General answers about unpaid overtime and wage claims. This is informational only — for advice about your specific situation, request a free case review.
Wage and hour claims are subject to strict deadlines that depend on the law involved (federal FLSA vs. your state's wage law) and whether the violation is found to be willful. These deadlines can be shorter than people expect, and they vary by state, so it's best not to wait to get information about your situation from an attorney.
Federal and most state laws prohibit employers from retaliating against employees for raising good-faith wage concerns, filing a complaint, or participating in a wage investigation or lawsuit. If you experienced a negative job action after raising overtime concerns, that itself may be a separate legal claim worth discussing with an attorney.
No. There is no cost to submit your information through this site. Many employment attorneys who handle wage and hour cases offer a free initial case review and may work on a contingency basis (only getting paid if you recover money), but fee arrangements are between you and any attorney you choose to retain.
Being labeled a "1099 contractor" doesn't automatically mean you aren't entitled to overtime protections. Whether you're properly classified depends on factors like how much control the company has over your work and how economically dependent you are on that one company, not just the label on your paperwork.
Possibly. Being paid a salary alone doesn't make you exempt from overtime. Exemption depends on your actual job duties and, in some cases, your salary level meeting specific legal thresholds. Many salaried workers are misclassified as exempt when their day-to-day duties don't meet the legal test for any exemption.
No. Submitting the form or chatting with our assistant does not create an attorney-client relationship with this website or with any attorney. That relationship only forms if and when a participating attorney or law firm separately agrees, in writing, to represent you.
No. UnpaidOvertimeClaim.com is an independent referral and information service. We are not a law firm, we don't provide legal advice, and we don't represent you in any legal matter. If your information is shared with a participating attorney, that attorney's firm — not this website — would represent you if you decide to move forward.
Generally, basic contact information and a general description of your work situation (employer, approximate hours, type of pay issue) so a participating attorney can evaluate whether they can help. We recommend not sending confidential documents until you have an attorney-client relationship with a specific firm.
You generally do not lose the right to pursue unpaid wages you were legally owed simply because you no longer work there, though time limits still apply. An attorney can evaluate whether you may still have a claim based on your specific circumstances and applicable deadlines.
It can. When a wage practice applies broadly across similar employees, it may support a group or collective claim in addition to an individual one, though whether that's the case depends on the specific facts and applicable law. This is a question best evaluated by an attorney reviewing your workplace's practices.
Retaliation for raising wage concerns or pursuing a legal claim is generally prohibited by law, though the specific protections and remedies vary by state and situation. If you're concerned about retaliation, that concern itself is worth discussing with an attorney.
Your information may be shared with one or more participating employment attorneys who handle wage and hour cases, and one may reach out to discuss a potential free case review. There's no guarantee an attorney will take your case, and reviewing your information doesn't create any legal relationship until an attorney separately agrees to represent you.