PAGA practice area page – content managed by template.
PAGA allows California employees to file lawsuits on behalf of the state to recover civil penalties for Labor Code violations. Bluestone Law handles PAGA claims on contingency.
PAGA practice area page – content managed by template.
Understand the different situations that may give rise to a legal claim.
Unpaid overtime (Lab. Code 510), minimum wage violations, and off-the-clock work.
Failure to provide meal periods (Lab. Code 512) or rest breaks (Lab. Code 226.7).
Inaccurate or non-compliant pay stubs under Labor Code 226.
Employees wrongly classified as exempt or independent contractors.
Failure to pay all wages upon termination (Lab. Code 201-203).
Failure to reimburse work expenses under Labor Code 2802.
Depending on your case, you may be entitled to the following types of damages.
Tell us your story. We will review the facts and let you know if you have a viable claim — at no cost or obligation.
We gather evidence, interview witnesses, and build a tailored legal strategy designed to maximize your recovery.
We negotiate aggressively on your behalf and are fully prepared to take your case to trial if necessary.
We fight to obtain the maximum compensation you deserve. You pay nothing unless we win your case.
The Private Attorneys General Act (Labor Code 2698-2699.8) allows aggrieved employees to file lawsuits on behalf of California to recover civil penalties for Labor Code violations.
Default penalties are \$100 per employee per pay period for initial violations and \$200 for subsequent violations. For 200 employees over 24 pay periods, a single violation type can generate nearly \$1 million.
SB 92 and AB 2288 tightened standing requirements, expanded employer cure rights, introduced penalty caps (15-30%), and changed the split to 65% state / 35% employees.
PAGA recovers civil penalties for the state. Class actions recover damages for individuals. PAGA does not require class certification. Non-individual PAGA claims generally survive arbitration (Adolph v. Uber, 2023).
Any current or former employee who personally experienced a Labor Code violation. Under 2024 reform, you must have personally experienced each violation alleged.
One year from the most recent violation (Brown v. Ralphs Grocery, 2018), tolled during the 65-day LWDA notice period.
Individual PAGA claims may be subject to arbitration, but non-individual claims on behalf of other employees are generally preserved (Adolph v. Uber Technologies, 2023).
No. Bluestone Law handles PAGA cases on contingency. You pay nothing unless we recover for you.
If you believe your employer violated your rights, our team is ready to listen. Every consultation is free and completely confidential.