Counsel For California Businesses Facing Wage And Hour Claims

California is home to the most rigorous labor standards in the country, making even well-intentioned businesses vulnerable to litigation. At Rediger Labor Law, we have extensive experience in advising and defending businesses against the complexities of the California Labor Code. Since 1999, our firm has served as a cornerstone of the Sacramento business community, protecting employers from the financial and reputational risks associated with wage and hour defense.

Led by Robert Rediger, who has maintained an AV Preeminent* peer-review rating through Martindale-Hubbell for over 25 years and has been recognized on the Super Lawyers list since 2019, our team brings over 75 years of combined experience to the table. Whether you are a small local business or a large corporation, we provide the sophisticated, professional advocacy required to resolve high-stakes disputes.

Common Types Of Wage And Hour Claims Faced By California Businesses

Most claims arise not from a desire to underpay staff, but from the intricate and often conflicting nature of state and federal regulations. Common triggers for litigation in 2026 include:

• Meal and rest break violations: California law requires strict adherence to timing and relieving of all duty for breaks. Minor oversights in documentation can lead to staggering premium pay penalties.
• Independent contractor misclassification: Under the ABC test, misclassifying a worker as an independent contractor can result in massive back pay obligations and tax penalties.
• Unpaid overtime claims: Disputes often center on the regular rate of pay calculation, which must include bonuses and commissions, not just base hourly wages.
• Off-the-clock work: Allegations that employees performed duties before clocking in, after clocking out or during unpaid lunch periods.

We help you cut through the confusion of labor regulations to ensure you comply with California law.

What Can Employers Do To Fight Wage And Hour Claims?

When a claim is filed with the Labor Commissioner, also known as the Division of Labor Standards Enforcement (DLSE), or as a representative action, a passive approach is not an option. Our wage and hour attorney team employs aggressive defense strategies, including:

• Forensic payroll audits: We scrutinize timekeeping records and itemized wage statements to identify inaccuracies and build a data-driven defense.
• Private Attorneys General Act (PAGA) defense strategies: Under the 2024 PAGA reforms, we build a defense based on your company’s reasonable steps to comply with the law, demonstrating good faith and potentially reducing civil penalties.
• Cure period utilization: We guide you through the statutory cure windows to fix technical violations before they escalate into full-scale litigation.
• Arbitration enforcement: We evaluate your arbitration agreements to determine if claims can be moved from a public courtroom to a private, controlled forum.

Clear communication is the foundation of a healthy workplace, ensuring every member of your team understands their rights and your expectations. We work with you to refine these policies, transforming complex regulatory requirements into straightforward, achievable solutions for your daily operations.

How To Prevent Future Claims

Prevention is the most cost-effective employment law compliance strategy. We help our clients stay ahead of the curve by:

• Updating employee handbooks: Ensuring policies reflect the minimum wage increase to $16.90 in 2026 and new “Know Your Rights” notice requirements.
• Supervisor training: Educating management on rounding practices and the dangers of informal off-the-clock requests.
• Early evaluation conferences: Implementing internal systems to catch payroll errors before they become systemic issues.

By establishing these clear organizational habits today, you build a protective shield around your business and your professional reputation. We help you implement these proactive measures so that potential disputes are resolved before they ever reach a courtroom.

Why Hire A Wage And Hour Attorney?

The plaintiffs’ bar in California specifically targets businesses with outdated policies. Hiring a dedicated wage and hour attorney from Rediger Labor Law ensures you have a defender who understands the nuances of waiting time penalties and successor liability. We provide an early evaluation of your exposure, allowing you to make informed business decisions rather than reactive ones.

Frequently Asked Questions

To give you some insights into the complexities of California’s labor landscape, we have provided answers to some of the questions most frequently raised by our business clients. Our goal is to provide the clear, actionable information you need to maintain employment law compliance and defend your company against costly disputes.

What is the minimum wage for exempt employees in 2026?

As of January 1, 2026, the California minimum wage is $16.90 per hour. This raises the minimum annual salary for exempt employees to $70,720 (twice the minimum wage for full-time employment).

Can I be penalized for an unpaid wage judgment if I’m a successor to a business?

Yes. Under SB 261, successor liability is significantly expanded. If you acquire a business with an unsatisfied wage judgment, you may be held jointly liable for penalties if that judgment remains unpaid after 180 days.

What is the ‘stay-or-pay’ ban?

Effective January 1, 2026, California generally prohibits agreements requiring employees to repay training or relocation costs if they quit, viewing these as unlawful restraints on trade. There are narrow exceptions for certain discretionary bonuses, provided strict legal criteria are met.

Contact Our Wage And Hour Defense Lawyers Today

To schedule a free consultation, call us at 916-374-6581. You can also reach us using our online contact form.

*AV®, AV Preeminent®, Martindale-Hubbell Distinguished and Martindale-Hubbell Notable are certification marks used under license in accordance with the Martindale-Hubbell certification procedures, standards and policies. Martindale-Hubbell® is the facilitator of a peer-review rating process. Ratings reflect the anonymous opinions of members of the bar and the judiciary. Martindale-Hubbell® Peer Review Ratings™ fall into two categories – legal ability and general ethical standards.