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California PAGA Exposure Calculator

The Private Attorneys General Act (PAGA) lets employees bring labor code violation claims on behalf of the state, with penalties that compound per pay period. This tool estimates a realistic range under the AB 2288 reformed penalty structure (effective June 2024) — so you know roughly where you stand and what to fix first.

Updated for AB 2288 + SB 92 · $9,000/employee cap · 35% employee / 65% LWDA split · CA min wage $17/hr (2025)

Tell Us About Your Team

Employee Headcount15 staff members

All shift/hourly and classified W-2 staff over the past year

Pay Period Frequency

26 pay periods / yr — penalties are calculated per aggrieved employee, per pay period

How Often Do These Happen?

Rough estimates are fine — most owners land these within a pay period or two of accuracy.

Meal & Rest Break Issues3 out of 10 pay periods

Breaks missed, shortened, taken late (after hour 5), or not documented

Paystub Detail Gaps2 out of 10 pay periods

Missing itemized rates, pay period dates, business name, or overtime breakdown

Off-the-Clock / Unpaid Overtime1 out of 10 pay periods

Pre-shift setup, post-shift closing, or rounding errors that go unrecorded

Estimated PAGA Exposure

$42,620

A rough estimate — not a bill or a prediction

Statutory PAGA Penalties$22,500

Unpaid Wage & Break Premiums$20,120

Show your work: 15 employees × an estimated 8 affected pay periods × $100 (first) / $200 (each after) per employee = statutory penalties. Wage premiums are added separately for missed breaks and unpaid overtime.

Totally optional — the numbers above are yours to keep either way.

Your Path to Compliance

Almost everything on this page is fixable — most employers close these gaps with a policy update, a training session, and a paystub template fix. AB 2288 also expanded early cure rights: correcting certain violations quickly, before a claim escalates, can reduce or eliminate the associated penalty.

Start with whichever slider above is highest — that's usually the fastest win.

AB 2288 Reform (June 2024) — What Changed

• Distribution: 35% to aggrieved employees / 65% to LWDA (was 25%/75%)
• Cap: $9,000 per aggrieved employee for most violations
• Standing: Only employees who personally experienced a violation may bring a claim
• Cure provisions: Expanded early-cure rights — fixing issues fast can reduce exposure
• Attorney fees: Still recoverable by a prevailing plaintiff

This is an educational estimate based on the numbers you enter and current statutory rates — not a prediction, a legal opinion, or a bill. Actual exposure depends on violation frequency, cure actions taken, arbitration agreements, and judicial interpretation. For a specific situation, talk to a PAGA defense attorney. BizHR / M.E. Consulting accepts no liability for decisions made from calculator output.