Wage & Hour Disputes

Wage Theft Is Illegal. Your Employer Knows It.

Unpaid overtime and misclassification cost workers billions every year — get what you're owed.

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Wage & Hour Dispute Legal Help

Legal plans as low as $1 per day.

Note: Legal plans are not free services. They are affordable prepaid legal solutions provided by licensed attorneys.

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Your Employer Is Counting on You Not Knowing What You're Owed

Wage and hour attorneys charge $250–$400/hr — and most workers never consult one because of the cost. A legal plan gives you access to experienced wage attorneys for a low monthly fee, so the financial barrier never keeps you from recovering every dollar you're owed.

  • Back pay calculation going back up to 3 years
  • FLSA and state wage law analysis
  • Employer demand letter and negotiation
  • Plans Under $30/Month
Cost Comparison
Wage & Hour Attorney (hourly) $250–$400/hr
DOL / Litigation Retainer $3,000–$15,000
Letting It Go Permanent loss of wages owed
Legal Plan Membership ~$1/day

Your Paycheck Should Reflect Every Hour You Worked

Wage theft is one of the most widespread labor violations in the United States. Employers routinely underpay workers by misclassifying them, shaving time records, denying overtime, or pocketing tips — often counting on employees not knowing their rights or being too afraid to speak up.

A legal plan connects you with experienced wage and hour attorneys who can calculate exactly what you're owed, confront your employer on your behalf, and recover back pay — often with penalties on top.

Common Wage & Hour Violations Your Employer May Be Committing:
  • Unpaid overtime — time-and-a-half after 40 hours per week
  • Off-the-clock work required or allowed by the employer
  • Meal and rest break violations under state law
  • Tip theft or illegal tip pooling arrangements
  • Misclassification as an independent contractor to avoid benefits
  • Minimum wage violations and illegal deductions from pay

How a Legal Plan Helps

Wage Theft Assessment & Back Pay Calculation

An attorney reviews your pay records, time sheets, and job classification to calculate the full amount of wages stolen — including overtime, missed breaks, and tip violations going back up to three years.

FLSA & State Wage Law Analysis

The Fair Labor Standards Act sets federal minimums, but many states have stronger protections. Your attorney identifies every applicable law — federal and state — to maximize your recovery.

Demand Letter & Employer Negotiation

A formal demand from an attorney gets results that a personal request rarely does. Your attorney sends a demand letter calculating wages owed and negotiates for full payment before escalating to litigation.

DOL Complaint & Litigation Support

If your employer refuses to pay, your attorney can file a Department of Labor complaint or pursue a federal or state court lawsuit — including class or collective actions if other workers are affected.

How a Wage & Hour Claim Works

1
Calculate What You're Owed

Gather pay stubs, time records, and any written communications about your hours or pay. An attorney uses this to calculate unpaid wages, overtime, and any applicable penalties under federal and state law.

2
Send a Demand or File a Complaint

Your attorney sends a formal demand letter or files a complaint with the Department of Labor or your state's labor agency — putting your employer on notice that the underpayment has been identified and must be remedied.

3
Recover Back Pay + Liquidated Damages

Under the FLSA, successful plaintiffs recover 100% of unpaid wages plus an equal amount in liquidated damages — effectively doubling the recovery — plus attorney's fees in many cases.

Key Facts About Wage & Hour Law

2–3 Years of Back Wages

Under the FLSA, you can recover up to 2 years of unpaid wages — or 3 years if the violation was willful. Many state laws provide even longer recovery windows. An attorney maximizes the period you can claim.

Double Recovery Under the FLSA

The FLSA entitles successful plaintiffs to liquidated damages equal to 100% of unpaid wages — meaning your employer may owe you twice the amount of wages stolen, plus attorney's fees and court costs.

Retaliation for Wage Claims Is Illegal

Federal law prohibits employers from firing, demoting, or retaliating against any employee who asserts their wage rights — whether by asking about pay, filing a DOL complaint, or participating in a wage lawsuit.

What a Legal Plan Can Help You Achieve

  • Full calculation of unpaid overtime and back wages owed
  • Misclassification as contractor or exempt employee corrected
  • Tip theft or illegal deductions identified and recovered
  • DOL complaint or state labor agency filing completed
  • Employer demand letter sent and negotiation pursued
  • Liquidated damages and attorney fees included in recovery

Who Needs This

  • Workers denied overtime pay after 40 hours per week
  • Employees required to work off the clock before or after shifts
  • Tipped workers whose tips were taken or pooled illegally
  • Gig workers and contractors misclassified to avoid paying benefits
  • Employees whose meal or rest breaks were routinely skipped
  • Workers paid below the applicable federal or state minimum wage

How to Get Started

1
Submit Your Details

Tell us about your wage dispute so we can connect you with the right legal support.

2
A Legal Rep Will Contact You

A legal plan representative will reach out and help you get access to experienced wage and hour attorneys at an affordable monthly cost.

3
Speak with a Provider Attorney

Get connected with a licensed wage and hour attorney for a consultation, back pay calculation, and full legal support in recovering what you're owed.

Every Paycheck You Wait, More Money Walks Out the Door

Wage claims have strict time limits. The longer you wait, the more of your back pay falls outside the recovery window. Get an attorney calculating what you're owed today.

Get Legal Help Now

Wage & Hour Disputes — Frequently Asked Questions

The Fair Labor Standards Act (FLSA) is the primary federal wage law. It establishes the federal minimum wage, requires time-and-a-half pay for hours over 40 per week, and regulates child labor. The FLSA covers most private-sector employees, as well as federal, state, and local government workers. Many states have their own wage laws that provide broader protections and apply to employers not covered by the FLSA.

Not necessarily — but many employers misclassify workers as "exempt" to avoid paying overtime. To be exempt from FLSA overtime, an employee must meet both a salary threshold AND a duties test. Simply being paid a salary does not make you exempt. If your job duties are primarily non-managerial or non-professional, you may be entitled to overtime regardless of how you're paid. An attorney can assess whether your classification is legal.

Under the FLSA, you can recover unpaid wages going back 2 years — or 3 years if the violation was willful. Many state wage laws have longer statutes of limitations. Because the recovery window closes each day you wait, acting quickly maximizes the amount of back pay you can claim. An attorney will identify the longest applicable period under all available laws.

Federal law prohibits employers from retaliating against employees who assert their wage rights — whether by asking questions, filing a complaint, or participating in an investigation. If you are fired, demoted, or disciplined for asserting a wage claim, that retaliation is an independent federal violation with its own remedies, separate from and in addition to your underlying wage recovery.

What Our Members Say

★★★★★

"My employer called me a manager but my entire job was stocking shelves. My plan attorney explained that my job duties made me non-exempt under the FLSA and calculated 18 months of unpaid overtime I was owed. I had no idea that was even possible."

Rosa G.
El Paso, TX
★★★★★

"I was required to be in uniform and at my station before my scheduled shift every day but wasn't paid for that time. My attorney called it off-the-clock work, sent a demand letter, and my employer settled within three weeks."

Brian N.
Portland, OR
★★★★★

"Management was taking a share of our tips even though they weren't serving customers. My plan attorney knew exactly which section of the FLSA covered tip theft and helped us file a complaint that recovered money for me and my coworkers."

Keisha D.
Memphis, TN
★★★★★

"I was classified as an independent contractor for three years while working full-time with a set schedule and company equipment. My attorney demonstrated misclassification and helped me recover back wages, overtime, and benefits I had been wrongly denied."

Thomas H.
Minneapolis, MN

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