Wage & Hour Claim Calculator

How Much You Can Recover

Wage law is unusually generous to workers: it frequently doubles the recovery and makes the employer pay your attorney fees.

• Unpaid wages

  The overtime, off-the-clock time, or minimum-wage shortfall you were actually denied.

• Liquidated (double) damages

  Under the FLSA, an amount equal to the unpaid wages — doubling recovery — unless the employer proves good faith.

• State penalties

  Many states add waiting-time penalties, interest, or their own liquidated damages for willful violations.

• Attorney fees

  Prevailing employees are generally entitled to have the employer pay their attorney fees.

Illustration only — the calculator above estimates a range from your hours, pay, and the type of violation.

Common Wage Violations

• Unpaid overtime

  Not paying time-and-a-half for hours over 40 in a week, or averaging hours across weeks to avoid it.

• Misclassification

  Labeling employees “exempt” or as independent contractors to dodge overtime and protections.

• Off-the-clock work

  Requiring work before/after shifts, during breaks, or “donning and doffing” without pay.

• Minimum-wage & tip violations

  Paying below minimum wage or running illegal tip pools.

• Missed meal & rest breaks

  Denying legally required breaks, which many states penalize directly.

How to Bring a Wage Claim

1. 1

   Document your hours and pay

   Keep your own record of hours worked, pay stubs, and schedules — you don’t need the employer’s cooperation.

2. 2

   Choose a forum

   You can file with your state labor agency, the U.S. Department of Labor’s Wage and Hour Division, or through a private attorney.

3. 3

   Consider a collective/class action

   When one policy underpaid many workers, claims are often combined — increasing leverage and efficiency.

4. 4

   Act within the deadline

   The FLSA reaches back 2 years (3 for willful violations); state law may allow longer. Filing sooner preserves more back pay.

You’re Protected From Retaliation

You do not have to quit or wait until you leave to assert your wage rights.