Recover your unpaid wages — in any state

Every page below maps a specific wage-theft tactic to the exact federal and state statute it violates — and generates a professional Wage Demand Letter in 60 seconds.

765 state-specific templates ready to deploy.

Withheld final paycheck

Fair Labor Standards Act, 29 U.S.C. § 206 — Employers must pay all earned wages for hours worked; withholding earned wages violates the FLSA and triggers state final-paycheck deadlines with massive daily penalties.

Unpaid overtime (off-the-clock work)

FLSA Overtime Provision, 29 U.S.C. § 207 — Non-exempt employees must be paid 1.5x their regular rate for every hour worked over 40 in a single workweek, including off-the-clock prep, cleanup, and donning/doffing time.

Refusal to pay accrued PTO

State wage-payment law (FLSA does not require PTO payout, but most states do) — In states that treat accrued vacation as earned wages, an unpaid PTO balance at separation is identical to a withheld paycheck and triggers the same late-wage penalties.

Illegal tip pooling / tip theft

FLSA Tip Provisions, 29 U.S.C. § 203(m) & § 216 — Tips are the property of the tipped employee. Employers, managers, and supervisors are categorically forbidden from keeping any portion of an employee tips, even through a tip pool.

Unpaid training / onboarding hours

FLSA, 29 C.F.R. § 785.27 — Training time IS compensable work time unless attendance is truly voluntary, occurs outside regular hours, is unrelated to the job, AND the employee performs no productive work. All four must apply.

Below minimum wage / illegal deductions

FLSA Minimum Wage, 29 U.S.C. § 206(a) — Net pay after lawful deductions must still equal or exceed the higher of the federal or state minimum wage for every hour worked.

Misclassified as independent contractor (1099)

FLSA Economic Realities Test + IRS 20-Factor Test — If the employer controls your schedule, supplies your tools, or makes you economically dependent on them, you are legally an employee regardless of the label on your paperwork.

Forced off-the-clock work

FLSA, 29 C.F.R. § 785.11 — All hours an employer suffers or permits you to work are compensable, including pre-shift setup, post-shift cleanup, mandatory meetings, and answering work texts/emails after hours.

Denied meal and rest breaks

FLSA + state break laws — In states that mandate meal or rest breaks, a denied break is itself a wage violation. The employer typically owes one hour of premium pay per missed break per day.

Illegal paycheck deductions

FLSA + state wage-deduction laws — Most states forbid deductions for register shortages, broken or lost equipment, customer walkouts, or alleged property damage, even with a signed agreement.

Unpaid commissions or bonuses

State wage-payment laws (commissions are wages once earned) — Earned commissions and non-discretionary bonuses are treated as wages in most states. The employer cannot zero them out by terminating you before the payout date.

Bounced or late final paycheck

FLSA + state final-pay statutes — A bounced paycheck counts as unpaid wages under federal and state law and triggers the same late-payment penalties as no check at all.

Retaliation for complaining about pay

FLSA Anti-Retaliation, 29 U.S.C. § 215(a)(3) — It is a federal violation to fire, demote, cut hours, or otherwise punish an employee for complaining about wages — internally or to a government agency.

Unauthorized but worked overtime not paid

FLSA, 29 C.F.R. § 785.11 — If the employer knew or should have known you worked the hours, the time is compensable, regardless of whether the overtime was pre-approved.

Denied business-expense reimbursement

FLSA minimum-wage rule + state expense-reimbursement laws — Unreimbursed work expenses (uniforms, mileage, phone use, supplies) that drop your effective hourly rate below the minimum wage are an FLSA violation, and many states require reimbursement regardless.