Meal Breaks:

Rest Breaks:

Employees are entitled to a 10-minute rest break for every four hours worked or “major fraction” thereof. Rest breaks must be provided in the middle of each work period to the extent practical. If an employee is not provided with a rest break, they are entitled to one hour of pay for each missed rest break.
It is important to note that employers are not required to ensure that the employee takes the rest and meal breaks. However, employers are required to make these breaks available to employees and to provide reasonable opportunities to take these breaks.
If an employee believes that they have not been provided with their required meal and rest breaks, they can file a complaint with the California Labor Commissioner or file a lawsuit in court. Employers who violate California’s rest and meal break laws can be held liable for back pay, penalties, and other damages.
In conclusion, California law requires employers to provide employees with meal and rest breaks during their workday. Failure to provide these breaks can result in penalties for the employer. If you believe that you have not been provided with your required meal and rest breaks, it is important to consult with an experienced employment law attorney who can help you understand your legal rights and options.

Under California law, non-exempt employees who work more than five hours in a day are entitled to take a 30-minute meal break, and if they work more than 10 hours in a day, they are entitled to a second 30-minute meal break. If an employer fails to provide a required meal break, the employer must pay the employee one additional hour of pay at the employee’s regular rate of pay for each workday that the meal break was not provided. This additional hour of pay is commonly known as “meal period premium pay.”
So if you were not provided a meal break, but your employer paid you for not having one, you may still be entitled to receive the meal period premium pay. This is because the premium pay is a penalty for the employer’s failure to provide the meal break, and it is separate from the employee’s regular wages.
It’s important to note that there may be exceptions to this rule, such as if the employee voluntarily waives their meal break or if the nature of the work prevents the employee from taking a meal break. However, in general, if an employer fails to provide a required meal break, the employee is entitled to meal period premium pay under California law.