You worked the hours — make sure you were paid for them.
If you regularly worked more than 40 hours per week and were not paid overtime wages, or if you were misclassified as an exempt employee or independent contractor, you may be owed up to twice your unpaid wages.
What to know about the unpaid overtime class action lawsuit investigation
- Core Issue: Some workers may have been denied overtime pay because of employee misclassification as an exempt employee or independent contractor, improper pay practices or other wage and hour violations.
- Who it Affects: Workers who regularly worked more than 40 hours per week and were not properly paid for that time.
- Harm/Impact: Workers affected by these alleged practices may be owed significant unpaid wages.
- Legal Status: Attorneys are actively investigating potential claims involving unpaid overtime and wage theft.
- Take Action: Fill out the form on this page to see if you may qualify to take legal action and pursue compensation.
What is the unpaid overtime class action lawsuit investigation about?
Attorneys are investigating whether employers violated federal and state wage and hour laws by failing to pay workers the overtime compensation they were legally owed.
These claims argue that:
- Employers misclassified workers to avoid paying overtime wages.
- Employers failed to pay employees for hours worked beyond 40 per workweek.
- Workers may have been denied wages required under state and federal labor laws.
The investigation is seeking workers who regularly worked more than 40 hours per week and believe they were not paid all the wages they earned.
Who qualifies for the unpaid overtime lawsuit investigation?
You may qualify for a wage and hour lawsuit if the following apply:
- You regularly worked more than 40 hours per week
- You were not paid overtime wages for those hours
This investigation is not currently available to workers in California or New York, or to truck drivers who worked in Washington.
If you worked in California or New York, or if you are a truck driver who worked in Washington, you may still have legal options. Explore these options by visiting our state-specific pages.
Time limits may apply. Do not wait to check whether you may qualify.
Legally reviewed by: Michael Lore
Founding Attorney, Lore Law Firm
The law firm responsible for the content of this page is: Lore Law Firm; Houston, TX; 866-261-3133; www.overtime-flsa.com.Please fill out the form on this page for more information.
Case updates
Legal status as of June 2026
- Attorneys are actively investigating potential claims involving unpaid overtime and wage theft.
This page was last reviewed and updated in June 2026 to reflect the latest case developments.
What federal and state labor laws say about overtime pay
Federal labor law generally requires employers to pay eligible employees overtime wages when they work more than 40 hours in a workweek. Overtime pay is typically calculated at one-and-a-half times a worker’s regular rate of pay.
These rules may apply whether a worker is paid hourly, by salary, by day rate or through other pay arrangements.
Some employers may try to avoid paying overtime by classifying workers as exempt salaried employees or independent contractors. However, a job title or pay structure alone does not determine whether a worker is entitled to overtime pay.
Common ways workers may be denied overtime pay
There are many ways employers may fail to pay workers the overtime wages they have earned. Some common examples include:
- Paying regular hourly wages for overtime hours instead of time-and-a-half pay
- Paying workers a day rate without paying overtime
- Classifying workers as exempt salaried employees or independent contractors to avoid paying overtime
- Requiring employees to complete work-related tasks before clocking in or after clocking out
- Leaving bonuses, commissions, differentials or other extra pay out of overtime calculations
- Automatically deducting meal breaks even when employees work through them
- Using per diems, reimbursements or allowances in ways that reduce overtime pay
If any of these situations sound familiar, you may qualify to pursue compensation.
How much compensation could workers recover?
If an employer is found to have violated wage and hour laws, workers may be eligible to seek compensation that could include:
- Unpaid overtime wages for eligible hours worked
- Additional damages that may be available under applicable state or federal laws
The amount of compensation available, if any, depends on the specific facts of each case, including the number of overtime hours worked, how long the alleged violation continued and the laws that apply.
A free case review can help determine whether you may qualify for a wage and hour lawsuit.
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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