Use this unpaid wages guide to build a clear demand letter for Minneapolis.
Understanding Unpaid Wages Claims in Minneapolis, Minnesota
Minneapolis workers across all industries deserve to be paid fully and on time for every hour they work. Whether you work in the thriving healthcare sector at one of the Twin Cities' major hospital systems, in the growing tech industry in the North Loop, in retail at the Mall of America or local shops, or in the hospitality industry serving the city's vibrant restaurant and entertainment scene, Minnesota law provides strong protections when employers fail to pay wages you have earned. Understanding these rights is essential for recovering the compensation you are owed.
Minnesota has some of the strongest wage protection laws in the country, established through the Minnesota Fair Labor Standards Act (Minnesota Statutes Chapter 177) and the Payment of Wages Act (Minnesota Statutes Chapter 181). These laws establish minimum wage requirements, overtime rules, and strict requirements for when and how employees must be paid. Minneapolis has gone further with its own minimum wage ordinance, currently requiring higher wages than state or federal law for most employers.
A well-crafted demand letter is often the most effective first step when employers fail to pay wages owed. Before filing claims with the Minnesota Department of Labor and Industry, the Minneapolis Labor Standards Enforcement Division, or pursuing civil court action, a formal demand letter demonstrates that you understand your legal rights and are prepared to enforce them. Many employers will pay outstanding wages promptly once they receive a professionally written demand referencing specific Minnesota statutes.
Common wage violations in Minneapolis include failure to pay minimum wage (including the higher Minneapolis minimum), unpaid overtime for hours over 40 in a workweek, off-the-clock work requirements, illegal tip pooling or retention, failure to provide final paychecks on time, improper deductions from wages, and misclassification of employees as independent contractors. Minnesota law provides remedies for all these violations, including the potential for penalty wages when employers willfully fail to pay.
This comprehensive guide will walk you through Minnesota's wage and hour laws, explain exactly how to document unpaid wage claims, and teach you to write a demand letter that compels employer compliance. You will learn what wages you are entitled to, what deadlines apply, and what enforcement options are available through state agencies and civil courts.
Minnesota Wage and Hour Laws for Minneapolis Workers
The Minnesota Fair Labor Standards Act (MFLSA), found in Minnesota Statutes Chapter 177, establishes the framework for minimum wage and overtime requirements in Minnesota. Section 177.24 sets the state minimum wage, which applies to most employers. However, Minneapolis workers benefit from the Minneapolis Minimum Wage Ordinance, which sets higher minimum wages that supersede state requirements. As of 2024, large Minneapolis employers (101+ employees) must pay at least $15.57 per hour, while small employers (100 or fewer) must pay at least $14.50 per hour, with annual adjustments for inflation.
Minnesota's overtime law, found in Section 177.25, requires employers to pay one and one-half times the regular rate for hours worked over 48 in a workweek. However, most Minneapolis workers are also covered by the federal Fair Labor Standards Act (FLSA), which requires overtime after 40 hours. Employees are entitled to whichever law provides greater protection, meaning most Minneapolis workers receive overtime for hours over 40. Certain employees are exempt from overtime based on their job duties and salary level, but exemptions are narrowly construed.
The Minnesota Payment of Wages Act, codified in Minnesota Statutes Chapter 181, establishes strict requirements for wage payment. Section 181.101 requires employers to pay wages at least once every 31 days on regular paydays. Section 181.13 requires payment of final wages within specific timeframes when employment ends: within 24 hours if the employee is terminated, or on the next regular payday but not more than 20 days after termination if the employee quits.
Section 181.14 provides powerful remedies for failure to pay final wages. If an employer fails to pay wages within the required time without good faith dispute, the wages continue as a penalty at the same rate for up to 15 days or until paid, whichever is shorter. This penalty provision can significantly increase recovery for workers whose employers delay final payment.
Minnesota Statutes Section 181.79 prohibits unauthorized deductions from wages. Employers cannot deduct from wages for breakage, cash shortages, lost property, or similar reasons unless the employee expressly authorizes the deduction in writing or the employer has court authorization. Deductions cannot reduce wages below minimum wage, and employers cannot use deduction threats to coerce employees.
Section 181.722 addresses wage theft, making it a criminal offense for employers to intentionally fail to pay wages, make false statements to reduce wages, or retaliate against employees who report wage violations. This criminal penalty creates additional leverage when pursuing civil claims.
The Minneapolis Labor Standards Enforcement Division enforces the city's minimum wage, sick and safe time, and scheduling ordinances. This local agency can investigate complaints, order payment of back wages, and impose civil penalties on violating employers. Workers can file complaints with both the city and the Minnesota Department of Labor and Industry.
The statute of limitations for wage claims in Minnesota is generally two years for statutory violations and six years for breach of contract claims. However, the FLSA has a two-year limitation (three years for willful violations). Acting promptly preserves your full recovery and maintains evidence quality.
Step-by-Step Guide to Unpaid Wages Demand Letters in Minneapolis
Before writing your demand letter, compile comprehensive documentation of your work hours and compensation. Gather pay stubs, timesheets, time clock records, work schedules, and any personal logs of hours worked. If your employer failed to provide proper records, reconstruct your hours from memory, calendar entries, emails showing work times, and any other available evidence. Calculate the difference between what you were paid and what you should have been paid.
Determine which minimum wage applies to your situation. The Minneapolis minimum wage depends on employer size and is higher than the Minnesota state minimum. Verify whether you are entitled to overtime for hours over 40 per week under the FLSA or over 48 per week under Minnesota law. Check whether your job duties and salary qualify for any overtime exemptions. Research any applicable prevailing wage requirements if you work on public construction projects.
Review your pay history for all potential violations, not just the most obvious ones. Consider unpaid overtime, minimum wage violations, off-the-clock work, unpaid training time, unpaid travel time between worksites, illegal tip pooling or retention, improper deductions, and failure to pay final wages on time. Each violation represents additional recovery potential.
Determine the full amount you are owed, including all unpaid wages, overtime premiums, and any statutory penalties. For final wage violations, calculate penalty wages under Section 181.14 at your regular rate for up to 15 additional days. For minimum wage violations, calculate the difference between what you were paid and the applicable minimum (including Minneapolis rates) for each hour worked. For overtime violations, calculate the premium owed for each overtime hour.
Determine who is legally responsible for paying your wages. This may be different from your day-to-day supervisor or the name on your paycheck. Search Minnesota Secretary of State records for the registered business name and address. For staffing agency workers, both the agency and the client company may be liable. For franchise businesses, consider whether the franchisor is a joint employer.
Prepare your letter in formal business format. Clearly identify yourself, your dates of employment, your position, and your regular pay rate. State that you are demanding payment of wages owed under Minnesota Statutes Chapters 177 and 181 and the Minneapolis Minimum Wage Ordinance. Provide a clear, itemized calculation of all wages owed, broken down by category (regular wages, overtime, minimum wage differential, penalties).
Cite the specific Minnesota statutes your employer has violated. Reference Section 177.24 for minimum wage violations, Section 177.25 for overtime violations, Section 181.13 for final wage timing violations, Section 181.14 for penalty wages, and Section 181.79 for illegal deductions. Cite the Minneapolis Minimum Wage Ordinance if applicable. Explain briefly how your employer's conduct violates each cited provision.
Attach copies of any documentation supporting your claim: pay stubs showing incorrect amounts, timesheets showing hours worked, schedules showing work assignments, emails demonstrating work during off-the-clock hours, and your personal logs of hours. This evidence demonstrates the strength of your claim and the seriousness of your demand.
Give your employer 14 days to pay all wages owed. This is reasonable for most wage claims. For employers who have already delayed payment significantly, a shorter deadline may be appropriate. Specify the exact date by which payment must be received, not just a number of days.
State that you will file complaints with the Minnesota Department of Labor and Industry, the Minneapolis Labor Standards Enforcement Division, and the U.S. Department of Labor Wage and Hour Division if payment is not received. Note that you will pursue civil action in Hennepin County courts, where you may recover double damages for willful violations under the FLSA plus attorney's fees. Reference the criminal penalties for wage theft under Section 181.722.
Send your demand letter via USPS Certified Mail with Return Receipt Requested to the employer's registered address. Also send a copy by email to any company email addresses you have. For corporate employers, consider sending to both local management and corporate headquarters. Retain copies of everything you send and proof of delivery.
While waiting for a response, gather additional evidence and prepare for escalation. Research the procedures for filing complaints with the Minnesota Department of Labor and Industry and the Minneapolis Labor Standards Enforcement Division. If your employer does not respond by your deadline, proceed with filing administrative complaints and consider consulting an employment attorney for potential civil litigation.
Essential Evidence for Unpaid Wages Claims in Minneapolis
Pay stubs and payment records are the most important evidence for wage claims. Gather all pay stubs you received during your employment, noting any discrepancies between hours worked and hours paid. Obtain bank records showing direct deposit amounts and dates. If you were paid by check, gather copies of checks or bank deposit records. This documentation establishes what you were actually paid and allows comparison with what you should have been paid.
Timekeeping records document the hours you actually worked. Gather any timesheets, time clock records, punch cards, or electronic timekeeping printouts. If your employer maintained a time and attendance system, request copies of your records. Under Minnesota law, employers must maintain accurate records of hours worked, and employees have the right to review their personnel files including time records.
Work schedules establish when you were required to work. Gather posted schedules, emailed schedules, scheduling app screenshots, and any documentation of shift assignments. These records help prove hours worked when timekeeping records are incomplete or disputed. Schedule changes should also be documented.
Personal work logs become critical when employer records are incomplete or falsified. Create contemporaneous notes of hours worked, including start times, end times, and any unpaid break periods. Record dates when you worked off-the-clock, through lunches, or from home. Courts give significant weight to personal logs that were created at or near the time work was performed.
Communication records demonstrate work during disputed hours. Save emails, text messages, and instant messages sent or received during times you claim to have worked. Screenshot work-related app activity showing timestamps. Communications sent early morning, late evening, or on weekends can prove off-the-clock work. Gather any communications from supervisors requiring or acknowledging extra work.
Employment documents establish the terms of your employment. Retain your offer letter, employment agreement, employee handbook, and any written policies about pay, overtime, and timekeeping. These documents show what you were promised and what policies governed your employment. They may also contain admissions about employer obligations.
Witness information strengthens claims that may otherwise rely solely on your testimony. Identify coworkers who worked similar hours, witnessed your work, or experienced similar wage violations. Obtain their contact information and, if possible, written statements about what they observed. Coworker testimony can corroborate your hours and demonstrate patterns of violations affecting multiple employees.
Job duties documentation becomes relevant for overtime exemption disputes. If your employer claims you were exempt from overtime, gather evidence of your actual job duties. Keep job descriptions, but also document what you actually did day-to-day, as courts look at actual duties rather than titles. Exemptions are narrowly construed, and many workers classified as exempt actually qualify for overtime.
Organize all evidence chronologically and create both physical and digital copies. Calculate totals by pay period and overall. Create a clear spreadsheet showing hours worked, amounts paid, amounts owed, and applicable legal provisions for each category of claim. This organization helps enforcement agencies and courts understand your claim quickly.
Critical Deadlines for Unpaid Wages Claims in Minnesota
The statute of limitations for wage claims depends on the legal theory you pursue. Claims under the federal Fair Labor Standards Act have a two-year limitation period, extended to three years for willful violations. Claims under Minnesota Statutes Chapters 177 and 181 generally have a two-year limitation. Breach of contract claims for unpaid wages have a six-year limitation under Minnesota's general contract statute. Identify all applicable theories and their limitations when calculating your claim period.
Final wage deadlines are strict under Minnesota law. When employment ends by termination, Section 181.13 requires employers to pay all wages earned within 24 hours. When employment ends by resignation, wages must be paid on the next regular payday but not more than 20 days after termination. Failure to meet these deadlines triggers penalty wages under Section 181.14.
Penalty wages for delayed final payment accrue under Section 181.14 at your regular rate for each day payment is delayed, up to 15 days. Calculate these penalties from the deadline date (24 hours or next regular payday) until actual payment or 15 days, whichever is shorter. These penalties can significantly increase recovery for delayed final payments.
Minnesota Department of Labor and Industry complaints should be filed promptly. While there is no strict filing deadline, the agency's ability to help diminishes as time passes. Evidence becomes harder to gather, witnesses become unavailable, and employers may dispose of records. File complaints within months, not years, of the violation.
Minneapolis Labor Standards Enforcement Division complaints for minimum wage, sick and safe time, and scheduling violations should also be filed promptly. The city actively enforces its ordinances and can order back pay, penalties, and fines. Timely complaints maximize your recovery potential.
Demand letter response periods should be calibrated to the urgency of your situation. For recent wage theft, 14 days is reasonable. For final wage violations where statutory deadlines have already passed, a shorter period like 7 days may be appropriate. Always specify a specific date rather than just a number of days.
Court filing deadlines depend on your claim amount and the court you choose. Hennepin County Conciliation Court handles claims up to $15,000 with hearings typically scheduled within 30 to 60 days of filing. District Court handles larger claims but has longer timelines. Federal court is available for FLSA claims regardless of amount.
A typical timeline for wage claims follows this pattern: immediate documentation upon discovering violations, informal demand to employer within 7 to 14 days, formal demand letter if no response within 14 days, administrative complaints to state and city agencies within 30 to 60 days if no resolution, civil court filing within 90 days if necessary. Continue working during employment-related disputes if possible, as resignation may complicate some claims.
Common Mistakes to Avoid in Minneapolis Unpaid Wages Claims
Failing to document hours worked contemporaneously is the most damaging mistake workers make. As soon as you suspect wage violations, begin keeping detailed personal records of hours worked. Courts give substantial weight to contemporaneous logs but are skeptical of records reconstructed months later solely for litigation. Note start times, end times, breaks, and any off-the-clock work every day.
Not understanding which minimum wage applies leads to under-claiming. Minneapolis has a higher minimum wage than Minnesota state law, and rates depend on employer size. Research the current Minneapolis minimum wage for your employer category and calculate claims based on the applicable rate. Many workers do not realize they are entitled to higher wages under local law.
Accepting misclassification without challenge loses significant overtime rights. Many employers misclassify workers as exempt from overtime or as independent contractors when they do not qualify. Exemptions are narrow and require both salary and duties tests. Independent contractor status requires actual independence in how work is performed. Challenge classifications that do not match your actual situation.
Failing to claim all categories of wages owed results in under-recovery. Many workers focus on one obvious violation while overlooking others. Review your entire pay history for minimum wage violations, overtime, off-the-clock work, unpaid training, unpaid travel time, illegal deductions, and tip violations. Each category represents additional recovery.
Not calculating penalty wages for final pay violations leaves money on the table. Section 181.14 provides penalty wages at your regular rate for up to 15 days when employers fail to pay final wages on time. Many workers forget to include these penalties, which can add two weeks of additional wages to your claim.
Sending unprofessional or threatening demand letters undermines credibility. While you have every right to be angry about wage theft, demand letters should be professional, factual, and legally grounded. Cite specific statutes, calculate damages precisely, and avoid emotional language. Threats of violence or other illegal action hurt your position.
Failing to file with all applicable agencies limits your leverage. File complaints with both the Minnesota Department of Labor and Industry and the Minneapolis Labor Standards Enforcement Division if your employer violated both state law and city ordinances. Each agency has different enforcement tools and penalties. Multiple filings increase pressure on employers.
Waiting too long to pursue claims allows evidence to disappear and statutes of limitations to run. Employers dispose of records, witnesses leave, and memories fade. The two-year FLSA limitation and two-year state limitations mean claims older than two years may be barred entirely. Act within months of discovering violations.
Not understanding collective action potential misses opportunities. Under the FLSA, wage violations affecting multiple employees can be pursued as collective actions where all affected workers join a single lawsuit. This increases leverage and efficiency. If you know coworkers experienced similar violations, consider collective approaches.
Failing to consult an employment attorney for significant claims may reduce recovery. Many employment attorneys handle wage cases on contingency, meaning you pay nothing unless you win. For claims involving multiple violations, long time periods, or potential class-wide issues, professional legal assistance often maximizes recovery and handles complex procedural requirements.
Frequently Asked Questions About Unpaid Wages in Minneapolis
The Minneapolis minimum wage depends on employer size. As of 2024, large employers with 101 or more employees must pay at least $15.57 per hour, while small employers with 100 or fewer employees must pay at least $14.50 per hour. These rates are adjusted annually for inflation. The Minneapolis minimum wage is higher than both the Minnesota state minimum and the federal minimum, and Minneapolis workers are entitled to the highest applicable rate.
Under Minnesota Statutes Section 181.13, if you are terminated, your employer must pay all wages earned within 24 hours. If you quit, your employer must pay on the next regular payday but not more than 20 days after termination. If your employer fails to meet these deadlines, you may be entitled to penalty wages at your regular rate for up to 15 additional days under Section 181.14.
Most Minneapolis workers are entitled to overtime at one and one-half times their regular rate for hours worked over 40 in a workweek under the federal Fair Labor Standards Act. Minnesota state law requires overtime after 48 hours. You are entitled to whichever law provides greater protection. Some workers are exempt from overtime based on job duties and salary, but exemptions are narrow and must meet specific tests.
Minnesota Statutes Section 181.79 strictly limits paycheck deductions. Employers cannot deduct for breakage, cash shortages, lost property, or similar reasons unless you expressly authorize the deduction in writing or the employer has court authorization. Even authorized deductions cannot reduce your wages below minimum wage. Threats of deductions to coerce employees are also prohibited.
Minnesota Conciliation Court handles claims up to $15,000. This covers most individual wage claims including back wages, overtime, penalty wages, and other damages. If your total claim exceeds $15,000, you would need to file in District Court or federal court. Many workers find Conciliation Court efficient for recovering unpaid wages because of its simpler procedures and faster hearings.
For state law violations, file with the Minnesota Department of Labor and Industry at (651) 284-5070 or online at www.dli.mn.gov. For Minneapolis minimum wage and other city ordinance violations, file with the Minneapolis Labor Standards Enforcement Division at (612) 673-2282. For federal FLSA violations, file with the U.S. Department of Labor Wage and Hour Division at (866) 487-9243. You can file with multiple agencies simultaneously.
Many employers misclassify workers as independent contractors to avoid wage and hour obligations. Under Minnesota law, classification depends on the actual nature of the working relationship, not just what the employer calls you. Factors include your control over how work is done, whether you provide your own tools, and whether you work for multiple clients. If you are economically dependent on one employer who controls your work, you are likely an employee entitled to wage protections.
No, Minnesota and federal law prohibit retaliation against workers who complain about wage violations, file complaints with enforcement agencies, or participate in wage investigations. Section 181.932 protects employees who report violations. If you experience retaliation, you may have additional claims for damages beyond your unpaid wages. Document any adverse actions taken after you assert your wage rights.
What to Expect When Settling Unpaid Wages Disputes in Minneapolis
Settlement expectations for unpaid wage claims depend on the strength of your documentation, the types of violations involved, potential liquidated damages and penalties, and your employer's assessment of litigation risk. Understanding realistic outcomes helps you evaluate settlement offers and decide whether to accept resolution or proceed with formal claims.
For clearly documented wage violations with good records, expect to recover the full amount of unpaid wages plus applicable penalties. When you have pay stubs, timekeeping records, and evidence showing the discrepancy between hours worked and wages paid, employers face straightforward liability. A well-drafted demand letter often produces payment without formal proceedings.
Penalty wages for final pay violations under Section 181.14 can significantly increase recovery. These penalties accrue at your regular rate for up to 15 days of delayed payment. Employers understand this exposure and often settle quickly once they realize penalties are accumulating. Calculate and demand full penalty wages when applicable.
Overtime claims are often substantial. Unpaid overtime at premium rates of 1.5 times regular pay adds up quickly. For workers who regularly worked 50 or more hours per week without overtime pay, claims covering even a few months can reach thousands of dollars. FLSA provides for liquidated damages equal to the amount of unpaid overtime for willful violations, potentially doubling your recovery.
Employer sophistication affects settlement dynamics. Large employers with HR departments and legal counsel often settle promptly to avoid regulatory attention and litigation costs. Small employers may be less familiar with wage laws but may also have fewer resources to defend claims. Staffing agencies face significant exposure and often settle quickly.
Administrative complaints provide leverage beyond demand letters. When employers learn that complaints have been filed with the Minnesota Department of Labor and Industry, the Minneapolis Labor Standards Enforcement Division, or the U.S. Department of Labor, they face investigation, potential penalties, and increased scrutiny. Many employers settle after agency involvement to minimize exposure.
Collective action potential affects settlement values. If your employer violated wage laws affecting multiple workers, the potential for class or collective litigation dramatically increases employer exposure. Even individual workers can reference this potential when negotiating, as employers want to resolve matters before other workers become aware of potential claims.
Always document settlement agreements in writing. Specify the exact amount to be paid, payment timing, and what claims are being resolved. Be cautious about broad releases that waive claims you have not been compensated for or that prevent you from filing regulatory complaints. Some releases may be unenforceable under wage and hour laws.
If settlement fails, civil court and administrative proceedings provide effective remedies. Conciliation Court handles claims up to $15,000 efficiently. The FLSA provides for attorney's fees, making legal representation feasible for significant claims. State and city agencies can order back pay, penalties, and fines. The credible threat of formal action often produces better settlements.
Minneapolis Unpaid Wages Resources and Contacts
Minnesota Department of Labor and Industry
Enforces state wage and hour laws and investigates complaints.
Phone: (651) 284-5070
Toll-Free: (800) 342-5354
Website: www.dli.mn.gov
Address: 443 Lafayette Road North, St. Paul, MN 55155
File complaints online or by phone for minimum wage, overtime, and payment violations.
Minneapolis Labor Standards Enforcement Division
Enforces Minneapolis minimum wage, sick and safe time, and scheduling ordinances.
Phone: (612) 673-2282
Website: www.minneapolismn.gov/government/departments/civil-rights/labor-standards
File complaints for violations of Minneapolis-specific labor ordinances.
U.S. Department of Labor - Wage and Hour Division (Minneapolis)
Enforces federal Fair Labor Standards Act.
Phone: (866) 487-9243
Local Office: (612) 370-3341
Address: 330 Second Avenue South, Suite 550, Minneapolis, MN 55401
Website: www.dol.gov/agencies/whd
File complaints for federal minimum wage and overtime violations.
Hennepin County Conciliation Court
Handle wage claims up to $15,000.
Location: Hennepin County Government Center
Address: 300 South Sixth Street, Minneapolis, MN 55487
Phone: (612) 348-5181
Website: www.mncourts.gov/Find-Courts/Hennepin.aspx
Mid-Minnesota Legal Aid
Free legal services for eligible low-income workers.
Phone: (612) 334-5970
Website: www.mylegalaid.org
Provides assistance with wage claims for qualifying clients.
Volunteer Lawyers Network
Pro bono legal assistance for qualifying individuals.
Phone: (612) 752-6677
Website: www.vlnmn.org
Minnesota State Bar Association Lawyer Referral
Referrals to employment attorneys.
Phone: (612) 752-6699
Website: www.mnbar.org/public/lawyer-referral
Centro de Trabajadores Unidos en la Lucha (CTUL)
Worker center supporting low-wage workers with workplace issues.
Phone: (612) 306-4422
Website: www.ctul.net
Minnesota Attorney General's Office
Consumer and worker protection information.
Phone: (651) 296-3353
Toll-Free: (800) 657-3787
Website: www.ag.state.mn.us
Equal Employment Opportunity Commission (Minneapolis)
Handles discrimination-related wage claims.
Phone: (800) 669-4000
Address: 330 Second Avenue South, Suite 720, Minneapolis, MN 55401
Website: www.eeoc.gov
The Wage War Playbook
Know the Deadlines
Most states give employers a limited time to fix wage violations. Know your state's laws.
Document the Theft
Timesheets, emails, texts, promises… gather every shred of evidence.
Calculate *Everything*
Regular hours, overtime, breaks, commissions. Don't let them shortchange you a single cent.
Your Paycheck's Bill of Rights
Many states have serious penalties for wage theft, including double or triple damages. Know your rights.
Minnesota Unpaid Wages Laws
Applicable Laws
- Minnesota Fair Labor Standards Act
- Minnesota Wage Theft Law
- Minn. Stat. § 177.21 to 177.44
- Minn. Stat. § 181.01
Small Claims Limit
$15,000
Consumer Protection Agency
Minnesota Department of Labor and Industry
Wage War FAQ
When should I send a demand letter?
The moment they miss a payment or short your check. Don't let it slide - delays can hurt your claim.
What if they retaliate?
Retaliation for wage complaints is illegal in most states. Document everything and consider filing with your state labor board.
Can I recover unpaid overtime?
Yes. If you worked over 40 hours/week and weren't paid time-and-a-half, you may recover the unpaid amount plus penalties.
What about my final paycheck?
Most states require final paychecks within days of termination. Late payment often triggers automatic penalties.
How far back can I claim unpaid wages?
Typically 2-3 years for federal claims, but state laws vary. Some states allow claims going back further.
Do I need to prove my hours?
Any evidence helps: timecards, emails with timestamps, text messages, witness statements, or reconstructed schedules.
Can I file anonymously?
Not typically, but there are strong anti-retaliation protections. Some claims through labor boards offer more privacy than lawsuits.
About FreeDemandLetter
FreeDemandLetter provides free, AI-powered demand letter generation with location-specific legal citations. Our content is reviewed by subject matter specialists and regularly updated to reflect current laws. We help thousands of people resolve disputes effectively—but we're not lawyers, and this isn't legal advice. For complex situations, consult a licensed attorney in your jurisdiction.