If You Show Up, You Deserve to Get Paid: Reporting Time Pay Laws in California (2025 Guide)

Introduction

Imagine this: you get dressed, battle traffic, show up to work on time—only to be sent home after 15 minutes because business is slow. In most states, you’d just lose out on those hours. But not in California.

Under California’s Reporting Time Pay Law, employees who report to work as scheduled but are given little or no work may be entitled to compensation—even if they’re sent home early. This protection is especially important in 2025, as workplace expectations shift and on-call practices evolve. Here’s what California workers need to know about their rights.

What Is Reporting Time Pay?

Reporting Time Pay is a legal requirement under California Wage Orders that mandates employers pay a minimum amount to employees who report for a scheduled shift but aren’t put to work or are given fewer hours than expected.

In general, if you’re scheduled for work and show up, your employer must either:

• Provide you with at least half of your scheduled shift, or

• Pay you for at least two hours of reporting time pay—whichever is greater.

Example: If you were scheduled to work an 8-hour shift but are sent home after working just 1 hour, you’re likely entitled to 4 hours of pay (half the scheduled shift), even if you only worked 1 hour.

Who Is Covered?

Nearly all non-exempt (hourly) employees in California are covered by this law. That includes:

• Retail workers

• Restaurant and hospitality staff

• Call center agents

• Manufacturing and warehouse employees

• Part-time and full-time workers

However, exempt employees—such as salaried managers and professionals—are generally not entitled to reporting time pay.

Exceptions to Reporting Time Pay

There are legitimate situations where employers do not owe reporting time pay, including:

1. Acts of God or Emergencies

   If work is stopped due to threats to employees or property (e.g., natural disasters, power outages), employers may not be liable for reporting time pay.

2. Public Utilities Failures

   If utility services like water or electricity fail unexpectedly and prevent work from continuing.

3. Employee’s Own Actions

   If you show up too late, don’t follow health and safety protocols, or are otherwise unfit to work, the employer doesn’t have to pay reporting time pay.

4. On-Call or Voluntary Work

   If your shift wasn’t guaranteed or you agreed to come in voluntarily without a set schedule, reporting time pay may not apply.

On-Call Scheduling: What If I’m Sent Home Before My Shift?

If your employer requires you to be on standby or to check in right before the shift, you may still qualify for reporting time pay—even if you never physically show up.

A 2019 California Court of Appeal ruling (Ward v. Tilly’s, Inc.) expanded the definition of “reporting for work” to include being required to call in, so long as it was part of the employer’s scheduling practice. This decision applies even more in 2025, as more employers use apps and texts to manage shifts.

Reporting Time Pay and Split Shifts

If you work split shifts—for example, a morning and an evening shift with a break in between—your employer may still owe additional compensation under California’s split shift laws. While not identical to reporting time pay, it’s another wage protection often triggered in the same industries.

Penalties for Employers Who Don’t Comply

If your employer violates California’s reporting time pay laws, you may be entitled to:

• Back pay for hours not compensated properly

• Waiting time penalties (up to 30 days of wages if final pay is wrong)

• Interest and legal costs

• Additional civil penalties under California Labor Code § 558

Complaints can be filed with the California Labor Commissioner’s Office, or you may choose to file a civil lawsuit if the violations are egregious or repeated.

How to Protect Your Rights

1. Keep Records:

Write down your scheduled shift times, when you were sent home, and what you were paid.

2. Review Your Paystubs:

Ensure that your hours match what you actually worked and are legally owed.

3. Speak Up (Safely):

If you suspect a violation, you can start by speaking with HR. However, if retaliation is a concern, contact a California employment attorney.

4. File a Claim:

You can file a wage claim with the California Division of Labor Standards Enforcement (DLSE). It’s free and doesn’t require an attorney, although legal guidance can help strengthen your case.

Final Thoughts

In California, showing up for work means you’re showing commitment—and the law protects that. Whether your shift is canceled unexpectedly, or you’re sent home early, reporting time pay laws make sure your time isn’t wasted without compensation.

If you think your employer has violated these laws, don’t wait. Speak with a qualified California employment lawyer or reach out to 1000Attorneys.com, a certified lawyer referral service, for fast, low-cost legal guidance.