Your time matters. If you were not paid for all the hours you worked, you may qualify to take action.
If you worked at a California warehouse or distribution center within the past three years and were not paid for all the time you worked, missed meal or rest breaks or experienced other potential forms of wage theft, you may be able to seek compensation through an unpaid wages lawsuit.
No one will contact your employer. No one will ask about your immigration status.
Esta investigación legal también está disponible en español.
What to know about the California warehouse unpaid wages lawsuit investigation
- Core Issue: Attorneys are investigating whether California warehouse workers were denied pay for time worked, required to work off the clock or prevented from taking required meal and rest breaks.
- Who it Affects: Current and former California workers who worked at warehouses, distribution centers, fulfillment centers or cold storage facilities within the past three years, including those hired directly or through staffing and temporary agencies.
- Harm/Impact: Unpaid work and missed breaks can mean lost income, longer workdays without proper compensation, and increased physical and mental strain on workers.
- Legal Status: Attorneys are actively investigating potential unpaid wage claims.
- Take Action: Complete the form on this page to find out if you may qualify to pursue an unpaid wages lawsuit.
What is the California warehouse unpaid wages lawsuit investigation about?
Imagine arriving at work and having to wait in line to clock in. At the end of your shift, you clock out but still have to wait for a security check before leaving. Or maybe you are expected to continue working after clocking out to meet production quotas.
These situations may sound familiar to California warehouse workers, but they could also violate California employment law.
Attorneys are investigating potential wage violations, also known as wage and hour violations.
Potential violations being investigated include:
- Warehouse workers being required to work before clocking in or after clocking out.
- Workers not being paid for required security screenings or bag checks.
- Workers missing meal and rest breaks or having them interrupted.
- Pressure to meet production quotas resulting in unpaid work.
If you experienced any of these issues while working at a California warehouse or distribution center, you may qualify to pursue an unpaid wage claim.
Who qualifies for the California warehouse unpaid wages lawsuit investigation?
You may qualify for a wage and hour lawsuit if the following apply:
- You work at a California warehouse, distribution center, fulfillment center or cold storage facility, or you worked at one within the past three years.
- You believe you were not paid for all the time you spent working, including working before or after your shift without pay, being forced to participate in uncompensated security or bag checks, missed meal or rest breaks, or another type of potential wage theft.
If you work in California but not at a warehouse or distribution center and believe you have experienced wage theft, you may still have legal options.
Time limits may apply. Do not wait to check whether you may qualify.
Legally reviewed by: Marc H. Phelps
Founder, The Phelps Law Group
The law firms responsible for the content of this page are: The Phelps Law Group; Newport Beach, CA and Glick Law Group; San Diego, CA.
Case updates
Legal status as of November 2026
- Attorneys are actively investigating wage theft claims on behalf of current and former distribution center and warehouse workers in California.
This page was last reviewed and updated in November 2026 to reflect the latest case developments.
What wage and hour violations are attorneys investigating?
Unpaid work before or after a shift
California workers should be paid for all hours worked, including the time spent completing required tasks before or after a shift, such as putting on safety gear, turning on workstations or cleaning up. If your employer required you to complete work-related tasks before clocking in or after clocking out, you may have an unpaid wage claim.
Unpaid security checks and waiting time
Some California warehouses require workers to wait in line for security screenings or bag checks before starting or leaving work. If your employer required you to undergo these checks while off the clock, you may be entitled to pay for that time.
Missed or interrupted meal and rest breaks
Under California meal break law, most employees who work more than five hours are entitled to a 30-minute meal break during which they are relieved of all work duties. Workers are also generally entitled to a paid 10-minute rest break for every four hours worked. Employers who deny or interrupt required breaks may be violating California employment law.
Warehouse quotas and pressure to work off the clock
Warehouse workers may be required to meet strict production quotas, such as picking, packing or moving a certain number of items per hour. Some workers may feel pressured to skip breaks, start working before clocking in or continue working after clocking out to meet these expectations.
Which companies are under investigation?
Attorneys are investigating potential wage and hour violations involving warehouse workers throughout California.
Companies currently being investigated include, but are not limited to:
- Adidas America Inc.
- Albertsons Companies Inc. / The Vons Companies Inc. / Safeway Inc.
- Ashley Furniture Industries Inc. / Ashley Distribution Services LLC
- AutoZone Inc.
- Best Buy Co. Inc.
- Boot Barn Holdings Inc.
- Burlington Stores Inc.
- C&S Wholesale Grocers LLC
- Capstone Logistics LLC
- Cardinal Health Inc.
- Cencora Inc. (AmerisourceBergen)
- CEVA Logistics SA (CMA CGM Group)
- Costco Wholesale Corporation
- Deckers Outdoor Corporation (UGG, HOKA)
- Dollar General Corporation
- Dollar Tree Inc. (Family Dollar)
- DSV A/S (DB Schenker)
- e.l.f. Beauty Inc.
- EmployBridge Holding Company / ProLogistix
- Exel Inc. (DHL Supply Chain)
- Genuine Parts Company (NAPA)
- GEODIS SA
- Golden State Foods Corp.
- IKEA Distribution Services Inc. (IKEA)
- Ingram Micro Holding Corporation
- Kenco Logistic Services LLC
- Kohl’s Corporation
- Kroger Co. / Ralphs Grocery Company
- Kuehne + Nagel International AG
- Lineage Inc.
- Living Spaces Furniture LLC
- McKesson Corporation
- McLane Company Inc.
- Medline Industries LP
- NFI Industries Inc.
- Nordstrom Inc.
- O’Reilly Automotive Inc.
- OnTrac Logistics Inc. (LaserShip)
- Performance Team (Maersk)
- Ryder System Inc.
- Saddle Creek Logistics Services
- Save Mart Companies LLC
- Shein (US operating affiliates)
- Skechers U.S.A. Inc.
- Smart & Final Stores Inc.
- Stater Bros. Markets
- Sysco Corporation
- Target Corporation
- The Gap Inc.
- The Home Depot Inc.
- The TJX Companies Inc. (Marshalls, HomeGoods)
- Ulta Beauty Inc.
- Under Armour Inc.
- United Natural Foods Inc. (UNFI)
- US Foods Holding Corp.
- V.F. Corporation (Vans, The North Face)
- W.W. Grainger Inc.
- Wayfair Inc.
This unpaid wages lawsuit investigation is not limited to the companies listed above. If you worked at a California warehouse and were not paid for all the time you worked, you may still qualify, even if your employer is not listed.
Frequently asked questions about the California unpaid wages lawsuit investigation
Can I submit a claim if I still work at the warehouse?
Yes. Current and former California warehouse workers may qualify for this investigation if they experienced potential wage violations within the past three years. You do not have to leave your job to pursue legal action.
What if I worked through a staffing or temporary agency?
You may still qualify if you were hired through a staffing or temporary employment agency rather than directly by the warehouse. Attorneys are reviewing potential unpaid wage claims involving both types of workers.
What rights do California warehouse workers have?
California employment law protects employee rights, including the right to be paid for all hours worked and to receive required meal and rest breaks. Employers generally cannot require workers to perform unpaid work before or after their shifts.
Do I need pay stubs or time records to check my eligibility?
You do not need to provide pay stubs or time records to complete the form on this page. Attorneys can review the information you provide to determine whether you may qualify for further evaluation. If you have pay stubs, work schedules or other employment records, they may be helpful.
Worried about submitting your information?
Some workers may hesitate to come forward because they are concerned about their immigration status or worried that their employer could find out.
California workers have protections regardless of their immigration status. If you believe your employee rights may have been violated, you can submit the form on this page to learn more about your legal options.
The private law firms working with Top Class Actions will not:
- Contact your employer
- Ask about your immigration status
- Contact immigration or the government
Submitting the form does not commit you to filing an unpaid wages lawsuit or taking legal action. You can speak with the attorneys about your situation and decide whether you want to move forward. There is no cost to you to do so.
Fill out the form on this page to see if you qualify for a free case evaluation.
After you fill out the form, an attorney(s) or their agent(s) may contact you to discuss your legal rights.
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