English 
Spanish 
In California, the rules say that an employee who works more than 5 hours a day is entitled to a 30-minute meal break. If you work more than 10 hours in one stretch, you must also be given a second meal break.
If you work only 6 hours per day, you can waive your meal break. If you work 12 hours, you can waive your second meal break, if you’ve taken the first one.
Meal breaks are only applicable to non-exempt employees.
Schedule a complimentary case evaluation with our team today; call (818) 651-9688 or contact us online to get started.
Can my employer ask me to work during my meal break?
The quick answer is no. Your employer cannot require you to work while you are supposed to have a meal break. In effect, he is asking you to not eat and rather to work.
It is a whole different scenario if you voluntarily choose to work during your meal break.
Should a manager monitor the meal breaks of employees?
It is a good practice. Managers should encourage employees to take their required breaks and counsel those who fail to do so.
What if my employer is not allowing me to take my meal break?
Labor regulations say that your employer must give you a meal break. If he/she doesn’t, you may sue. In that case, you need a qualified and experienced attorney on your side.
We can help
Each situation is different and there might be more to it than what is obvious. Here at KJT Law Group, we will be happy to answer any questions you may have about meal breaks and what is relevant in your situation.
We provide legal services in English, Spanish, and Armenian. Request a free consultation today by calling us at (818) 651-9688 or by submitting an online contact form.
Frequently Asked Questions About Meal Break Violation
What counts as an “interrupted” meal break, and does a shortened break still count as a violation in Los Angeles?
Yes. Under California law, a meal break must be a full, uninterrupted 30 minutes during which you are completely relieved of all duties. If your employer interrupts your break for any work-related reason, or cuts it short, it counts as a violation.
Are meal break violation claims handled differently for employees who work overnight or irregular shifts?
Not significantly. In Los Angeles, California, meal break laws apply based on hours worked per shift, not the time of day. Overnight and irregular shift workers are entitled to the same 30-minute meal break protections as standard daytime employees under California Labor Code Section 512.
Is it an employment violation if my Los Angeles employer pressures or discourages me from taking my meal break?
Yes. California law prohibits employers from discouraging or pressuring employees to skip meal breaks, even without an outright prohibition. If your Los Angeles employer creates a work environment where taking your meal break feels impossible or unsafe, you may have a valid employment violation claim.
Can I be fired or retaliated against for reporting a meal break violation to my employer or the California Labor Commissioner?
No. California law strictly prohibits employers from firing or retaliating against workers who report meal break violations. If your employer demotes, disciplines, or terminates you for filing a complaint with the California Labor Commissioner, you may have a separate retaliation claim in addition to your original violation.