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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

California Meal Periods Calculatormeal periods

Meal Periods

California Rest Periods Calculatorrest periods

Rest Periods

California Waiting Time Penalties Calculatorwaiting time penalties

Waiting Time Penalties

California Reimbursement CalculatorReimbursement

Reimbursement

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

  • California Daily Overtime Compensation – Who Gets it, and Who Doesn’t?
    by Bradan Litzinger
    Hourly employees in the United States are generally entitled to overtime compensation if they work more than 40 hours in a single workweek under the federal Fair Labor Standards Act of 1938 (“FLSA”). (29 U.S.C. § 207.) Under the FLSA, overtime compensation is calculated as 1.5 times an employee’s regular hourly rate. In California, however,… […]
  • Do California’s Discrimination Laws Apply to Remote Workers?
    by Hunter Pyle
    The rise of remote work during and after the COVID-19 pandemic has raised a series of questions about whether California’s laws apply to employees who work in other states. A July 2026 decision from the California First District Court of Appeal, Saberin v. Alation, Inc. (July 30, 2026) A174549, reached the following conclusions: The fact… […]
  • Temporary Staffing Agency’s Arbitration Agreement Cannot Be Enforced by Client Employer Against Directly Hired Employee
    by Tanya Tambling
    Toothman v. Redwood Toxicology Laboratory, Inc., decided May 5, 2026 by the California Court of Appeal, First Appellate District, addresses whether a temporary staffing agency’s arbitration agreement can be enforced by a client business against an employee it later hired directly. Robert Toothman was initially placed at Redwood Toxicology (“Redwood”) by Apex Life Sciences, LLC… […]
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