California Court Upholds Meal Break Waivers in Certain Work Shifts

In a recent decision, a California appellate court ruled that employers may enforce meal period waivers under specific conditions for shifts between five and six hours. While this ruling may appear favorable to employers, it also highlights the importance of knowing your rights and making informed decisions in the workplace.

What the Court Said About Meal Break Waivers

In Bradsbery v. Vicar Operating, Inc., the court reviewed whether a group of employees could move forward with claims that their employer violated California’s meal break laws. The employees had signed written agreements waiving their right to a 30-minute meal period for shifts that lasted no longer than six hours. These waivers were revocable and supposedly signed voluntarily.

The court ultimately sided with the employer, affirming that prospective waivers for shorter shifts are legal if they are not forced, coercive, or unconscionable. The decision emphasized that the agreement will likely stand as long as the waiver complies with Labor Code section 512 and Industrial Welfare Commission (IWC) Wage Orders.

Why This Matters for Workers in California

Although the court did not find a violation in this case, the outcome depends heavily on the facts. Waivers must be signed freely and may be revoked at any time. If your employer pressures you to waive your meal period or retaliates when you ask to take one, that may constitute unlawful behavior.

California law mandates that employees receive a 30-minute uninterrupted meal break if they work more than five hours daily. However, the law allows for a written waiver if the workday is no more than six hours. This ruling confirms that employers who comply with these rules and do not overreach may rely on such agreements.

How Employers Can Cross the Line

Even with this decision, the law does not give employers a free pass to avoid providing breaks. If you were misled about your rights, signed under pressure, or were told you could not revoke the waiver, you may still have a claim. The waiver must be voluntary, revocable, and used only for qualifying shifts.

Some companies apply these waivers to longer shifts or fail to honor revocation requests. Others use vague or outdated forms that do not clearly explain the employee’s rights. These practices can lead to wage claims and class action lawsuits.

When to Talk to an Employment Attorney

If you are unsure whether your meal break rights were violated, you should speak with an attorney on California employment law. An experienced legal team can review your work schedule, break records, and any documents you signed to determine whether your employer complies with the law.

Meal and rest breaks are more than routine; they are tied to your health and safety. Employers who take advantage of your time or rely on misleading waiver practices may be held accountable. Legal action may still be available if you are still working for the company or are no longer employed there.

The Nourmand Law Firm APC Fights for Fair Treatment at Work

At The Nourmand Law Firm, APC, we represent employees across California who have been denied fair pay, breaks, or working conditions. You may be entitled to compensation if your employer asked you to waive meal breaks or failed to provide them when required.

Call 800-700-WAGE (9243) today to schedule a consultation. Our team knows how to challenge improper waiver agreements and will work to ensure your rights are fully enforced. You deserve a workplace that respects your time and follows the law. Let us help you hold your employer accountable.