California Meal Break & Rest Break Law (2024) – Quick Calculator + Charts

This meal break and rest break calculator will tell you how many meal and/or rest breaks you are entitled to under California labor law. Just enter your shift start and shift end times and the calculator will explain your break rights. IMPORTANT: If you took unpaid meal breaks during your shift, say 30 minutes in total, MAKE SURE TO ENTER “30” IN THE MEAL BREAK INPUT WINDOW. The law considers only time worked on the clock. Meal breaks are usually taken off the clock and must not be included in the calculation.

Calculator

Start of Your Shift (e.g., "9:00 am"):

End of Your Shift (e.g., "5:00 pm"):

Total meal breaks taken (in minutes) (e.g., "30"):


(The page will refresh after you press "calculate". Scroll down to see results in blue text.)
california meal break law, california rest break law

Introducción

Según la ley de descanso para comer de California (que es mucho más generosa para los empleados que la ley laboral federal), si usted es un trabajador no exento, tiene derecho a un descanso para comer de 30 minutos ininterrumpidos y libre de impuestos si trabaja más de 5 horas. en una jornada laboral. También tiene derecho a descansos ininterrumpidos de 10 minutos libres de impuestos por cada 4 horas que trabaje (o una “fracción importante” de las mismas). Si su jefe no cumple con los requisitos de la ley de descanso, debe pagarle una hora extra de pago regular por cada día en el que se haya producido una infracción del descanso para comer, y otra hora extra de pago regular por cada día en el que se haya realizado un descanso. ocurrió la violación.

Cuadro de la ley de descanso de California

Horas en el relojDescansos
0 – 3:29 horas0
3:30 – 6 horas1
6:01 – 10 horas2
10:01 – 14 horas3
14:01 – 18 horas4
18:01 – 22 horas5

Requisitos de descanso de California

  • Tu jefe debe darte un descanso de al menos 10 minutos consecutivos que sean ininterrumpidos.
  • Se deben pagar los descansos.
  • Si trabaja al menos 3,5 horas al día, tiene derecho a un descanso. Si trabaja más de 6 horas, tiene derecho a una segundo descanso. Si trabaja más de 10 horas, tiene derecho a un tercer descanso.
  • Los descansos deben, en la medida de lo posible, realizarse a mitad de cada período de trabajo. Si trabaja aproximadamente 8 horas, debe tener un descanso separado antes y después de la pausa para comer.
  • Es posible que su jefe no le exija permanecer en las instalaciones de trabajo durante sus descansos.
  • No se le puede exigir que trabaje durante los descansos requeridos. [California. Laboratorio. C.226.7]. PERO, eres libre de saltarte tus descansos siempre que tu jefe no te aliente ni te obligue a hacerlo.

Cuadro de la ley de pausas para comer de California

Horas en el relojDescansos para comer
0 – 5 horas0
5:01 – 10 horas1
10:01 – 15 horas2
15:01 – 20 horas3
20:01 –4

Requisitos de la ley de descanso para comer de California

  • Si trabaja más de 5 horas al día, tiene derecho a una pausa para comer de al menos 30 minutos que debe comenzar antes de finalizar la quinta hora de su turno. PERO, puede acordar con su jefe renunciar a este período de comida siempre que no trabaje más de 6 horas en la jornada laboral. También puedes acordar con tu jefe una pausa para comer durante el servicio que cuenta como tiempo trabajado y es remunerada.
  • Si trabaja más de 10 horas al día, tiene derecho a una segunda pausa para comer de al menos 30 minutos que debe comenzar antes de finalizar la décima hora de su turno. Puede acordar con su jefe renunciar al segundo descanso para comer si no trabaja más de 12 horas y no renunció a su primer descanso para comer.
  • Se le debe permitir tomar su descanso para comer fuera del lugar de trabajo y pasarlo como desee, ya que está fuera del horario laboral.
  • No se le puede exigir que trabaje durante ningún descanso para comer requerido. [California. Laboratorio. C. 512].
  • A partir de 2012, su jefe tiene la obligación afirmativa de garantizar que los descansos estén disponibles para usted, pero la toma real de los descansos para comer queda en manos del empleado. En otras palabras, eres responsable de “romperte” a ti mismo.

Tenga en cuenta que los descansos y los descansos para comer se supone que son separados, no deben combinarse. Su jefe no puede darle un solo descanso de 1 hora y decirle que eso cuenta como todos sus descansos y comidas.

Tenga en cuenta que existen muchas excepciones a lo anterior para determinadas industrias, como la construcción, la atención sanitaria, las viviendas colectivas, el cine, la manufactura y la panificación.

¿Puedo saltarme o renunciar a mis descansos?

Los empleadores están obligados por ley a poner a su disposición períodos oportunos para comer y descansar, pero no están obligados a obligarlo a tomarlos. Eso depende de usted como empleado. Si decide saltarse o renunciar voluntariamente a su comida o descanso, o hacerlo tarde, sin presión ni estímulo por parte del empleador, entonces eso está legalmente permitido. PERO recuerde que, según las leyes laborales de California, los empleadores tienen el derecho de establecer su horario de trabajo, incluido su horario de descanso. Si bien no están obligados a hacerlo, los empleadores tienen derecho a ordenar a los empleados que tomen sus descansos para comer y descansar. Si el empleado no cumple, el empleador tiene derecho a disciplinarlo o despedirlo por insubordinación. Por lo tanto, siempre es una buena idea discutir con su empleador de antemano su intención de saltarse o renunciar a cualquier descanso para comer o descansar, o tomarlos tarde.

¿Puedo demandar a mi empleador por violar la ley de pausas para comer y descansar de California?

Sí, puedes y deberías. Si su empleador le niega descansos y comidas, tendrá derecho a recibir una multa de 1 hora de salario por día en que se le negaron los descansos, y una multa adicional de 1 hora de salario por día en que se le negaron los descansos para comer ( con una pena máxima de hasta 2 horas de salario por día). Podemos ayudarle a presentar una Queja de la junta laboral de California. Llámanos al (213) 992-3299. Tenga en cuenta que sus reclamaciones están sujetas a plazos de presentación estrictos. Para las infracciones de las pausas para comer y descansar, el plazo de presentación generalmente se considera de 3 años gracias a una decisión reciente de la Corte Suprema de California. [Murphy contra Kenneth Cole Producciones, 40 Cal.4th 1094 (2007)], pero en ciertos casos podría aplicarse un plazo de presentación de 1 año.

Soy un trabajador asalariado exento, ¿aún puedo demandar a mi empleador?

The correct answer is “it depends”. There are many kinds of exemptions under California labor laws. If you are a supervisor, you may fall under the supervisor exemption, otherwise known as the executive exemption. But that exemption has many requirements which your employer may have blown. Also, other kinds of exempt employees are still entitled to meal break and rest break rights. For instance, truck drivers are often considered exempt and are not entitled to California meal and rest breaks (although they must get breaks after 8 hours under federal law). Another example are “inside salespeople” who sell products or services while physically stationed at the employer’s office. While normally considered “exempt”, they are still entitled to meal breaks and rest breaks. Again, consult a abogado para ver si su situación califica para descansos.

Llamar (213) 992-3299 y comience su queja ante la Junta Laboral ahora

No dude en llamarnos al (213) 992-3299 si desea hablar sobre cómo presentar una denuncia ante la junta laboral. Hemos obtenido con éxito premios para nuestros clientes en sobre 97% de nuestros juicios y audiencias: uno de los mejores registros de juicios en el estado de California. Pongamos nuestras décadas de experiencia legal a trabajar para usted.

Foto cortesía de cjmellows

Comentarios sobre 3,427

  1. Bella en julio 20, 2024 en 12:40 am

    Can my employer force me to take my 30 min lunch only 45 mins after having clocked in for my 6.5hr shift because he fears it’ll get to busy later on in the shift? I work as a server in a restaurant.

  2. Paul T en julio 8, 2024 en 8:26 am

    IF I am paying an employee for their meal breaks, can I interrupt their meal break?

    • Darrill Bega en julio 18, 2024 en 6:06 pm

      Absolutely not, the law is there to make sure the EE gets their breaks on time and as scheduled./

  3. Yee en junio 27, 2024 en 1:59 pm

    Can I get a CA if I take my lunch exactly on the 5 hour mark? I work 10 hours. I start at 3:30 and went to lunch exactly at 8:30 and came back exactly at 9pm

  4. JAMES KING en junio 26, 2024 en 3:13 pm

    I was wondering if my boss can have set times for our breaks and lunch’s I work at a hospital

    • Eugene Lee en junio 26, 2024 en 4:31 pm

      Yes the employer has the discretion to set employee work schedules, including break schedules.

  5. Griselda Rivas en junio 18, 2024 en 10:51 pm

    My employer told us that if we goig to work 4.5 hours we had to take 30 minutes lunch is that right???? My job is in chino hills ca

    • Michele en junio 28, 2024 en 11:54 am

      CAN MY EMPLOYER FORCE US TO CLOCK OUT AND BACK IN FOR EVERY REST BREAK? WE GOT NOTICE TODAY THAT WE NOW HAVE TO CLOCK IN AND OUT FOR BREAKS OR GET REPRIMANDED

  6. kj en junio 12, 2024 en 2:31 pm

    I work 10 hour days, 4 days a week for a 40 hour week. I am salaried, and exempt. Is lunch or a break usually included in the amount of hours you’re supposed to work for salaried employees? For example, would a 40 hour work week then become a 42 hour work week? Considering that the nature of the work usually prohibits a) an uniterrupted 30 minute break, b) a chance to leave the premises, c) salaried employees aren’t paid their overtime (so not taking a lunch break would not impact pay).

  7. Anthony Paul en junio 4, 2024 en 1:39 pm

    am writing to seek clarification on the permitted usage of sick leave in relation to my work hours. I work in San Francisco and my standard work schedule is from 8:00 AM to 5:00 PM, which includes two 15-minute breaks and a mandatory one-hour lunch break.

    Specifically, I have two scenarios I would like to confirm:

    If I use 2 hours of sick leave in the morning and arrive at work at 11:00 AM, can I utilize my one-hour lunch break to cover the difference?
    If I take 4 hours of sick leave and start work at 12:00 PM, would my end time remain at 5:00 PM, resulting in a 5-hour workday?
    I would appreciate it if you could provide information on what is permitted and not permitted under the labor laws and company policies in San Francisco, California, regarding these scenarios.

    Thank you for your time and assistance.

  8. Karen en junio 4, 2024 en 10:39 am

    When you work eight hrs you first break is at the 4 hr mark then break for lunch one hr after first break the last break 2 hrs before end of shift correct

  9. Chris Watson en mayo 31, 2024 en 3:30 am

    If I work 13 days straight, 4hr shift each day, is there OT that should be included after 8 days

  10. Jennifer Birge en mayo 29, 2024 en 4:16 pm

    According to California law, is an employee allowed to leave the worksite for their rest and/or meal breaks?

  11. David Jantz en mayo 12, 2024 en 12:07 pm

    I put in my 2weeks notice worked those 2weeks like i said would. Then my final friday came i turned in my keys and they didnt pay me my final check!? My accrued pto!? Or my quarterly and monthly bonuses!? All totaling around $7k-$9k! Im dead broke now and need that money to move! For gas! To eat! I gave 2 whole weeks notice and nothing not even in my direct deposit account?? My final day was friday and now here it is sunday! Im very obset about this as the only reason i resigned was out of 6months of continuos company miss conducting against me! Toxic environment! Bullying! Discrimination! False violation write ups! Slander! Constant Interrupted lunch breaks! After hour calls unpaid! Conspiring against me… So much misconduct and harassment causing pain and suffering stress and my physical health and RA to decline and arthritis swell up so bad from the stress and stuff I was being put through and I’ve just been living in pain unbearable pain over it physically and mentally and they can’t give me my freaking check after I give two weeks notice on top of that because I was forced to quit basically with all the stuff they’re putting me through and I wasn’t getting any help from corporate or the HR department every time I reported anything I would get written up for some more bogus stuff and they’re just trying to push me to quit before I can realize that I misconduct they’ve been putting me through is highly illegal and should not have been going on and they know there was their bad because a couple days before I even was my last day every other coworker that I worked with here at this location have either been fired or put on leave which shows it only shows there acknowledgment of wrongdoings they had towards me and almost said admission to guilt on their part they’re just happy to get rid of me because of all the misconduct going out that I was pointing out but it’s different when it’s all focused on you and you have four people against one constantly doing it and in conversation of it anyways this isn’t right I have a doctor’s appointment very important one I need to make tomorrow but I don’t have any gas in my car to get there it’s for a qme for my workman’s comp proceedings and is extremely important I get there and I don’t even have the gas to get there now because these people wouldn’t pay me when they’re supposed to pay me I gave two weeks notice that two weeks to know that I was going to be and my last day on Friday two weeks they just fired two other people that were abusing me and and on it past Wednesday Wednesday and what they do they gave them their checks right then and there I was the victim I am the one who was honest and worked the way I supposed I was supposed to and did what I was supposed to follow through what I was supposed to and I’m the one that’s not getting paid still it’s crazy

  12. Anthony Mark en mayo 9, 2024 en 6:43 pm

    Today I attended an on the job annual training which started 2 hours into my shift. The training lasted nearly 4 hours and my coworkers were asked if they wanted to skip the lunch break and just “push through and get it done” or take a lunch break. Not everyone spoke up, I kept silent- even though the majority seemed fine with skipping the meal break, not everyone agreed. There were no refreshments made available to us but we were allowed a restroom break. After the training concluded, I returned to my job site and finished my shift as normal. Is that a violation of labor law?

  13. Melissa en mayo 4, 2024 en 2:59 pm

    I’m self employed . Am I entitled to breaks and lunches as well?

    • Missy Wokee en junio 12, 2024 en 12:07 pm

      Hahaha!!!

    • Eugene Lee en junio 12, 2024 en 2:44 pm

      If you have multiple personalities, then one of your personalities would be entitled to breaks and lunches.

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