Can you be required to work off the clock without pay?

Many employees feel like the hours in their workday aren’t enough for everything they need to do. For some, deciding to put in a little extra time to finish tasks might come from personal choice. But for others, it’s their employers who ask for it.

You might feel pressured to work beyond your scheduled hours to show dedication or keep your job. This is working off the clock.

What makes work count as off-the-clock

Off-the-clock work includes any job duties you perform outside your regular paid hours. Let’s say you work a typical 9 a.m. to 5 p.m. shift. But because of department is busy, your manager asks you to arrive at 8 a.m. and leave at 6 p.m.

The hour before and after your shift counts as off-the-clock work. This differs from overtime, which involves payment for extra hours within your regular nine-to-five shift.

California law protects workers from unpaid labor and it establishes clear rules about compensation. If your employer requires you to work beyond your scheduled hours without providing payment, they violate California labor laws.

Common unpaid work activities that break the law

Remember, activities that benefit your employer generally count as compensable work time. This may include off-the-clock work like:

  • Preparing your workstation before shifts
  • Cleaning up after your shift ends
  • Attending mandatory meetings or training before or after your shift
  • Answering work emails or calls after getting home

If you’re a non-exempt employee, you’re entitled to payment for all your work-related activities and hours—this includes overtime and off-the-clock work.

If you don’t receive due compensation, consider reporting wage violations to your HR department. If problems continue, you may file a complaint with the California Labor Commissioner’s Office.

Protect your right to fair compensation for your work

You deserve rightful compensation for all the work you do. If your boss requires off-the-clock work without pay, you may file a claim for unpaid wages.

Documenting your unpaid off-the-clock work, such as the dates, times and tasks performed, can help prove your claims. Additionally, save relevant emails or messages from your supervisors requesting the extra work. A qualified legal professional can advise you on other proof you need to strengthen your case.