California vacation pay law states that employees must be paid for their earned vacation time upon termination. According to California earned vacation pay law, vacation time is considered “wages,” and all wages, including vested vacation days, should typically be paid when an employee quits, is fired or laid off. If you were terminated or laid off in California and did not receive payment for your earned vacation days, you may be able to file a claim to recover these wages. To find out if you have a claim under California earned vacation law, visit
http://www.classaction.org/california-earned-vacation-law.html for a free case review.
According to California vacation law, employees who are terminated against their will (i.e. let go, fired, released), must receive their earned vacation pay by their last day of work. Employees who quit their jobs must receive their earned vacation wages in California within 72 days of their final day of employment. While California vacation pay laws do not require employers to offer vacation time, those who elect to offer this benefit must comply with state regulations. In addition to requiring payment of earned vacation time upon termination, California vacation laws also forbid employers from employing use-it-or-lose it vacation policies.
When an employer violates California earned vacation law, affected employees may have legal recourse to collect financial compensation for their accrued or lost vacation days. If you have been denied payment for earned vacation time upon termination or subjected to a California
use it or lose it policy, visit ClassAction.org for a free evaluation of your claim. The attorneys working with the site are offering a free online consultation to employees with
California unpaid vacation claims.
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