California Lunch Break Law – All You Need to Know

California provides protections for a wide range of important rights, including the right to have time off for meals during a workday. Workers across the state rely on the protections outlined in the California lunch break law to ensure they receive proper rest during demanding shifts. These laws help guarantee that nonexempt employees have access to uninterrupted meal and rest breaks, promoting both physical well-being and workplace fairness.

Understanding how the law applies to your schedule, your employer’s obligations, and what happens when breaks are denied can significantly protect your rights. Whether you are working in retail, food service, healthcare, or any other sector, knowing the rules helps you recognize violations and take informed action.

Meal Break Requirements in California

California labor law requires nonexempt employees to receive a 30-minute unpaid meal break if they work for over five hours in a day. This break must begin before the end of the fifth hour of work. If the shift exceeds 10 hours, an additional 30-minute meal break is required. These rules apply to employees across the state, whether they are working in the Central Valley agriculture sector or in a logistics warehouse around Riverside.

Understanding Rest Break Requirements

Along with meal breaks, California requires employers to provide a 10-minute rest break every four hours. Employees working more than 3.5 hours must receive at least one rest break under the law. Anyone working more than six hours should receive two breaks. In fast-paced environments like Sacramento’s Arden Fair Mall, failures to provide short breaks can lead to enforcement actions against employers.

Under certain circumstances, meal breaks can be waived. Employees cannot be pressured into waiving breaks. If employers or managers try to pressure workers into voluntarily foregoing their rest or meal breaks, that could constitute a violation of state labor laws.

Potential Penalties Employers May Face for Missed Breaks

Employers who violate state meal break laws may be required to pay their employees for the lost time. A 2024 report from Harvard’s Shift Project revealed that 43% of surveyed workers in California reported missing a legally required meal break, and 58% reported rest break violations. Only 2% of these workers formally reported the violations to labor authorities.

In 2023, the California state auditor received whistleblower notifications from 1,147 individuals for time and attendance abuse violations and concerns over wasted state funds. Workers whose rights have been violated can rely on the legal services of an employment law attorney to secure compensation for missed meal breaks.

How to Report Meal Break Violations in California

If your employer is not providing legally required meal breaks, you can file a wage claim with the California Division of Labor Standards Enforcement (DLSE). Before you do, you will need to gather evidence, such as timecards, schedules, and pay stubs, to support your case.

You can file the claim online or at a local DLSE office. You also have the option to hire an attorney to take legal action in certain cases. A strong claim should be based on solid evidence and an understanding of the state’s labor laws.

FAQs

Can I Work Six Hours Without a Lunch Break in California?

Yes, in California, you may work up to six hours without a lunch break only if you and your employer agree to waive it. If you work for over six hours, a 30-minute unpaid meal break is required. Without a valid waiver, working over six hours without a break may violate California labor law and entitle you to additional pay.

What Is the New Lunch Break Law in California?

In 2025, California’s lunch break law still requires a 30-minute unpaid meal break by the end of the fifth hour of work. Another 30-minute break applies if the shift lasts more than 10 hours. Employers must ensure these breaks are duty-free and uninterrupted. If not provided properly, the employer must pay an additional hour of wages per violation.

Does the Eight-Hour Workday Include Lunch in California?

No, California’s eight-hour workday does not include the 30-minute unpaid lunch break. That break must be provided in addition to your regular working hours. If you are required to work during your lunch or are not fully relieved of duties, that time must be paid. Employers who fail to provide proper breaks may owe premium pay and face legal penalties.

Are California Breaks Ten or Fifteen Minutes?

California requires one 10-minute paid rest break for every four hours worked or a major portion thereof. The law does not require 15-minute breaks. These 10-minute breaks must be uninterrupted and allow employees to rest away from work tasks. If your employer denies or interferes with these rest periods, they may be required to compensate you with additional wages.

What Happens If My Employer Skips My Meal Break?

If your employer skips your meal break, California law requires them to pay you one additional hour of wages for that day. This rule applies if the break was missed, shortened, or interrupted by work.

Consistent violations can add up quickly. Keep records of your shifts and breaks, as accurate documentation strengthens any claim for unpaid premiums. You have the right to secure legal representation as you explore your options. An attorney can facilitate the administrative complaint process.

Have Your Lunch Break Rights Been Violated? Contact Asbill Law Group Today

California’s lunch break laws in 2025 continue to protect nonexempt workers by requiring a 30-minute meal break after five hours of work and another break after ten hours unless waived. Rest breaks of 10 minutes for every four hours worked must also be provided.

Employers who violate these rules can owe workers one hour of premium pay per missed break. If you believe your employer is denying your lawful breaks or retaliating against you for speaking up, our legal team stands ready to protect your rights. Contact Asbill Law Group today to schedule your consultation so we can go over your options for holding your employer accountable.