Required to Train, But Never Paid for It?
If your employer made you attend mandatory training and didn't pay you, that time was likely owed to you. We can help you find out what you're owed.
WORKERS REPRESENTED NATIONWIDE
IN WAGES RECOVERED
CONSULTATION FEE
When Must Employers Pay For Training?
Has your employer ever asked you to attend a training, workshop, or orientation, and then never paid you for that time? If the training was required for your job, that time is usually paid time, even if it happened outside your normal work hours. Some employers try to get around this. They schedule training off the clock, call it optional when it isn't, or just hope employees won't ask questions. If you were required to attend and weren't paid, you may have the right to recover those lost wages.
Under the Fair Labor Standards Act, the general rule is simple: if your employer requires you to attend a training, course, meeting, or workshop, you must be paid for that time, just like any other hours you work. The key word is required. Once your employer makes attendance mandatory, in almost every case, the clock should be running.
Where This Rule Comes From
The idea that some training doesn't have to be paid actually goes back decades. In Walling v. Portland Terminal Co. (1947), the Supreme Court looked at a railroad's brakeman training program. The Court ruled that trainees aren't automatically "employees" under the FLSA if the training mostly benefits the trainee rather than the company. This case became the foundation for what courts now call the primary beneficiary test, and it still shapes how training pay disputes get decided today.
That said, this exception is narrow. It rarely applies to current employees attending job-related training. Courts generally look at all of the following before letting an employer skip paying for training time:
What This Means For You
If even one of these things isn't true, in most cases, your employer likely owes you pay for that time.
What Rate Should You Be Paid?
The FLSA doesn't set an exact dollar rate for what you should be paid when you are training. But employers must generally pay your regular hourly rate for mandatory training, especially when it happens during normal work hours. If training runs longer than your usual shift, that extra time typically counts toward overtime too.
Some states go further than federal law. In California, for example, employers may also have to pay you back for costs tied to required training, including registration fees, materials, and travel expenses. Rules like these vary by state and even by city, so what you could be owed for your training depends a lot on where you work.
What To Do If You Weren't Paid
If you weren't paid for mandatory training, keeping records helps. Pay stubs, training schedules, sign-in sheets, and any emails or texts about the training are all useful if you decide to pursue a claim. Depending on your situation, you may be entitled to your unpaid wages, plus additional damages on top of that.
Related Wage & Hour Claims
We handle a wide range of wage and hour disputes, beyond expense reimbursement, including:
Arbitration Agreements
Meal & Rest Break Violations
Time Shaving
Unpaid Training
Minimum Wage Violations
Employee Misclassification
Unpaid Commissions
Untimely Wage Payments
Employer Tip-Theft
Off-the-Clock Work
Unpaid Overtime
Frequently Asked Questions
There is no cost. We offer free and confidential case reviews to help you understand your options. We do not charge any upfront legal fees. We only receive attorney fees if we win a financial recovery for you.
Getting started is straightforward. You can fill out our secure online form or call our office directly. A case manager will review your job details, look for qualifying wage violations, and let you know whether you may have a claim. This initial review is free and takes only a few minutes.
Federal and state laws prohibit employers from punishing or terminating workers for reporting wage violations or participating in a legal claim. This type of unfair treatment is called retaliation, and it is illegal. If your employer takes adverse action against you, our firm can advise you on your rights.
No. Your initial consultation with our firm is private and confidential. We will not contact your employer or notify them that you spoke with us. You can check your eligibility and learn about your rights without your employer's knowledge.
How Our Wage Recovery Process Works
Start your free, no-risk case review in about 10 minutes.
Submit Your Secure Form
Tell us about your missing pay through our confidential online form. We will review your details and follow up within 24 hours. Need answers right away? Call (888) 992-2990.
Get Your Free Consultation
A case manager will spend about 10 minutes reviewing your situation, looking for qualifying violations like unpaid overtime, off-the-clock work, or regular rate errors. Clear advice, no obligation.
We Build Your Case
If you have a valid claim, we get to work right away. Our team handles the paperwork, gathers the evidence, and builds a legal strategy suited to your situation.
We Recover Your Wages
Once we have the facts, our legal team pursues the full amount you are owed. You receive updates throughout the process and pay nothing out of pocket. Attorney fees are collected only if we win.
Talk to an Unpaid Training Attorney
We offer free, confidential consultations and only get paid if we recover money for you. Find out if your employer owes you money.