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Ever feel like labor laws are a maze you can’t escape? 


California has some of the strictest rules in the U.S. when it comes to employee break times. If you miss a step, the penalties can stack up fast. But don’t worry—I’m here to break it down for you, bit by bit, so it’s easy to follow.



Meal Breaks: The 30-Minute Rule


If your employees work more than five hours in a day, you’re legally required to give them a 30-minute unpaid meal break. Simple enough, right? But here’s the catch: that break needs to start before they’ve hit the five-hour mark.


If the workday stretches beyond 10 hours, they’re entitled to a second 30-minute meal break. The only exception? If they’ve already taken the first break and their shift stays under 12 hours, they can waive the second one.


Here’s the golden rule: employees must be fully relieved of duties during meal breaks. If you’re asking them to keep their phones handy or stay on the floor “just in case,” that’s considered on-duty time—and it must be paid.

[Image Description: A woman sits in a cozy café setting, wearing a light sweater and gazing thoughtfully out of the frame. Sunlight streams through the window, illuminating her and the potted plants in the background. A cup of coffee rests on the table in front of her.]

[Image Description: A woman sits in a cozy café setting, wearing a light sweater and gazing thoughtfully out of the frame. Sunlight streams through the window, illuminating her and the potted plants in the background. A cup of coffee rests on the table in front of her.]

Rest Breaks: Paid and Protected


Rest breaks are just as important. California law says employees must get a 10-minute paid rest break for every four hours they work—or even just a “major fraction” of four hours.


Here’s how it plays out:


  • Working 3.5 to 6 hours? They get one rest break.

  • Working 6 to 10 hours? Two rest breaks.

  • Working 10 to 14 hours? Three rest breaks.



Rest breaks are paid, and employees should have the freedom to use that time as they like—grab a snack, make a quick call, or just breathe for a bit. Make sure these breaks happen roughly in the middle of their shift, too.



The Cost of Getting It Wrong


Let’s be real—ignoring these laws isn’t just unfair to your employees; it’s expensive. For every missed meal or rest break, you’ll owe your employee one extra hour of pay at their regular rate.


And if both breaks are missed? That’s two hours of premium pay for the day. It adds up quickly, especially if this becomes a habit. California takes this seriously, and so should you.

[Image description: A white clock on a white wall showing the time 10:10. It is unclear if this is 10:10am or 10:10pm.]

[Image description: A white clock on a white wall showing the time 10:10. It is unclear if this is 10:10am or 10:10pm.]

Who’s Exempt?


Not all employees are covered by these rules. Exempt employees, like those in executive, administrative, or professional roles, aren’t entitled to meal or rest breaks.

Certain industries, like health care or motion pictures, have specific exceptions, too. To stay compliant, check the California Industrial Welfare Commission (IWC) Wage Orders for your industry.



How to Stay Compliant


Let’s make compliance easier:

  • Track Breaks: Use reliable timekeeping systems to record when breaks are taken. This protects you if there’s ever a dispute.

  • Train Managers: Educate your team leaders on the importance of scheduling and enforcing breaks.

  • Encourage Transparency: Create a culture where employees feel comfortable reporting missed breaks.


These small steps can save you a lot of headaches (and money) down the road.


Why It Matters


Breaks aren’t just about following the law—they’re about valuing your team. When employees get the chance to recharge, they’re more productive and engaged. And let’s face it, respecting their time builds trust, which benefits your entire workplace culture.


So, take this as a reminder: compliance isn’t just a box to tick. It’s a way to show your employees that they matter. That’s something we can all agree on, right?!



References

  • California Labor Code Section 226.7

  • Industrial Welfare Commission (IWC) Wage Orders

  • California Department of Industrial Relations

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California Labor Laws on Employee Break Times: What You Need to Know

Sophie Mason

January 2025

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