I am not working the entire 8 hour shift, can my employer force me to take the entire 1 hour lunch? She stated that if I clock back in early from lunch say 45min lunch, that I would still be docked for the entire hour? Is that possible for her to do under California State Law. I know that we are entitled to a 30 min lunch by law but can she force 1 hour lunch break even if I only want to take 30 min lunch break only, because I am leaving early, but working more than 6 hours technically? If I was only working a 6 hour shift then my shift would end after the 6 hours and I’d take no lunch. But I’m really confused on her statement that I must take an hour lunch and not a 30 min lunch. Please help.
Your employer directs your time and schedule.
See also FAQ #5 & #6 https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm#:~:text=Is%20it%20permissible%20if%20I%20choose%20to%20work%20through%20my%20meal%20period%20so%20that%20I%20can%20leave%20my%20job%2030%20minutes%20early?
#5 deals with that if your employer knows you’re working they have to pay you for it. That doesn’t stop them from disciplining you from not following the schedule.
#6 deals with working during your lunch in order to leave early.
Can my employer legal adjust my clock in and clock out times to prevent paying me o.t ? We are paid paid 3 minutes before and 3 minutes after for uniform change time, but it takes more time than that. I usually arrive 15 minutes before and stay at least 10 minutes after and have never been paid for that time.
The employer owes overtime, in my random-Internet-bystander-opinion: https://www.dir.ca.gov/dlse/FAQ_Overtime.htm#:~:text=law%20requires%20that%20employers%20pay%20overtime,%20whether%20authorized%20or%20not (FAQ #2)
I’d reach out to the phone number or contact form on this site to get more info on what you can do.
Anyone have any links to the actual law which states that an employer in California can not make you take your 30 min lunch 1 hr into your 8.5 hr shift? I know some states are very specific about that. I’ve read it’s likely not allowed in California, but looking for most documentation to show our boss. Thanks!
There isn’t a super clear answer to this, and I’ve been looking for years, lol. If you try chatting with them on this site, they’ll tell you that you have to have a rest break before your meal break.
Setting up an example, let’s say you’re scheduled 7am–4:00pm. They have to give you a 10 minute break “in the middle of each work period”. ( https://www.dir.ca.gov/dlse/faq_restperiods.htm#:~:text=in%20the%20middle%20of%20each%20work%20period see also FAQ #2 on that page) So, if they’re sending you to lunch 1 hour in, you need a rest break ~30 min in.
Unfortunately, the remaining time can be worked with no meal break because it was already satisfied. However, in an 8–10 hour work day, there is another rest break due before clocking out (that also needs to be in the middle, as above).
Joshua Petrie has it right. There is a Supreme Court case called Brinker v Sup. Ct. (2012) where the Supremes stated that, in a normal 8 hour workday, there should be a 30-minute lunch with a 10 minute paid rest break before and after lunch. In general, lunches must start before the end of the fifth hour into a shift. Unfortunately, there isn’t any more guidance on the timing of the lunch break beyond that and what the Supremes said in Brinker. I’ve never prosecuted a case where the employer forces the employee to start lunch near the start of their shift. But I can certainly imagine doing it if such a case comes to my office.
I forgot about this comment, which cites court cases, and explains it in a more detail: https://calaborlaw.com/california-meal-break-law-for-employees/comment-page-22/#comment-12082
Oh, I’m now guessing you’re the same Scott.
If I work a 10a-4p shift, should I get a break and a 30min lunch or just a 30min lunch?
From above: “If you work at least 3.5 hours in a day, you are entitled to one rest break. If you work over 6 hours, you are entitled to a second rest break. If you work over 10 hours, you are entitled to a third rest break.”
See also: https://www.dir.ca.gov/dlse/FAQ_RestPeriods.htm#:~:text=ten%20consecutive%20minutes%20for%20each%20four%20hour%20work%20period
I work part time 20hrs/week, and my employer scheduled COVID testing for me on my day off.
Shall I get paid a minimum of 2hrs or only 10/15 mins that I report to??
I don’t know the exact ins-and-outs of what you’re asking as it pertains to COVID, but generally speaking… your employer directs your time/schedule and if they schedule you to come in you should be eligible for reporting time pay. Read more: https://www.dir.ca.gov/dlse/FAQ_ReportingTimePay.htm
At 20 hours you shouldn’t come near triggering this, but just in case (or for other readers) if you’re over 40 hours, this FAQ may be helpful as well, #6: https://www.dir.ca.gov/dlse/FAQ_Overtime.htm#:~:text=Can%20an%20employer%20require%20an%20employee%20to%20work%20overtime?
I start work at 6:30 am first break is at 9:30 am lunch is at 12pm and last break is at 2:30 pm never singed a waiver and I work on saturdays 5hours with only one 15 minute break at start at 6:30 break at 9:30 and end at 12pm sometimes I work 11.5 hours with only one lunch break and no waivers singed . are theise considered infractions per each break not taken on time??? Or not
Rest breaks, as I understand it, are a bit more lenient than meal breaks. (Further reading: https://www.dir.ca.gov/dlse/FAQ_RestPeriods.htm )
In your example, you should be clocked out for lunch no later than the start of 11:30am (the end of your fifth hour of work).
“If you work over 10 hours in a day, you are entitled to a second meal break of at least 30 minutes that must start before the end of the tenth hour of your shift. You can agree with your boss to waive the second meal break if you do not work more than 12 hours and you did not waive your first meal break.”
Your second meal is due by the end of your 10th hour, unless you and your boss agree to waive it (and you did not waive your 1st meal), so in your example, second meal is due by 5pm (I believe this is where this site’s calculator goes wrong, though I could still not understand it all fully). If you worked 11.5 hours and started at 6:30 am, you’d be off at 7 pm with two meal breaks and 6:30 with one meal and waiving the second.
AFAIK, any actual signed waiver would be for the employer’s protection against the employee saying they did not agree to waive their meal. So if the employer doesn’t have a waiver to sign, then they are leaving the company open for 3 years (statute of limitations on getting these in a lawsuit, as I understand it).
See also: https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm
Can ones job make you take an one hour and 15 minute lunch so that they can avoid paying you overtime . And if your shift isn’t complete they send you home and cut your hours by default because the lunch was so long ?
I’m sorry I did not understand your question or example completely, but here is my answer to the best of my ability:
AFAIK, the employer directs the employee’s time schedule including all clock in and clock out events. (Whether the punches happen should be up to the employee, however that’s a separate discussion.) The employer may incur a split shift penalty, where applicable: https://www.dir.ca.gov/dlse/split_shift.htm
Also, if they’re cutting your hours short you may be eligible for reporting time pay: https://www.dir.ca.gov/dlse/FAQ_ReportingTimePay.htm
I work over 6 hours at a restaurant, hourly supervisor.
Get a free meal, but never given 30 mins of break time.
I have sometimes worked more than 8 hours with no break, just one meal.
Is this legal?
No.
https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm
https://www.dir.ca.gov/dlse/FAQ_RestPeriods.htm
We have overnight staff that works by themselves all night but cannot leave the property during that time. In the past there was a waiver we have used for overnight staff i.e. security guards where they can essentially take a paid lunch during their shift (eat when they can) but are only scheduled for an 8 hours shift like from 11:00pm to 7:00am.
Is that legal in California and if so where can I find a sample waiver?
“If the employer requires the employee to remain at the work site or facility during the meal period, the meal period must be paid. This is true even where the employee is relieved of all work duties during the meal period. Bono Enterprises, In. v. Bradshaw (1995) 32 Cal.App.4th 968.”
https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm#:~:text=If%20the%20employer%20requires%20the%20employee%20to%20remain%20at%20the%20work%20site%20or%20facility%20during%20the%20meal%20period,%20the%20meal%20period%20must%20be%20paid.
I am forced to clock out on my rest breaks, when it comes to the meal breaks even if I do take it 5hours or more later it doesn’t count as a penalty because I have already clocked out and back in .. is this correct ? I thought our rest breaks are supposed to be paid.
Rest breaks are supposed to be paid.
https://www.dir.ca.gov/dlse/FAQ_RestPeriods.htm
Meal breaks are unpaid.
https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm
I worked for Hertz car sales for almost 3 years. I Never took a lunch break , the 30 minutes break or 10 minutes break. My job title was a Finance manager and for the first year I was not required to clock in or out. After that they changed the rules and I was required to clock in and clock out. All though we didn’t take the break or lunch, we were forced to record the breaks and lunch on our time card. For the first year if I stayed after hours to complete a deal I was not paid over time!!!
That’s not right!
My employer forced me to work through my meal breaks, rest breaks and work off the clock for 4 months. I am a non exempt manager who worked at least 50 sometimes quite more hours a week. My boss was fired and his boss told me he would work with the payroll department so I could receive compensation. He has been “working on this” for the past year. I have multiple email and message threads of me inquiring about my compensation. Every time he either ignores me, beats around the bush or says they are “working on it”. I don’t know what to do because I don’t know if I have a case or if they have been stringing me along this whole time just so I can go past the statue of limitations. Would I be able to file a lawsuit?
The statute of limitations is 3 years, but it’s up to you. I’d reach out on the contact page of this website.
My employer was forcing me to clock out for my meal break but work through it. I was also not allowed to take any of my ten minute breaks. My employer was fired and his boss said he would work on this for me so I can get reimbursed for my work. He said this last year and I have inquired about it countless times and get the same response.. “they’re working on it” I’m owed compensation for over 50 meal breaks and 50 rest breaks. This took place in 2019 and they are still “working on it”. Should I file a lawsuit in order to get my compensation? I’ve done everything possible to work with them. Please help need advice.
The statute of limitations is 3 years, but it’s up to you. I’d reach out on the contact page of this website.
If my employer forces me or a coworker to work past our designated rest breaks up until our meal breaks what actions can we take?
You can ask them for an hour of rest break penalty pay. Further reading:
https://www.dir.ca.gov/dlse/faq_restperiods.htm#:~:text=My%20employer%20is%20not%20allowing%20me%20to%20take%20a%20rest%20period.%20Is%20there%20anything%20I%20can%20do%20about%20this%20situation?
I clean houses. When does the lunch break start? Is it when we leave the house we are cleaning or is it when we get our food and sit down to eat?
The employer has to “relieve employees of all duty,” so when that happens, that would trigger the start of the lunch break, as best I can tell. (They also have to: “relinquish control over their activities, permit them a reasonable opportunity to take an uninterrupted 30-minute break (in which they are free to come and go as they please), and must not impede or discourage employees from taking their meal period.”)
https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm#:~:text=an%20employer%20must%20do%20more%20than%20simply%20make%20a%20meal%20period%20%E2%80%9Cavailable.%E2%80%9D
Once it starts there should be a matching punch out timestamp somewhere. Then you would do no work until you returned to punch in at which point in time you would begin to earn pay again.
I understand I am entitled to my lunch break and that my employer has to allow it. Am I REQUIRED to take it. Am I, under the law allowed to freely choose to keep working or does the law force me to take the break?
The law forces your employer to pay you for work you do, but they won’t owe you meal penalty pay. The employer has to “relieve employees of all duty, relinquish control over their activities, permit them a reasonable opportunity to take an uninterrupted 30-minute break (in which they are free to come and go as they please), and must not impede or discourage employees from taking their meal period.”
See this FAQ entry regarding if an employee freely chooses to continue working: https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm#:~:text=an%20employer%20that%20knows%20or%20has%20reason%20to%20know%20an%20employee%20is%20performing%20work%20during%20the%20meal%20period%20owes%20compensation%20to%20the%20employee%20for%20the%20time%20worked
If you do not work according to the schedule your employer dictates they can enact penalties against you (which should be laid out in an employee’s handbook), like a write-up or termination.
If I work a split shift. I work 6:55am-10:45am clock out then go back at 1:50pm and leave at 5:45pm. Am I required to take a 30 minute meal break?
If you spend at least 30 minutes off the clock and you are “relieved of all duty during the entire thirty-minute meal period” and you are “free to leave the employer’s premises”, then you’ve satisfied the “meal” break, in my opinion.
You may be interested in learning more about the Split Shift premium here: https://www.dir.ca.gov/dlse/split_shift.htm
And also reporting time pay: https://www.dir.ca.gov/dlse/FAQ_ReportingTimePay.htm
Our employees work 6am to 2:30pm Monday – Friday. We current offer morning break at 8 am and lunch at 11am. Our employees want to change their break to 9:30 am and lunch to 12pm. Can we do that legally? Do we need them to sign a waiver of some kind?
I’m curious, what length is the morning break?
If it were 30 (unpaid) minutes, I think 12pm would be fine. (I’m just a random guy from the Internet, btw.)
Just don’t make it longer than that, or you get in to the split shift pay arena: https://www.dir.ca.gov/dlse/split_shift.htm#:~:text=longer%20than%20a%20bona%20fide%20meal%20period
But if the morning break is less than 30, like a regular 10, I wouldn’t think it’d be ok to move it to 12, even with a waiver. (But again, I’m nobody.)
If you are full time employee, can I take my 30 minute lunch break 1 hour into my shift? Leaving my 2 ten minute breaks for the rest of my shift?
If I work from 8:30 to 5:30 and lunch from 12:00 to 1:30 .
Is that legal? I get an hour lunch and 30 min paid rest break for the day.
I do not have to stay on premises.
Something isn’t adding up in your example…
8:30a–5:30p is 9 hours, minus an hour lunch… but you said 12–1:30 not 12–1.
If it is 12–1:30, why is it that long, if you don’t mind my asking? It could be a split shift situation: https://www.dir.ca.gov/dlse/split_shift.htm#:~:text=What%20is%20a%20split%20shift?
I work a 40 plus work week. Monday thru Friday. My boss says “some Saturdays are mandatory.
Can my boss make me work a Saturday too in addition to working my regular work schedule?
I don’t know enough about this, but look in to “SB 878 Fair Scheduling Act”.
See also Reporting Time Pay https://www.dir.ca.gov/dlse/FAQ_ReportingTimePay.htm
That being said, AFAIK, the employer sets the employee’s schedule. I don’t know how legally enforceable it is, but was there any kind of availability form filled out that would be on file that says you aren’t available on Saturdays?
No forms. When we were hired our schedule is Monday thru Fri with weekends off. We get paid weekly, every Friday, by check
But lately he has been wanting to work us Saturdays and Sundays, paid in cash, at the end of the work day, more than our normal rate. He actually provides us lunch too.
But I don’t want to work, I’m tired from the work week, and the triple digit heat doesn’t help either!
Paid in cash seems more than a bit shady to me (ironic since a triple-digit work environment must be super sunny; I lived in the Coachella Valley for 30 years, so I know how much the heat sucks).
But whatever the payment method, the rules of overtime still apply (I put what I found below), but make sure any hours over 8 in a single day or 40 in a workweek are time and a half and if it’s the 7th day you START on OT for the first 8 hours! https://www.dir.ca.gov/dlse/FAQ_Overtime.htm#:~:text=for%20the%20first%20eight%20hours%20worked%20on%20the%20seventh%20consecutive%20day%20of%20work%20in%20a%20workweek
Found the answer, I think!
https://www.dir.ca.gov/dlse/FAQ_Overtime.htm#:~:text=Can%20an%20employer%20require%20an%20employee%20to%20work%20overtime?
“Q. Can an employer require an employee to work overtime?
A. Yes, in general an employer may dictate the employee’s work schedule and hours. Additionally, under most circumstances the employer may discipline an employee, up to and including termination, if the employee refuses to work scheduled overtime. However, an employer cannot discipline an employee for refusing to work on the 7th day in a workweek and is subject to a penalty for causing or inducing an employee to forego a day of rest. An employee who is fully apprised of the entitlement to rest may independently chooses not to take a day of rest.”
In landscape construction, what is supposed to be provided for employees by employers?
I heard easy up shade, if digging?
I also heard water is also responsibility of employers? Is that true?
We dig trenches for irrigation or holes for trees, in the sun, 100 plus degrees outside with no shade at all.
I have several meal break violations that include OT and I was not offered a break during a 7-8 hour shift. I was also coerced that if I worked during my break I would get the better shifts. Even if I was paid for the violation but was not offered the break do I have a case? For my background reference this is a restaurant setting. So I never received a 10 min break as well.
I’d recommend using the contact page instead.
Our work shift Work shift 7a-4p Monday-Friday. Weekends are supposed to be off.
Boss says weekend work for “cash pay” and is “optional” for anyone wanting to make extra.
Some ppl go to work and some don’t. But the attitude on Monday for not going to work on weekends is obvious.
Any advice?
I start work at 5am my lunch starts at 10am on a 8 hour shift. Is 10am the start of the 6th hour ? Is that a 5 hour lunch violation?
5am is 0 hour, so what I usually do is count out loud from the start time and then with the next hour open my first finger until the fifth finger opens. So, 6 (index finger opens), 7 (middle), 8 (ring), 9 (pinky), 10 (thumb).
“If you work over 5 hours in a day, you are entitled to a meal break of at least 30 minutes that must start before the end of the fifth hour of your shift.”
As long as I can stop work at or before the 5th hour ends I don’t seek a meal penalty hour of pay.
Is it legal for them to tell you to take a early lunch ? My shift starts at 12 ends at 8 . They want me to take my lunch at 2 or 3 which I find pointless cause I’m not tired I rather take it at the end of my 5 like I’m supposed to. Please let me know how I can go about it.
AFAIK, the employer directs an employee’s schedule including breaks. There apparently needs to be a rest break before a meal break (see Eugene’s recent comment: https://calaborlaw.com/california-meal-break-law-for-employees/comment-page-22/#comment-12082 ) so maybe they work it something like this?
In: 12pm
(paid 10 min rest break at 1pm?)
Out: 2pm
(unpaid 30 min meal break)
In: 2:30pm
(paid 10 min rest break at 4:30)
Out: 8pm
Total time paid: 7.5 hours
One thing I’m not absolutely clear on is how the timing of a meal break affects the timing of a meal penalty. I get it from a a maximum POV—like all the info says: if you work over 5 hours you need access to a meal break. But what if you’re not near the 5 hour max, like in your case? I wonder if any 30 minute unpaid break resets the 5 hour clock. Or if within each 5 hour block you need a meal break, but it doesn’t matter too much where (as long as there’s a rest break before it, per the aforementioned link)…?
If you worked 12 to 3 took a meal break, then worked 3:30 to 8, I don’t see an issue because it’s less than 5 hours (4.5 hours).
Is it illegal for someone to give a meal break and not even give them a 10 min break before the 4th hour of their shift?
I believe you’d be owed a rest break penalty. See Eugene’s recent comment: https://calaborlaw.com/california-meal-break-law-for-employees/comment-page-22/#comment-12082
I informed HR of lunches I clocked out on but continued to work for almost 3 months . They stated they would issue a payment to me this was back in Feb 2020 it is now July and I have made several attempts to find out the status of this but they keep saying they are working on it . Should I peruse with a lawsuit?