Labor Law Breaks 8 Hour Day : Labor Law Violation Guide

Employers must provide a thirty-minute meal break to employees who work more than six consecutive hours. The break should be scheduled as close to the middle of the shift as possible, though operational necessity may require reasonable adjustments. The employee is not required to remain on the premises during the meal break unless the nature of the work demands it. When an employee is required to remain on premises or to work during the meal period, the time must be compensated at the employee's regular rate of pay.

New York law also requires employers to provide rest breaks for employees. For a four- to six-hour shift, employees are entitled to one fifteen-minute rest break. For shifts exceeding six hours, employees receive two fifteen-minute rest breaks. These rest breaks must be paid time and cannot be deducted from wages. Unlike meal breaks, rest breaks do not require the employee to leave the work area.

Common violations include requiring employees to work through meal breaks without compensation, failing to schedule breaks within the required timeframe, and deducting break time from employee paychecks. Some employers mistakenly believe that salaried employees are exempt from break requirements, which is incorrect. Additionally, employers who fail to maintain records documenting break periods may face additional penalties even if breaks were technically provided. Our firm specializes in Labor Laws and can help determine whether a violation has occurred in your situation.

Employers who violate New York break requirements face penalties of up to fifty dollars per violation per employee per day. An employee can recover unpaid wages for all break time denied, plus an additional penalty of twenty-five percent of the unpaid wages. If the violation is willful or repeated, penalties may be doubled. Employees also have the right to file a wage claim with the New York Department of Labor, which can result in mandatory restitution and additional fines against the employer.

Employees may file wage claims with the New York Department of Labor without filing a lawsuit. The Department of Labor has jurisdiction over claims involving unpaid wages, including compensation for denied breaks. For claims exceeding the statutory threshold, employees may pursue civil litigation in New York Supreme Court or in smaller claims court if the amount is within the court's jurisdiction. New York County Supreme Court, located in Manhattan, handles complex labor disputes and class action wage claims. The court applies New York Labor Law Section 162 strictly, and judges have consistently ruled that employers cannot waive break requirements through employment agreements or policies. Regional variations exist in how aggressively the Department of Labor investigates complaints, with some counties prioritizing wage and hour enforcement more than others. Understanding the specific procedures in your county is crucial for effective resolution of a labor law violation claim.

The New York Department of Labor accepts wage claims from employees who believe they have been denied required breaks or not compensated for break time. To file a claim, you must provide documentation of your work schedule, evidence of breaks not taken, and any written policies or communications from your employer regarding breaks. The Department of Labor will investigate your claim and may conduct interviews with your employer and coworkers. If the investigation supports your claim, the Department of Labor will issue a determination requiring the employer to pay back wages and penalties. Employers have the right to appeal the determination, which may lead to a hearing before an administrative judge.

You may also pursue a civil lawsuit against your employer for damages resulting from break violations. Civil litigation allows for broader discovery, potential class action status if multiple employees were affected, and the possibility of recovering attorney fees. However, civil litigation typically takes longer and requires more detailed evidence than a wage claim. Many employees pursue both a wage claim and civil litigation simultaneously. Additionally, claims involving real estate employers or those with property-related issues may intersect with Real Estate Civil Lawsuit considerations if the employer operates commercial or residential properties.

Keep detailed records of each day you were denied a break or not compensated for break time. Note the date, the number of hours worked, whether a break was provided, and whether you were compensated for the break period. If your employer has a written policy regarding breaks, preserve a copy of that policy as it may demonstrate knowledge of the legal requirement. Text messages, emails, or other communications from your manager or supervisor regarding breaks can be valuable evidence. If your employer made statements indicating that breaks were not required, document these statements as soon as possible. The more detailed your records, the stronger your claim will be in either a wage claim or civil litigation.