PAGA Lawyer in Glendale & Los Angeles

If your employer may have violated California Labor Code rules—on wages, overtime, meal and rest breaks, wage statements, reimbursements, or other workplace standards—and the same problems appear to affect coworkers, California’s Private Attorneys General Act (PAGA) may allow an aggrieved employee to seek civil penalties on behalf of the State of California. Every situation is different. MAGISA LAW represents employees in Glendale and Los Angeles County who want to understand whether a PAGA notice or related wage claim may fit their facts.

Call 888-818-1099 for a free consultation to talk through your situation with an attorney · Contact form · Office at 2550 Honolulu Ave, Suite 105, Glendale, CA 91020

• Free consultation
• Fee and cost terms are discussed in consultation
• Glendale office serving Los Angeles County employees

What PAGA is (plain terms)

The Labor and Workforce Development Agency (LWDA) explains that PAGA allows employees to assist the state in enforcing labor laws by suing employers to recover civil penalties for Labor Code violations on behalf of the state. Those civil penalties are separate from other remedies employees may have—such as unpaid wages, damages, or statutory penalties under other Labor Code sections. PAGA claims may be combined in a lawsuit with other wage claims, depending on the facts.

PAGA is found in Labor Code sections 2698–2699.8. Private employers may be subject to PAGA lawsuits; government employers are not, according to LWDA’s FAQs.

Who may bring a PAGA claim after the 2024 reforms

LWDA’s FAQs state that for PAGA notices filed on or after June 19, 2024, a current or former employee who experienced each of the Labor Code violations alleged may file a PAGA lawsuit (with a limited exception for certain non-profit legal-service representation described on LWDA’s page). For notices filed before that date, different standing rules described by LWDA may apply. Whether you have standing for particular violations depends on what you personally experienced.

Notice to LWDA before a lawsuit

Before filing a PAGA lawsuit, an employee must give written notice of the alleged Labor Code violations to both the LWDA and the employer. LWDA requires notice through the Department of Industrial Relations’ online PAGA Filing Portal, and the written notice must also be sent to the employer by certified mail. LWDA’s FAQs note a $75 filing fee for submitting a PAGA notice (with possible hardship waiver). The notice must specify the Labor Code sections allegedly violated and include enough facts and legal theories to support each alleged violation—not just a bare citation.

After notice, LWDA / the Labor Commissioner’s Office / Cal/OSHA may investigate, the employer may pursue certain cure processes, or—if the agency does not proceed in the timelines LWDA describes—the employee may become authorized to file suit in court. The exact path depends on the type of violation and the agency response. Do not treat this page as a filing calendar.

Civil penalties and the employee share (high level)

According to LWDA:

• For PAGA notices filed before June 19, 2024: recovered civil penalties are generally split 75% to LWDA and 25% to aggrieved employees.
• For PAGA notices filed on or after June 19, 2024: the split is generally 65% to LWDA and 35% to aggrieved employees.

LWDA also notes that for notices/lawsuits on or after June 19, 2024, a court may order the employer to stop unlawful conduct. Penalty amounts and possible reductions when an employer takes “all reasonable steps” to comply are detailed in the reformed statutes and are highly fact-specific. This page does not calculate penalties for your workplace.

2024 reforms: cure and early resolution (overview only)

Governor Newsom signed PAGA reform bills AB 2288 and SB 92 on July 1, 2024. LWDA summarizes expanded opportunities for employers to cure certain violations, including a small-employer administrative cure process (generally employers with fewer than 100 employees during the covered period) and other early-resolution tools. Cure rules, conferences, and wage-statement cure procedures are technical. Whether a cure affects your ability to proceed depends on LWDA determinations and the facts. An attorney can explain how the current process may apply to a notice you are considering.

PAGA is not the same as a class action

Peers often compare PAGA to class actions. At a high level, PAGA is a representative action seeking civil penalties on behalf of the state; a class action seeks class remedies under different procedural rules. Some cases involve both. Which path—or combination—fits is case-specific. Related wage pages that often underlie PAGA notices include:

• Unpaid wages
• Wage and overtime
• Meal and rest breaks
• Expense reimbursement
• Last paycheck

What to gather before you call

1. Paystubs and wage statements spanning several pay periods
2. Schedules, time records, and any meal/rest attestations
3. Expense receipts and reimbursement denials
4. Handbook policies on breaks, overtime, and classification
5. Names of coworkers who appear to share the same practices (if known)
6. Any prior Labor Commissioner claims or demand letters

MAGISA LAW reviews every case and discusses next steps in a free consultation.

Related MAGISA LAW pages

• Unpaid wages
• Independent contractor misclassification
• Glendale employment lawyer
• Contact

Free consultation with MAGISA LAW

MAGISA LAW invites Glendale and Los Angeles County employees to contact the firm for a free consultation to talk through possible Labor Code and PAGA issues with an attorney. Call 888-818-1099, email hello@magisalaw.com, or use the contact page.

Consultations are available in English, Spanish, Armenian, and Russian with an attorney.

Fee and cost terms are discussed during the free consultation.

Office: 2550 Honolulu Ave, Suite 105, Glendale, CA 91020.

Frequently asked questions

What is a PAGA claim?

LWDA explains that PAGA lets an aggrieved employee seek civil penalties for Labor Code violations on behalf of the State of California. Penalties are shared between LWDA and aggrieved employees under statutory percentages that changed for notices filed on or after June 19, 2024.

Do I have to file a notice before suing?

Yes. LWDA requires written notice to the LWDA (via the PAGA Filing Portal) and to the employer by certified mail before a PAGA lawsuit. The notice must identify Labor Code sections and include supporting facts and theories.

Is PAGA the same as unpaid wages?

No. PAGA civil penalties are separate from unpaid wages and other individual remedies. Many cases involve both. Related wage pages on this site explain common underlying violations.

Did the 2024 reforms end PAGA?

No. AB 2288 and SB 92 reformed penalties, standing, cure, and early-resolution procedures. PAGA remains available. How the reforms affect a particular notice is fact-specific.

Should I still call if I only know about my own paystubs?

Yes. Bring what you have. A consultation can help identify whether representative allegations and coworker patterns may fit—and which wage claims to explore first.