How long do employers have to reimburse expenses?

California employees who have been required by their employer to purchase necessary tools or items in order to complete the tasks of their jobs may qualify for reimbursement, regardless of how much time has passed.

The California Labor Code Section 2802 states: “An employer shall indemnify (i.e. reimburse) his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer.”

Employees who are required or expected to use their personal property for their work, including computers, cell phones and tools, may be able to recoup these expenses from their employer.

How long do employers have to reimburse expenses?

The California Labor Code is clear that employees who are required to use their personal property are entitled to reimbursement. However, the Code does not specify a time frame or limitation in which claims for reimbursement must be submitted.

While most owed payments to an employee are required to be paid out at the same time as the final paycheck, this does not apply to reimbursement expenses. Therefore, many employees have left their job by the time that they are reimbursed for the costs associated with doing the job.

If you have not been reimbursed by a California employer for eligible costs associated with your job, you may be able to hire an attorney and file a class action lawsuit to pursue your owed compensation.

What expenses qualify for reimbursement?

Many types of expenses may be covered by California labor laws and entitle employees to reimbursement. Employers may be required to reimburse expenses including:

• Cost of purchasing a uniform
• Costs of purchasing supplies, equipment, tools, or materials to be used at work
• Hotel room and lodging expenses
• Travel expenses
• Cell phone use for work
• Internet and computer use for work

Employees who are required to make or receive phone calls, send messages, and write emails for work but does not provide a company laptop or cell phone may be obligated to cover the costs of these items for the employee.

Even if employees’ own phone plans include unlimited data or calling, employers may still be entitled to contribute to a portion of their bill if they are using their cell phone for work.

How does reimbursement work?

Employers may be required to reimburse employees for the actual amount of expenses or pay employees a lump sum to cover the reimbursement. According to a recent ruling from a U.S. District Court for the Northern District of California, employers are required to reimburse expenses regardless of whether the employee has submitted an expense report.

Additionally, if the employer knows that an expense was incurred by the employee related to their job duties, the employer is required to reimburse the cost.

If you are a California employee who has been required to use your personal property or purchase uniforms or tools for your job, you may be entitled to compensation. If your employer has not reimbursed you for these costs, filing a class action lawsuit may be the next step for you in pursuing your owed compensation.

Filing a lawsuit can be a daunting prospect, so Top Class Actions has laid the groundwork for you by connecting you with an experienced attorney. Consulting an attorney can help you determine if you have a claim, navigate the complexities of litigation and maximize your potential compensation.

Join a free California worker class action lawsuit investigation

If you work for a California employer and were not reimbursed for work expenses, you may qualify to join this California workers reimbursement lawsuit investigation.

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This article is not legal advice. It is presented 
for informational purposes only.