Open Wage & Hour Settlements You Can Claim
Guitar Center $2.4M Wage & Hour Settlement
Scale AI $12.5M Worker Misclassification Settlement
Amazon $3M Pennsylvania Unpaid-Wages Settlement
HOT
PPL $162M New York CDPAP Caregiver Wage Settlement
Hearthside $4.5M Illinois Child-Labor Settlement
HOT
Beef & Pork Workers $202.7M Wage-Fixing Settlement
TBJ Drywall Unpaid Wages Illinois Settlement
Settlement Reached
FedEx Ground Maryland Wage Settlement — $9M
Settlement Reached
$10.8M Jackson Hewitt No-Poach Settlement
Investigations & Filed Lawsuits
No claim form exists in these matters. An investigation means attorneys are reviewing individual claims; a filed complaint is an allegation a court has not ruled on. Nothing here has a fund, a class or a deadline.
Investigating
HOT
Unpaid Wages & Overtime — Hold Your Employer Accountable
Investigating
ERC Payroll Company & PEO Lawsuit Investigation
Investigating
Unpaid Overtime in the Workplace
Investigating
FLSA Wage & Hour Violations Explained
Investigating
Unpaid Commissions & Bonuses
Investigating
California Labor Law: Wages, Overtime & Breaks
Investigating
Great Day Improvements Installer Overtime Lawsuit
Investigating
NYC Sanitation Officers Overtime Lawsuit
Investigating
Obsidian Entertainment Wage & Hour Lawsuit
Investigating
Devonshire Care Center Wage & Hour Lawsuit
Investigating
Travel Nurse Housing Stipend Investigation
Closed & Expired Wage Settlements
Reference only. The claim deadlines below have passed or payouts have already been distributed, and no new claim can be filed in these matters.
Claims Closed
Elsie Rooftop Tipped-Worker Wage Settlement — $900K
Claims Closed
Robertson's Transport $1.4M Wage & Hour Settlement
Claims Closed
AT&T $1.75M Washington Wage & Hour Settlement
Claims Closed
Banana Republic & Gap $1.95M Wage Settlement
Claims Closed
Studio One Theaters Tip-Pool Settlement — $280K
Claims Closed
Nature's Path Foods Meal & Rest Period Settlement
Claims Closed
Novant Health $750K Timeclock Rounding Settlement
Claims Closed
Store Space Self Storage FLSA Overtime Settlement
Claims Closed
Dynatrace SDR Overtime Settlement
Claims Closed
Grubhub $24.75M California Driver Settlement
Claims Closed
Box Inc. $670K Overtime Settlement
Claims Closed
Target $4.6M NJ Warehouse Wage Settlement
Claims Closed
Windy City Amusements H-2B Wage Settlement — $1.2M
Claims Closed
Le Pain Quotidien $2.3M Wage and Hour Settlement
Claims Closed
Aerospace Worker Antitrust Settlement
Claims Closed
$11.25M Illinois DoorDash Tip Settlement
Claims Closed
Amazon & Bamboo Couriers Wage Settlement
Claims Closed
P.F. Chang's Server FLSA Settlement
Claims Closed
Amazon Washington Meal & Rest Break Settlement
What Counts as a Wage & Hour Violation
Nearly every case on this page grew out of one of a handful of fact patterns. Overtime not paid at the required rate, or not paid at all. Work performed off the clock — donning protective gear, booting a terminal, waiting through a security screening, finishing a task after clocking out. Minimum wage shortfalls, including where tip credits are applied incorrectly. Meal and rest breaks that were missed, shortened or interrupted. Timeclock rounding that consistently lands in the employer's favor. Tip pools that include managers or other workers who are not entitled to share. And classification itself: an employee labelled exempt, or a worker labelled an independent contractor, when the day-to-day duties do not support it.
What Federal Law Lets a Worker Recover
The Fair Labor Standards Act sets the federal floor. A worker who prevails can recover the unpaid wages and, under 29 U.S.C. section 216(b), an equal additional amount as liquidated damages — in practice up to double the back pay — plus attorney's fees and costs. A court can reduce or withhold the liquidated portion where the employer shows it acted in good faith and on reasonable grounds.
State law frequently goes further, and in wage cases that difference is often larger than the federal claim. California, for example, adds meal and rest period premiums and a waiting time penalty of up to thirty days of wages when final pay is late. Washington, New York, Illinois and Massachusetts each carry their own penalty structures. Which state's law applies turns on where the work was performed.
Deadlines: The Clock Runs Per Paycheck
Federal wage claims generally carry a two-year limitations period, extended to three years where the violation was willful. The detail that costs workers money is that the period runs separately against each pay period. Every week that passes does not merely delay a claim — it permanently drops the oldest week off the back end of what can be recovered. State wage statutes are often longer, sometimes three to six years, but the same per-paycheck mechanic usually applies.
Discrimination, harassment and retaliation claims run on a different and much shorter track: generally a charge with the EEOC within 180 days of the incident, extended to 300 days in states with their own fair employment agency.
Class Action, Collective Action, or Neither
Wage cases come in three shapes and the difference decides what a worker has to do. A Rule 23 class action binds everyone in the class definition unless they opt out. An FLSA collective action works the opposite way — nobody is included until they affirmatively opt in, which is why participation rates in FLSA cases are usually low and why a notice that looks like junk mail can be worth reading. Most wage problems, though, are neither: they are individual claims against one employer, resolved through a state labor agency complaint, a federal Wage and Hour Division complaint, or a private suit.
An arbitration agreement signed at hiring can also route a claim out of court entirely. It does not extinguish the claim, but it changes where and how it is heard, and it frequently blocks class treatment.
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Frequently Asked Questions
What counts as a wage and hour violation?
The recurring patterns are unpaid overtime, work performed off the clock before or after a shift, minimum wage shortfalls, missed or interrupted meal and rest breaks, timeclock rounding that consistently favors the employer, unlawful tip pooling, unreimbursed business expenses, and classifying a worker as exempt or as an independent contractor when the actual duties do not support it. Most of the settlements on this page arose from one of those.
Can I join a wage and hour class action?
Only if you fall inside a specific settlement's class definition and its claim window is still open. The classes on this page are tied to a particular employer, state and date range, so most workers with a wage problem will not be covered by any of them. If none applies to you, the claim is an individual one against your own employer rather than a class action you can join.
How long do I have to bring a wage claim?
Federal claims under the Fair Labor Standards Act generally must be brought within two years, extended to three years where the violation was willful, under 29 U.S.C. section 255(a). Many state wage laws allow longer. Because the clock runs separately against each missed paycheck, the oldest weeks fall away while a worker is deciding whether to act.
What is the difference between a settlement and an investigation on this page?
A settlement has been reached and approved or is heading for approval, so there is a fund, a class definition and usually a claim form with a deadline. An investigation means attorneys are reviewing potential claims, and a filed lawsuit means a complaint has been filed but not decided. Neither of the latter two has a claim form, a fund or a deadline, and the allegations in them are unproven.
Related OCA Coverage
• Washington job posting & pay transparency settlements — the pay-range disclosure cases, tracked separately.
• Wage theft, defined and wage and hour class actions explained.
• Independent contractor misclassification and donning and doffing.
• Wrongful termination: what you need to know.
Sources
• Fair Labor Standards Act, 29 U.S.C. sections 201 et seq., including sections 216(b) and 255(a).
• U.S. Department of Labor, Wage and Hour Division guidance and fact sheets.
• The settlement notices, claim forms and court-approved administrator websites for each settlement listed above.
• The complaints in each filed case listed above; see the individual case pages for per-case citations.
• State labor codes where cited, including California Labor Code sections 203, 226.7 and 512.
Last updated August 13, 2026. This page is informational and is not legal advice. Allegations in investigations and filed lawsuits are unproven, and no company listed in those sections has been found liable.