Do You Get Paid for Training?

In California, employees are generally entitled to be paid for training as long as its job-related and mandated by the employer. If you’re not paid for training, please call our attorney to get your money. There is not up front fee and our fee is a percentage of the amount we recover for you. The question of whether employees are paid for training is a common concern in many workplaces, especially in California, where labor laws are particularly robust in protecting worker rights. Employers sometimes attempt to skirt the law by classifying training time as non-compensable, leaving workers wondering if they should be paid for time spent in mandatory training sessions. This article delves into the specifics of California’s laws on training time and the circumstances under which you should be compensated for attending training, as well as what constitutes illegal unpaid training. In California, mandatory overtime laws and training compensation are clearly outlined, ensuring that workers are fairly compensated for required training.

By Brad Nakase, Attorney

Email  |  Call (888) 600-8654

Have a quick question? I answered nearly 1500 FAQs.

Unpaid Training Is An Old Trick Not to Pay Hard Working People

In California, a scenario where an employer requires new hires to attend mandatory training sessions before officially starting their role is not uncommon. Employers may ask workers to show up for training sessions a few days or even a week before their actual start date, only to be informed that they won’t be compensated until they begin their official duties. This is not just inconvenient for employees—it is illegal. Do you get paid for training hours, or are employers trying to take advantage of the time spent in mandatory training before hire?

Unpaid training is one of the oldest tricks in the book for underhanded employers seeking to exploit their employees’ time. When you’re required to attend training before your official start date, you still have to pay for your bills, meals, and transportation, just as if you were working. This makes unpaid training a serious violation of California’s labor laws. Under the law, employees must be paid for any time spent on job-related tasks, even if it’s not considered “productive” work. If my employer refuses to pay for mandatory training, what should I do? It’s essential to know your rights and take action if you’re not getting paid for work you have done.

Key Legal Requirements for Paid Training

California law outlines several important rules that govern whether you should be compensated for your training. These include the nature of the training and whether it is mandatory, job-related, occurs during regular work hours, or produces value for the employer. Let’s break these down:

  1. The Training is Mandatory
    Employers are allowed to offer voluntary or optional career development courses. If such courses are not required for your position, they are considered a perk, not a job duty, and employers may not be obligated to pay you for the time spent. However, if the training is mandatory, it is considered part of your job responsibilities, and you must be compensated for your time. Mandatory training for employees in California is regulated by law, ensuring that workers are paid for all time spent on required tasks.
  2. The Training Relates to Your Job
    If the training is directly related to your job duties, it must be compensated. Employers cannot require employees to attend job-related training without paying for that time. For example, a retail associate required to undergo training in inventory management software should be paid for that time, even if they are not re-assigned to inventory duties afterward. Do jobs have to pay you for training when it directly benefits the employer and relates to your role? The answer is yes, and California law backs this up.
  3. The Training Takes Place During Regular or Overtime Hours
    If your employer schedules training during your regular work hours, it is compensable. Moreover, if the training takes place during overtime hours, you may be entitled to overtime pay. For example, if your employer asks you to stay late for training, that time must be compensated, and any overtime hours worked should be paid at the overtime rate. Do you get paid for job training if it happens during your regular or overtime hours? Yes, California law ensures you are compensated accordingly.
  4. The Training Produces Value or Product for Your Employer
    If the training produces any value or work product for the employer, that time must also be compensated. For instance, if you are required to attend training where you develop a marketing presentation, and the employer later uses that presentation, your time has been effectively stolen unless you are paid for it. If your training creates value for your employer, you should be paid for it. Do companies have to pay you for training when it benefits them? Absolutely.

California Law on Training Time

California’s Labor Code provides clear guidelines regarding compensation for training time. It stipulates that employers must pay employees for any hours worked, including training periods that are necessary for performing job duties. This means that if the training is mandatory and job-related, the employer cannot avoid paying for the time spent in these sessions. Is unpaid training illegal in California? Yes, especially when it violates California’s strict wage and hour laws.

If an employer tries to avoid paying you for training by calling it “off the clock” work or by claiming that the training is voluntary, they are breaking the law. Employers cannot schedule mandatory training outside of regular working hours and expect employees not to be compensated. Similarly, training that directly relates to job duties, such as learning new software or attending safety seminars, is considered work time and must be paid. Is training paid? In California, training related to your job must be compensated.

The Importance of Understanding Wage and Hour Protections

In California, there are extensive legal protections for employees when it comes to wage and hour violations. These protections ensure that workers are paid correctly for all time worked, including mandatory training. If an employer fails to compensate employees for mandatory training, they can be subject to penalties under the California Labor Code. Do you get paid during training for a job? Yes, unless the training is voluntary and not directly related to the job.

For instance, if you are asked to attend a training session during your regular work hours, you must be paid for that time. If the training takes place outside of work hours, the employer must still pay you unless it falls into a specific category of voluntary, non-job-related training. This distinction is crucial because voluntary training that is not related to your job or career advancement is not considered compensable under California law. Do you get paid for training at work? If the training is mandatory and job-related, yes, you absolutely should be compensated.

Consequences of Violating Unpaid Training

When employers violate wage laws by failing to compensate employees for mandatory training, they can face serious legal consequences. The California Labor Commissioner’s Office enforces these wage laws, and employees can file complaints against their employers for wage theft. Is unpaid training illegal? Yes, and employers who attempt to avoid compensating employees for training face significant penalties.

Employers found in violation of labor laws may be required to pay back wages, fines, and possibly additional damages. Employees who have not been compensated for mandatory training may also be entitled to overtime pay if the training extended beyond normal working hours. Not getting paid for hours worked, including training, is a violation of your rights as an employee under California law.

How to Get Paid For Training

If you believe that you are not being paid for mandatory training or if your employer is trying to schedule training off the clock, it’s important to take action. Keep accurate records of all training sessions, including dates and hours, and speak to your employer if you believe an error has been made. If necessary, you can file a complaint with the California Labor Commissioner’s Office. Do you have to get paid for training? Yes, especially if it is mandatory and job-related.

Additionally, if you feel that your employer is persistently violating wage laws, seeking assistance from an employment law attorney can help protect your rights. A lawyer specializing in wage and hour laws can offer guidance on the steps you can take to recover unpaid wages and ensure your employer adheres to labor laws. Are employers required to pay for training? Yes, when the training is directly related to the job and mandatory.

Conclusion

In conclusion, mandatory training in California is compensable. Employees should not be asked to work without pay, including attending training sessions that are required by the employer. If you are subjected to unpaid training time, your employer is in violation of the law, and you are entitled to compensation. California labor laws provide strong protections for workers, ensuring that any time spent on job-related tasks, including training, is paid. If you find yourself in a situation where you’re not being paid for training, it’s important to understand your rights and seek appropriate legal help. Can a job not pay you for training? The answer is no, and if this happens, you should seek legal advice to ensure you are paid for the work you’ve done.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment Law

Most recent blogs:

Can Managers Receive Tips in California? No.

Can Managers Receive Tips in California? No. Under California law, a manager cannot take any part of a tip that's left for an employee. This means that you can't be forced to share your tips with the manager, supervisor, or owner of the business.  In California, when an employer or another supervisor or manager takes an employee's tips, it is considered a wage and hour violation.

Can Managers Take Tips In California?

No, in California, it is strictly prohibited for your manager to take tips that are intended for employees. California labor laws clearly state that tips are the sole property of the employees to whom they are given, and managers, supervisors, or employers cannot collect, share, or deduct any portion of these gratuities.

Lawyer Answers FAQ: California Lunch Break Law and Meal Break Law

Most California workers must receive the following breaks: An uninterrupted 30-minute unpaid meal break when working more than five hours in a day. As a general rule, and insofar as practicable, the rest break must be in the middle of each four-hour work period.

When did tips become taxable?

Tips became taxable in 1965 when legislation extending Social Security coverage to tips (for both taxation and the calculation of retirement benefits), required a tipped employee to report monthly all such tips received in one or more written statements furnished to his employer.
Is Job Abandonment Considered a Resignation in California

Is Job Abandonment Considered a Resignation in California?

Job abandonment in California is viewed as voluntary resignation when employees fail to notify their employer after extended absences. Employers should implement clear policies, address legitimate exceptions, and follow labor laws to manage job abandonment appropriately

California Lunch Break Law [2025]

This article answers common questions, such as "How many hours do you have to work to get a lunch break?" and "Can I work 6 hours without a lunch break in California?" Under California law, employees must be provided with no less than a thirty-minute lunch break when the work period is more than five hours. In California, an employer may not employ an employee for a work period of more than five hours per day without providing the employee with a lunch break.
Overtime - Understanding California’s laws and employee rights

Overtime: Understanding California’s laws and employee rights

California's overtime laws require non-exempt employees to receive extra pay for working over 8 hours a day or 40 hours a week. Employees must be compensated at 1.5 times their regular rate for hours beyond these limits and double pay for excessive hours on the 7th consecutive workday.

Why would someone ask for their personnel file?

Employees who believe they have been fired as a result of unlawful discrimination, retaliation, or harassment will often request their personnel file. Those files may contain information that helps you prove discrimination, harassment, or other civil rights violations.

Can You Refuse to Work If You Haven’t Been Paid?

Legally, you may have the right to refuse work if your employer hasn't paid you because it is constructive termination and wage theft by the employer. If your employer hasn't paid you, should should review your contract before not working.

What Happens If I Don’t Get Paid on Payday?

If you don't get paid on payday, contact an employment attorney immediately and ask for help getting the wages owed to you. Alternatively, if the regular payday for the last pay period an employee worked has passed and the employee has not been paid, contact the Department of Labor's Wage and Hour Division or the state labor department. 

How long can an employer not pay you?

Your employer must pay you on pay day if you did not resign or fired from your job. If you're fired from your job, you must be paid the same day. If you quit your job, you must be paid within 3 days. 

Do You Get Paid for Training? 

In California, employees are generally entitled to be paid for training as long as its job-related and mandated by the employer.

Is Unpaid Training Legal in California?

Yes, unpaid training is illegal in California. California employers must pay for mandatory training. Employees not paid for meetings or job training can sue for unpaid training.

Is It Illegal To Not Pay Overtime?

Yes, it is illegal for employer to not pay overtime. Overtime pay is 1.5 times an employee's regular rate of pay. Not all employees are eligible for overtime.
Is It Illegal to Work Seven Days a Week

Is It Illegal to Work Seven Days a Week?

Working seven days a week varies by state, with California laws addressing rest days and overtime pay rules. Employers must ensure compliance with labor laws to guarantee proper compensation and protect employee wellbeing.
How Many Hours per Week Is Considered Full Time

How Many Hours per Week Is Considered Full Time?

Find out what constitutes full-time employment, typical workweek lengths, and the benefits of full-time jobs, including health insurance and PTO. Learn how employers define full-time hours, overtime rules, and requirements for family leave under FMLA.

How To Report A Company Paying Employees Under The Table

If you are an employee being paid under the table, you can make a whistleblower report by contacting attorney Brad Nakase. Attorney Nakase does not charge an upfront fee and works on a contingency basis, collecting a percentage of the recovery. This ensures you can pursue your claim without financial barriers.

Contact our attorney.

Please tell us your story:

6 + 1 = ?