What you need to know about Meal and Rest breaks

If your boss violates California rest and meal and state laws, you may be able to sue your employer for not allowing you to have your legal amount of meal or rest breaks. For instance, if your employer denies you a meal break, or does not compensate you for your rest break, they can suffer real consequences.

Under California law, an employee must be given breaks every five hours. You cannot work for more than five hours a day without be given a meal period of at least thirty minutes. If your total work day is only 6 hours in that case a meal break can be waived by both parties.

When you work for more than ten hours, a 2nd meal period of not less than 30 minutes must be allowed. Again, if you are only working a total of 10 hours or less, the 2nd meal period can be waived by mutual consent, as long as you did not waive your first meal break.

Under California law, an employee must be authorized and permitted to take a rest period that is at least ten consecutive minutes for every four hour work period. The rest period should be as close to the middle of the work period as possible. Where an employee works for a total of less than three-and-a-half hours in a day, then a rest period is not required. There are other basic and more specific requirements, as well as exceptions, for rest period.

CONTACT A EMPLOYMENT ATTORNEY SPECIALIST, CONTACT KJT LAW GROUP

Our employment rights lawyers have handled many cases for claims that are part of your missed meal and rest breaks rights. In Southern California, employers are required to permit and provide certain breaks for their employees. Laws require employers to provide and authorize meal periods and rest periods.

Working with a professional who understands the complexities associated with California Employment Regulations will improve the chances of you receiving your rightful compensation. Let the professionals at KJT LAW GROUP help. Call us at (818) 873-0181 or contact us for a free consultation. We will go over all the facts of your case and recommend the best ways to move forward.

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