Wage and Hour Lawyer in Burbank, CA
Wage theft is a serious violation — and far more common than most people realize. From unpaid overtime to missed meal breaks, employees across Burbank lose millions each year to illegal labor practices. A Burbank wage and hour lawyer fights to recover every dollar.
Lawyers for Justice, P.C., is a powerhouse Burbank employment law firm that holds employers accountable when they break labor laws. The wage and hour attorneys in Burbank are relentless in exposing violations, building aggressive legal cases, and demanding full compensation for unpaid wages, penalties, and interest.
Call (818) JUSTICE for a free consultation with a skilled unpaid wages lawyer in Burbank. Virtual meetings are also available.
What Does a Burbank Wage and Hour Attorney Do?
When employers violate wage laws, a Burbank wage and hour attorney steps in to enforce employees’ rights and pursue maximum recovery. These legal professionals investigate wage records, expose unlawful pay practices, and take legal action against companies that exploit their employees.
Wage theft is against the law. Wage and hour lawyers fight aggressively to recover all the money their clients are owed. From negotiating settlements to filing lawsuits, the goal is simple: hold the employer accountable to make sure every break is honored and every hour is paid.
Common Wage and Hour Violations in Burbank
Employers in California are legally required to follow strict wage and hour laws — but many don’t. Unfortunately, violations are often ignored until employees take action. Common wage and hour violations include:
- Unpaid Wages: employees aren’t paid for all hours worked, including prep time, cleanup, or after-hours duties.
- Overtime Violations: Employers misclassify employees or fail to pay time-and-a-half for overtime hours.
- Meal and Rest Break Violations: Employees are denied required breaks or pressured to work through them without compensation.
- Wage Theft: Any unlawful practice that deprives workers of earned wages — including bounced paychecks, requiring off-the-clock work, and taking illegal deductions.
A skilled Burbank wage and hour lawyer can identify these violations and pursue full financial recovery under California law.
Wage and Hour Laws in Burbank
Federal, state, and local statutes and regulations ensure fair pay, proper scheduling, and mandatory rest periods throughout California.
- Minimum Wage Rates: In Burbank, employees must be paid at least the California state minimum wage — or higher if local ordinances apply. As of 2025, most employers must pay $16.00 per hour or more, depending on business size.
- Overtime Pay Requirements: California law requires employers to pay time-and-a-half after 8 hours in a day or 40 hours in a week, and double time after 12 hours.
- Paid Sick Leave: Workers are entitled to earn and use paid sick leave under California’s Healthy Workplaces, Healthy Families Act.
- Meal and Rest Breaks: Non-exempt employees must receive a 30-minute unpaid meal break after 5 hours and 10-minute paid rest breaks for every 4 hours worked. Denied breaks trigger additional pay.
A Burbank unpaid wages attorney examines all facets of a client’s pay to ensure they receive the full compensation they are due for their labor.
How Our Burbank Wage and Hour Lawyers Can Help with Unpaid Wages and Overtime
When employers cheat employees out of fair pay, the legal team at Lawyers for Justice, P.C. takes swift, strategic action. The Burbank wage and hour attorneys evaluate wage statements, time records, and employer practices to build compelling cases that stand up in court — and win judgments.
Whether the issue involves unpaid overtime, denied meal breaks, or flat-out wage theft, the firm pursues every available legal remedy — from settlement negotiations to aggressive litigation. The Burbank wage theft lawyers calculate damages, file claims, and push for penalties, interest, and full compensation for lost wages.
Call Lawyers for Justice, P.C. today at (818) JUSTICE for a free consultation with a skilled unpaid wages lawyer in Burbank. It’s time to make them pay.
Get Free EvaluationFAQs About Wage and Hour in Burbank
Employees who aren’t being paid overtime should start by documenting everything. Save pay stubs, timecards, work schedules, and any messages about hours or pay. If possible, bring the issue to a supervisor or HR department — especially if it might be an oversight.
Employees can file a wage claim with the Division of Labor Standards Enforcement (DLSE), part of the California Labor Commissioner’s Office. This state agency investigates wage and hour violations and can order employers to pay any wages owed.
For faster, more aggressive action, turn to a wage theft attorney in Burbank. A skilled legal team can calculate unpaid wages, demand penalties, and file a lawsuit if necessary to recover the pay that is owed.
California wage and hour laws protect all employees, without regard to immigration status. Undocumented workers are legally entitled to minimum wage, overtime, meal and rest breaks, and can file claims for unpaid wages.
It’s illegal for employers to use immigration status to deny fair pay or threaten retaliation. A Burbank wage and hour attorney can help enforce these rights and recover what’s owed.
Yes. Employees in Burbank can file a wage and hour claim even while still working for the same employer. California law protects workers from retaliation — including demotion, discipline, or termination — for asserting their legal rights.
A Burbank wage and hour lawyer can help file the claim discreetly, calculate unpaid wages, and protect against employer backlash.
Most wage and hour attorneys in Burbank work on a contingency-fee basis, meaning there are no upfront costs. The lawyer gets paid only if the case results in a financial recovery — typically as a percentage of the settlement or judgment.
This fee structure allows employees to pursue justice for unpaid wages, overtime, or other violations without worrying about out-of-pocket expenses.
When meeting with a Burbank wage and hour lawyer, bring any documents that demonstrate how and when wages were paid — or not paid. This includes recent pay stubs, timecards, work schedules, direct deposit records, employee handbooks, and any written communication with the employer.
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