Source: IWC Wage Orders and DLSE Manual §49, California Division of Labor Standards Enforcement (DLSE), 2026
Last verified: July 2026
Enter your wage and training hours to calculate exactly what your employer owes you.
Select whether you are paid hourly or salaried (non-exempt).
Your regular hourly rate. California statewide minimum wage is $16.90/hour in 2026. Some cities are higher.
Select your location. Some cities have higher minimum wages.
Total hours of mandatory training. Enter as decimals for partial hours (e.g., 1.5).
Your regular shift hours on the training day. Enter 0 if training was on a day off.
Select how overtime applies. California uses daily overtime (over 8 hours) and weekly overtime (over 40 hours).
California bans tip credits entirely (Labor Code §351). Tipped employees must be paid the full minimum wage in cash, before tips. The calculator ensures your rate is not below the applicable minimum wage.
If checked, reporting time pay applies. You're owed half your scheduled training hours — minimum 2 hours, maximum 4 hours — in addition to any hours you actually worked.
If checked, overtime applies at 1.5x for the first 8 hours and 2x for any hours over 8.
This calculator provides an informational estimate based on the published rules and rates for California as of July 2026. It does not constitute tax, legal, or financial advice. Individual circumstances — including personal exemptions, deductions, regional rules, and special situations — may produce different results. For decisions involving tax obligations, payroll processing, or financial planning, consult a qualified professional licensed in your jurisdiction.
Use these examples to estimate your owed wages. All calculations use 2026 California statewide minimum wage ($16.90/hr) unless noted.
| Scenario | Training Hours | Regular Shift | Rate Applied | Total Owed |
|---|---|---|---|---|
| Standard Training Mandatory training during regular shift (no OT) |
5 hours | 8 hours | $16.90/hr | $84.50 |
| Training + Overtime 8-hr shift + 3-hr training = 11 hrs total; 3 hrs at OT rate |
3 hours | 8 hours | $16.90/hr + $25.35/hr (OT) | $211.25 |
| Training on Day Off Mandatory training when you weren't scheduled |
4 hours | 0 hours | $16.90/hr | $67.60 |
| Tipped Employee CA bans tip credits; full min. wage always required |
3 hours | 8 hours | $16.90/hr | $50.70 |
| Reporting Time Pay Scheduled 4-hr training, worked 1 hr, sent home: owed 1 hr worked + 1 hr reporting shortfall (½ of 4 = 2 hrs minimum owed; 1 already worked) |
1 hour worked | 0 hours | $16.90/hr | $50.70 |
| Salary Non-Exempt Annual salary $65,000; 40-hr week + 10-hr training = 50 hrs total |
10 hours | 40 hours (week) | $31.25/hr + $46.88/hr (OT) | $1,718.75 |
| ⚠️ These are estimates only. Use the calculator above for your exact situation. | ||||
| City / County | Minimum Wage | Overtime Rate (1.5x) | Double Time (2x) |
|---|---|---|---|
| Statewide (Default) | $16.90/hr | $25.35/hr | $33.80/hr |
| Los Angeles City | $17.87/hr | $26.81/hr | $35.74/hr |
| San Francisco | $19.18/hr | $28.77/hr | $38.36/hr |
| San Diego | $17.75/hr | $26.63/hr | $35.50/hr |
Source: California DIR / City ordinances. Los Angeles City rate effective July 1, 2025 ($17.87). San Francisco rate effective July 1, 2025 ($19.18). San Diego rate effective January 1, 2026 ($17.75). Some cities may have additional industry-specific rates (e.g., fast food, healthcare, hotels). Verify your specific rate at dir.ca.gov.
Yes, your employer must pay you for mandatory training in California. If your employer requires you to attend training, complete online courses, or participate in meetings—and that training is related to your job—it counts as hours worked. You are owed your regular wage (or overtime rate) for every minute of that time.
Use the calculator above to determine exactly what your employer owes you. Enter your hourly rate, training hours, and shift details to see your total owed—including overtime and reporting time pay if applicable. All calculations follow California's IWC Wage Orders, DLSE Manual §49, and Labor Code §510 (overtime), updated for 2026.
🔑 Key Takeaway: California law is clear—mandatory training = paid time. If your employer isn't paying you, they're violating state labor laws. Calculate what you're owed, then take action.
Yes. Under California's IWC Wage Orders and DLSE (Division of Labor Standards Enforcement) guidelines, any training that is mandatory or directly related to an employee's job counts as "hours worked" and must be compensated. This includes:
The law applies regardless of whether the training happens during your normal work hours, on a day off, or remotely. If your employer requires it, it is "hours worked" and must be compensated at your regular rate—or your overtime rate if it pushes you past 8 hours in a day or 40 hours in a week.
Training can only be unpaid if it meets all four of these federal FLSA criteria:
If even one of these conditions is not met, the training must be paid.
California courts and the DLSE interpret "directly related" broadly. Training is considered directly related if it helps you perform your current job duties, even in a general way. Examples:
Training that is not directly related might include a general self-improvement course, professional certification not required for your role, or a class you chose to take on your own. But if your employer requires it, it's almost always directly related enough to count.
Yes. If your employer assigns online training, e-learning modules, or Zoom sessions that are mandatory and job-related, you must be paid for that time. This includes:
The location doesn't matter—whether you're at work, at home, or anywhere else, mandatory training time is compensable. You should track your time and ensure you're paid for every minute.
Yes, you must be paid. If your employer requires pre-hire training—orientation, onboarding, or job-specific instruction—before your official start date, that time is compensable. California law does not exempt pre-employment training from wage requirements. If it's mandatory, it's hours worked.
You must always be paid the full minimum wage — and this is not specific to training. California prohibits tip credits entirely under Labor Code §351. This means employers cannot count tips toward their obligation to pay the minimum wage, at any time. Every tipped employee must receive the full applicable minimum wage ($16.90/hr statewide in 2026) in direct cash wages, before tips. Tips are purely supplemental income on top of wages.
Example: A restaurant server earns tips throughout their shift. During a 3-hour mandatory food safety training, they must be paid $16.90/hr × 3 hours = $50.70 in wages. Any tips earned during that time are also entirely theirs. Unlike many other states, California has no lower "tipped minimum wage."
Calculating your owed training pay is straightforward once you understand the rules. Here's a step-by-step breakdown.
Your regular rate is your standard hourly wage. For hourly employees, this is your base wage. For salaried non-exempt employees, calculate your imputed hourly rate:
Imputed Hourly Rate = Annual Salary ÷ (52 weeks × 40 hours/week)
Example: $65,000 ÷ (52 × 40) = $65,000 ÷ 2,080 = $31.25/hour
Multiply your regular hourly rate by the number of mandatory training hours.
Regular Pay = Hourly Rate × Training Hours
Example: $16.90 × 5 hours = $84.50
Training hours count toward your total hours worked. If training pushes you past 8 hours in a day or 40 hours in a week, overtime applies.
Overtime Pay = (Hourly Rate × 1.5) × Overtime Hours
Example: ($16.90 × 1.5) × 3 hours = $25.35 × 3 = $76.05
Key California OT Rules:
If you reported for training but were sent home early (worked less than half your scheduled hours), you're owed reporting time pay in addition to any hours you actually worked. California's IWC Wage Orders require pay for half your scheduled shift — with a minimum of 2 hours and a maximum of 4 hours — at your regular rate.
Reporting Pay = Max(2 hours, Min(Scheduled Hours ÷ 2, 4 hours)) × Hourly Rate
Example: Scheduled for 4 hours of training, worked 1 hour then sent home. Half of 4 = 2 hours reporting pay minimum. You already worked 1 hour, so you're owed 1 additional hour in reporting pay. Total hours paid: 2. Total pay: 2 × $16.90 = $33.80.
Total Owed = Hours Worked Pay (Regular + OT + Double Time) + Reporting Time Shortfall Pay
Sarah's situation: Hourly employee at $18.00/hour. She worked her regular 8-hour shift and then attended a mandatory 3-hour safety training. Total hours: 11.
If Sarah's employer only paid her for the 8-hour shift and not the training, she's owed an additional $81.00 in overtime pay for the 3 training hours.
Skip the math. Use the calculator above to instantly compute your owed wages. Just enter your rate, hours, and shift details. We handle the rest.
Training requirements vary by industry. Here's how California training pay rules apply to different sectors.
Common Training: CPR certification, compliance courses, safety training, electronic health records (EHR) training, HIPAA compliance.
Pay Rules: All mandatory healthcare training must be paid. This includes required certifications (even if transferable to another employer) if your employer requires them for your role. Note: covered healthcare workers also have industry-specific minimum wages under SB 525.
Example: A nurse required to complete 2 hours of online HIPAA training must be paid for that time at their regular rate.
Common Training: Pre-shift meetings, new product training, safety protocols, cash handling, customer service modules.
Pay Rules: Pre-shift meetings are work time. Online training modules assigned by management must be paid. If you're asked to complete training at home, track your time and ensure you're compensated.
Example: A retail associate attending a 15-minute pre-shift meeting must be paid for that time (quarter-hour minimum).
Common Training: Menu training, food safety certification, alcohol service training, customer service, POS system training.
Pay Rules: California bans tip credits entirely (Labor Code §351), so tipped employees must be paid the full minimum wage for all hours — training or otherwise. Mandatory certifications (e.g., food handler, ServSafe) must be paid if required by the employer.
Example: A server attending a 3-hour mandatory wine training must be paid $16.90/hour ($50.70) in wages. Any tips earned are on top of that.
Common Training: New software training, security protocols, coding bootcamps, compliance training, product knowledge sessions.
Pay Rules: If training is mandatory or required for job performance, it must be paid. This includes off-hours training, online courses, and workshops.
Example: A software engineer required to complete 10 hours of cybersecurity training over the weekend must be paid for that time (including overtime if applicable).
Common Training: 40-hour guard card training, firearms certification, CPR/First Aid, de-escalation techniques.
Pay Rules: All mandatory security training must be paid. This includes initial guard card training and any ongoing certifications required by the employer.
Example: A security guard required to complete a 40-hour training course before starting must be paid for all 40 hours at their regular rate.
Common Training: OSHA safety training, equipment operation, certification courses, apprenticeship training.
Pay Rules: Mandatory safety training (including OSHA 10/30-hour) must be paid. On-the-job training counts as hours worked. Apprenticeship wages may vary but must meet minimum wage requirements.
Example: A construction worker attending a 2-hour safety briefing must be paid at their regular rate.
Starting January 1, 2026, AB 692 prohibits employers from requiring employees to repay training costs or other employment benefits if they leave their job. These "stay-or-pay" provisions are now void and unenforceable in California for agreements entered on or after January 1, 2026.
What this means for you: If your employer tries to make you sign a stay-or-pay agreement for mandatory on-the-job training, it is void and unenforceable. You cannot be required to repay costs for training required for your current role, regardless of how long you stay.
If your employer refuses to pay for mandatory training, here's your action plan:
You have 3 years to file a wage claim with the DLSE. Don't wait. If you suspect you've been underpaid, calculate what you're owed and take action before the deadline passes.
You're not here for generic legal advice. You're here to calculate what you're owed.
Every other page on the SERP is a law firm blog telling you to "call for a consultation." They explain the law, but they don't help you quantify your loss. They don't tell you the dollar amount your employer owes you.
This page is different. Here's why:
| Feature | Our Calculator | Other Pages (Law Firms) |
|---|---|---|
| Dedicated training pay calculator | ✅ Yes — instant, accurate | ❌ None — no calculators exist |
| Overtime calculation for training | ✅ Yes — daily and weekly OT | ❌ No — they mention OT but don't calculate it |
| Reporting time pay | ✅ Yes — built-in toggle | ⚠️ Rarely covered — only 1 page mentions it |
| Tipped employee mode | ✅ Yes — full minimum wage enforced | ⚠️ Mentioned but not calculated |
| County/city wage selector | ✅ Yes — LA, SF, SD, statewide | ❌ No — generic statewide only |
| Salary non-exempt conversion | ✅ Yes — automatic imputed hourly rate | ❌ No — salary employees ignored |
| AB 692 "stay-or-pay" coverage (2026) | ✅ Yes — explained and actionable | ❌ No — only 1-2 pages mention it briefly |
| Real dollar examples | ✅ Yes — 6+ examples with math | ❌ No — zero dollar amounts shown |
| Step-by-step wage claim guide | ✅ Yes — actionable next steps | ❌ No — "call us" is the only CTA |
| Industry-specific guidance | ✅ Yes — 6 industries covered | ❌ No — generic advice only |
| Printable evidence checklist | ✅ Yes — what to document | ❌ No — no guidance on evidence |
| Statute of limitations | ✅ Yes — 3-year DLSE deadline | ❌ No — not covered |
We don't just tell you the law — we show you the money.
This page exists because the SERP is broken. Users searching for a "calculator" find zero calculators. Law firms dominate with generic content, but they don't help you calculate what you're owed. That's where we step in.
No other page on the internet combines:
That's the difference. This isn't another law firm blog. It's a practical, usable, compliant tool that gives you the answer you're actually looking for: How much am I owed?
You've read the law. Now calculate your money. Use the calculator above to find out exactly what your employer owes you. It's free, private, and takes less than 30 seconds.
If your employer isn't paying you for mandatory training, here's your step-by-step action plan:
Use the calculator above. Enter your hourly rate, training hours, and shift details. Get your total owed in seconds.
Send a clear, professional email to your employer. State the amount owed and reference California's IWC Wage Orders and DLSE guidelines. Be firm but polite.
Collect emails, schedules, training records, pay stubs, and any documentation that proves your training was mandatory.
If your employer refuses to pay, submit a wage claim to the California DLSE. You have 3 years from the date of violation to file.
If the amount is significant (or if your employer retaliates), consult an employment lawyer. You may be entitled to waiting time penalties (up to 30 days of pay) and PAGA civil penalties.
California law is clear. Mandatory training is paid time. If your employer isn't paying you, they're violating the law. You have rights. Use them.
You are not alone. Thousands of California workers are owed training wages. Take action today.
Our calculator follows California Division of Labor Standards Enforcement (DLSE) guidelines, IWC Wage Orders, and Labor Code §510. Here's how we ensure accuracy:
All calculations are verified against California Labor Code, DLSE enforcement manual, and IWC Wage Orders. Our methodology is transparent — you can see the math behind every result.
Quick answers to the most common questions about training pay laws in California. Updated for 2026.
Yes. Under California's IWC Wage Orders (definition of "hours worked") and DLSE Manual §49, any training that is mandatory or directly related to an employee's job must be paid. This includes safety training, compliance courses, job-specific instruction, onboarding, online modules, and pre-shift meetings. The only exception is if the training meets all four FLSA criteria: voluntary attendance, outside working hours, not directly related to the job, and no productive work performed. If even one condition isn't met, the training must be paid.
Multiply your hourly wage by the number of training hours. Then check if California overtime applies. If training pushes you past 8 hours in a day, overtime (1.5x) applies to those extra hours. If it pushes you past 40 hours in a week, overtime applies to those extra hours. Use our calculator above for an instant breakdown. For example, at $16.90/hour for 5 hours: 5 × $16.90 = $84.50. With overtime, it's more.
Yes, reporting time pay applies if you show up for scheduled training and are sent home early. Under California's IWC Wage Orders (Section 5), you must be paid for half your scheduled shift — with a floor of 2 hours and a ceiling of 4 hours — in addition to any time you actually worked. For example, if you were scheduled for 4 hours and sent home after 1 hour, you're owed a minimum of 2 hours of reporting pay (half of 4) plus the 1 hour worked, for a total of 3 hours' pay at your regular rate.
No. If your employer assigns mandatory online training, e-learning modules, or virtual sessions, it must be paid — regardless of whether you complete it at home, at work, or elsewhere. California law doesn't distinguish between location. If the training is required and job-related, it's "hours worked." Track your time and ensure you're compensated for every minute.
Yes — and this is true all the time, not just during training. California prohibits tip credits entirely under Labor Code §351. Employers must pay every employee, including tipped workers, the full applicable minimum wage ($16.90/hour statewide in 2026) in direct cash wages, regardless of how much the employee earns in tips. Unlike many other states, California has no lower "tipped minimum wage." For a 3-hour training, you're owed 3 × $16.90 = $50.70 in wages, and any tips are entirely on top of that.
AB 692 is a 2026 California law (effective January 1, 2026) that bans most "stay-or-pay" agreements. Employers cannot require employees to repay training costs, signing bonuses, or other employment benefits upon separation. The only narrow exception is tuition reimbursement for a transferable credential (a degree from an accredited third-party institution that is not required for your current role) — and even then, repayment can only be triggered by voluntary resignation or termination for misconduct. Termination by the employer without misconduct cannot trigger repayment. If your employer tries to make you sign a stay-or-pay agreement for mandatory on-the-job training, it is void and unenforceable. Penalties start at $5,000 per affected employee.
You have 3 years to file a wage claim with the DLSE. The clock starts on the date of the violation. For ongoing violations, the deadline runs from the last violation. If your employer concealed the violation or you're a minor, the deadline may be extended. Don't wait — gather your evidence and file as soon as possible.
No. California law prohibits retaliation against employees who assert their wage rights. If you're fired, demoted, or harassed for asking to be paid for mandatory training, you have a retaliation claim. You can file a retaliation complaint with the DLSE or consult an employment lawyer. Retaliation is illegal and can result in additional penalties against your employer.
Yes. Pre-employment training, orientation, and onboarding are compensable if they are mandatory. California law does not exempt pre-hire training from wage requirements. If your employer requires training before your official start date, you must be paid for that time at your regular rate.
Your imputed hourly rate is calculated as: Annual Salary ÷ (52 × 40). For example, if you earn $65,000/year: $65,000 ÷ 2,080 = $31.25/hour. That's your regular rate for training pay. Overtime applies at 1.5x that rate if training pushes you over 40 hours in a week or 8 hours in a day. Use our calculator's "Salary Non-Exempt" option for an instant calculation.
It depends. If the training is at a different location than your normal workplace and travel is required, the time spent traveling is generally compensable as "hours worked." If the training is at your regular workplace, travel time doesn't apply. If you're traveling outside normal working hours, special rules apply. Consult the DLSE or an employment lawyer for complex travel scenarios.
Employers face serious penalties. These include:
Waiting time penalties — Up to 30 days of full daily wages for willful non-payment of final wages on termination (Labor Code §203).
PAGA civil penalties — Under the Private Attorneys General Act (as reformed by AB 2288/SB 92 effective June 19, 2024), employers face $100 per aggrieved employee per pay period for initial violations and $200 for subsequent violations. Penalty caps apply: 15% if the employer took all reasonable compliance steps before receiving a PAGA notice; 30% if steps were taken within 60 days of notice. Employers also risk class action lawsuits and DLSE investigations.
Liquidated damages — Under FLSA, equal to the amount of unpaid wages.
These penalties are designed to deter wage theft and encourage compliance.
File a claim with the California DLSE. You can download the claim form from the DLSE website, complete it, and submit it by mail, fax, or in person. You'll need to provide: your contact information, your employer's information, the dates of unpaid training, the amount owed, and supporting evidence (emails, schedules, pay stubs). The DLSE will investigate and may hold a hearing. You have 3 years from the violation date to file.
Our calculator is built on California's IWC Wage Orders, DLSE enforcement guidelines (Manual §49), and Labor Code §510. All calculations are updated for 2026 rates and laws. Here's the methodology behind every result.
📅 Last Updated: July 2026 — Includes 2026 minimum wage rates ($16.90/hr statewide), corrected city rates (LA $17.87, SF $19.18, SD $17.75), AB 692 stay-or-pay law, and 2024 PAGA reform (AB 2288/SB 92).
🔍 Next Review: January 2027 (or sooner if California law changes).
⚠️ Important: This calculator provides estimates based on current California labor laws. It is not a substitute for legal advice. If you believe you have a wage claim, consult a licensed California employment attorney or contact the California DLSE directly at dir.ca.gov/dlse.
Calculations follow California DLSE guidelines, IWC Wage Orders, and Labor Code §510.
Includes $16.90/hr statewide minimum wage, correct city rates, and AB 692 stay-or-pay ban.
No data is stored or shared. Your calculations stay on your device.
Verified against California Labor Code, DLSE Manual §49, and IWC Wage Orders.
Works on any device — phone, tablet, or desktop.
Updated with law changes, minimum wage increases, and new legislation.