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Welcome to the California unpaid wages calculator.

Click on an icon below to estimate how much you may be owed for unpaid overtime, off the clock work, missed meal and rest breaks, and unpaid expenses such as cell phone and internet.

The information you enter will be kept strictly confidential. You will not be asked to enter either your name or your employer’s name. The process will provide you with an immediate calculation of the estimated wages or reimbursement that you may be owed.

This calculator is free. It is maintained by the law firm of Hunter Pyle Law, PC, as a public service for California’s workers. If you want to speak directly with someone at Hunter Pyle Law, PC, please click the “Contact Us” button below.

California Overtime Calculatorovertime

Overtime

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unpaid wages

Unpaid Wages

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meal periods

Meal Periods

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rest periods

Rest Periods

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waiting time penalties

Waiting Time Penalties

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Reimbursement

Reimbursement

Here are some blog posts about California wage and hour law that you may find interesting

  • Do California’s Whistleblower Protections Apply to Elected Officials?
    by Hunter Pyle
    California has some of the strongest whistleblower protection laws in the nation. These laws are available to employees who seek to expose wrongdoing in the workplace. But do they apply to elected officials? According to a recent decision of the California Supreme Court, the answer to that question is “no.” In Brown v. City of… […]
  • Unpaid Wages? You may also be owed Penalties and Interest
    by Hunter Pyle
    California Labor Code section 1194.2 applies to lawsuits and Labor Commissioner claims in which an employee sues to recover wages “because of the payment of a wage less than the minimum wage.” As a practical matter, that language applies to any claim where the employee was not paid anything for the work performed because, in… […]
  • Failure to pay Arbitration Fees: What’s left after Hohenshelt v. Superior Court?
    by Hunter Pyle
    More and more employers are forcing workers to sign arbitration agreements that prevent the workers from suing in court. Instead, the workers are forced into arbitration, where they are much less likely to prevail, and, even if they do prevail, their awards tend to be lower than jury verdicts. The Problem: Employers not paying Arbitration… […]
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