Use this unpaid wages guide to build a clear demand letter for St. Louis.
Understanding Unpaid Wage Claims in St. Louis, Missouri
St. Louis workers across all industries, from healthcare professionals at the city's major medical centers to hospitality workers in downtown hotels, from warehouse employees in the logistics hubs to retail workers in Galleria-area shops, have legal rights to receive the wages they have earned. When employers fail to pay wages owed, whether through deliberate wage theft or administrative failures, Missouri law provides remedies for recovery. Understanding these rights is essential for St. Louis workers seeking to recover their hard-earned pay.
Missouri wage and hour law, governed primarily by Chapter 290 of the Missouri Revised Statutes, establishes minimum wage requirements, overtime obligations, and procedures for wage claims. The Missouri Department of Labor and Industrial Relations enforces these laws and provides administrative remedies for workers with wage complaints. Additionally, federal law under the Fair Labor Standards Act (FLSA) provides overlapping protections that may offer additional remedies.
Common wage violations experienced by St. Louis workers include failure to pay minimum wage, unpaid overtime for hours worked beyond 40 per week, off-the-clock work requirements, illegal deductions from paychecks, misclassification of employees as independent contractors to avoid wage requirements, final paycheck delays after termination, and tip theft or improper tip pooling. These violations affect workers across all sectors of the St. Louis economy.
A well-crafted demand letter is often an effective first step in recovering unpaid wages. It demonstrates your knowledge of Missouri wage law, creates a documented record of your claim, and frequently motivates employers to pay what they owe to avoid the costs and consequences of legal action. Many employers will resolve legitimate wage claims promptly upon receiving a professional demand letter that clearly articulates their legal obligations.
This comprehensive guide will explain Missouri's wage and hour laws in detail, help you calculate wages you may be owed, provide step-by-step instructions for creating an effective demand letter, identify critical deadlines you must meet, and highlight common mistakes that undermine wage claims. Whether you're dealing with a small local employer or a large corporation, understanding your rights empowers you to recover wages that rightfully belong to you.
St. Louis workers should also be aware of federal protections under the Fair Labor Standards Act, which may provide additional remedies including liquidated damages that can double your recovery. In some cases, pursuing both state and federal claims may be appropriate. This guide covers both Missouri state law and relevant federal protections.
Missouri Wage and Hour Laws for St. Louis Workers
Missouri's wage and hour laws are primarily found in Chapter 290 of the Missouri Revised Statutes. These laws establish minimum wage requirements, overtime obligations, wage payment timing, and remedies for violations. Understanding this legal framework is essential for St. Louis workers seeking to recover unpaid wages.
Missouri Minimum Wage: Missouri's minimum wage is established by Section 290.502 RSMo and is adjusted annually based on the Consumer Price Index. As of 2024, Missouri's minimum wage is $12.30 per hour, significantly higher than the federal minimum of $7.25. Workers in St. Louis are entitled to the state minimum wage regardless of the size of their employer. Tipped employees may be paid a lower direct wage ($6.15 per hour as of 2024) if their tips bring total compensation to at least minimum wage.
Overtime Requirements: Under Section 290.505 RSMo and the federal Fair Labor Standards Act, most employees must receive overtime pay at 1.5 times their regular rate for hours worked beyond 40 in a workweek. Missouri follows federal overtime rules, so employees covered by the FLSA are entitled to overtime. Certain categories of employees are exempt from overtime requirements, including bona fide executive, administrative, and professional employees meeting specific salary and duties tests.
Wage Payment Requirements: Section 290.080 RSMo requires employers to pay wages at regular intervals not to exceed 16 days apart (semi-monthly). Wages must be paid in lawful money or negotiable bank checks. Section 290.110 RSMo addresses payment upon termination, requiring employers to pay all wages due upon demand when an employee is terminated or resigns.
Prohibited Deductions: Missouri law limits what employers can deduct from wages. Deductions generally require written employee authorization. Employers cannot make deductions that bring pay below minimum wage. Illegal deductions include charges for breakage, shortages, or equipment without proper authorization, uniform costs that reduce pay below minimum wage, and deductions for alleged employee negligence without proper procedures.
The Missouri Department of Labor and Industrial Relations enforces state wage laws and accepts wage complaints from workers. The Department can investigate complaints, order employers to pay wages owed, and assess penalties for violations. Filing a complaint with the Department is free and does not require an attorney.
Federal Fair Labor Standards Act: The FLSA provides additional protections for workers and overlaps with Missouri law. The FLSA requires minimum wage, overtime pay, recordkeeping, and child labor standards. Importantly, the FLSA provides for liquidated damages equal to the unpaid wages owed, effectively doubling recovery in willful violation cases. The FLSA also provides for recovery of attorney's fees, making legal representation more accessible.
Statutes of Limitations: Under Missouri law, wage claims generally must be brought within three years. Federal FLSA claims must be filed within two years, or three years for willful violations. These deadlines are strictly enforced, so prompt action is essential.
Anti-Retaliation Protections: Both Missouri and federal law prohibit employer retaliation against workers who assert their wage rights. Under Section 290.140 RSMo, employers cannot discharge or discriminate against employees for filing wage complaints or participating in proceedings. The FLSA provides similar protections. Retaliation can result in additional damages.
Class and Collective Actions: For widespread wage violations affecting multiple employees, class actions under state law or collective actions under the FLSA may be appropriate. These mechanisms allow workers to join together to pursue claims, making smaller individual claims economically viable and increasing pressure on employers to comply with wage laws.
Step-by-Step Guide to Unpaid Wage Demand Letters in St. Louis
Before drafting a demand letter, you must accurately calculate the wages owed to you. Review your pay stubs, timesheets, work schedules, and any other records showing hours worked. For minimum wage claims, calculate the difference between what you were paid and what minimum wage requires for hours worked. For overtime claims, identify all weeks where you worked more than 40 hours and calculate the overtime premium owed (0.5 times your regular rate for each overtime hour). For other wage claims (final pay, illegal deductions, etc.), document the specific amounts involved.
Collect all documents supporting your wage claim. This includes pay stubs showing payments received; timesheets, time clock records, or work schedules; employment contracts, offer letters, or employee handbooks; written policies regarding pay, overtime, or deductions; communications about wages, hours, or compensation; bank statements showing deposits; any notes or records you kept of hours worked; and contact information for coworkers who can corroborate your claims.
Identify the correct legal name and address of your employer. This may be different from the business name you know. Search the Missouri Secretary of State's business database at sos.mo.gov to find the registered business name, registered agent, and principal business address. For larger employers, you may need to send demands to both the local workplace and corporate headquarters.
Identify which wage laws your employer violated. Missouri minimum wage law applies to most employers in the state. Federal FLSA applies to enterprises with annual gross sales of at least $500,000 or to employees individually engaged in interstate commerce. Understanding which laws apply determines your potential remedies and where you can file complaints.
Prepare a professional demand letter that includes your full name, address, and contact information; the employer's legal name and address; your dates of employment and job position; a clear statement of the wages owed, broken down by type (minimum wage, overtime, final pay, etc.); the specific time period covered by your claim; specific legal violations, citing relevant sections of Missouri law (Chapter 290 RSMo) and/or the FLSA; your calculation showing how you determined the amount owed; a specific dollar amount demanded; a deadline for payment (typically 14-21 days); and consequences if the employer fails to pay.
In your demand letter, explain the legal consequences of continued non-payment. Reference that Missouri law provides for recovery of unpaid wages and that the Missouri Department of Labor can order payment and assess penalties. For FLSA claims, note that employees may recover liquidated damages equal to the unpaid wages (double recovery) for willful violations, plus attorney's fees. Make clear that you are prepared to pursue all available remedies.
Provide the employer a reasonable time to respond and pay, typically 14 to 21 days. This deadline should be specific (a calendar date, not 'two weeks'). Make clear that failure to pay by the deadline will result in you pursuing administrative complaints, legal action, or both.
Send your demand letter via USPS Certified Mail with Return Receipt Requested to create proof of delivery. Keep the green card return receipt with your records. Also send a copy via email to HR or your former supervisor if you have their email addresses. Retain copies of everything you send.
After sending your demand letter, mark the deadline on your calendar. If you don't receive a response as the deadline approaches, consider sending a follow-up communication. Track any employer responses carefully. If the employer offers partial payment or disputes your calculations, evaluate their position against your documentation.
If the employer does not pay by your deadline, proceed with escalation. File a wage complaint with the Missouri Department of Labor and Industrial Relations. For FLSA claims, file a complaint with the U.S. Department of Labor Wage and Hour Division. Consider consulting with an employment attorney about filing a lawsuit, especially for significant amounts or cases involving multiple employees.
Unpaid wage claims can be pursued through several channels. The Missouri Department of Labor provides an administrative process for wage complaints. The U.S. Department of Labor handles federal FLSA complaints. Missouri small claims court (Associate Circuit Court) handles claims up to $5,000 for individual employees. Regular state or federal courts handle larger claims and class/collective actions. Choose the forum most appropriate for your situation.
Both Missouri and federal law prohibit retaliation against workers who assert wage claims. Document any changes in your treatment, schedule, pay, or job responsibilities after you raise wage concerns. If you experience retaliation, document it carefully and include retaliation claims in your legal action. Retaliation can result in additional damages beyond the wages owed.
Evidence Checklist for Unpaid Wage Claims in St. Louis
Pay Records and Pay Stubs: Your pay stubs are primary evidence of what you were actually paid. Collect all pay stubs for the period in dispute, plus stubs from before and after for comparison. Pay stubs typically show hours worked, rate of pay, gross wages, deductions, and net pay. If you don't have pay stubs, request copies from your employer or check your bank account for direct deposit records.
Time Records: Documentation of hours actually worked is crucial for wage claims. Gather timesheets, time clock records, punch cards, electronic timekeeping records, or work schedules. If your employer didn't maintain accurate time records (which is a legal requirement), you may be entitled to rely on your own reconstructed records. Keep any personal notes, calendars, or logs showing your actual work hours.
Employment Documents: Collect all documents related to your employment relationship. This includes your offer letter or employment contract, employee handbook, written pay policies, promotion or raise documentation, and any written communications about your compensation. These documents establish the agreed terms of employment and may be relevant to classification disputes.
Communications with Employer: Save all communications relating to your wages, hours, or pay. This includes emails, text messages, memos, and notes from conversations. Communications about working 'off the clock,' about pay deductions, or about overtime are particularly relevant. If important conversations were verbal, write down what was said as soon as possible.
Personal Records: If employer records are unavailable or inaccurate, your own contemporaneous records of hours worked can be valuable. Courts may accept employee estimates of hours worked when employers failed to keep required records. Keep calendars, personal notes, or logs showing when you worked. Record start times, end times, meal breaks, and any work performed outside regular hours.
Bank Statements: Your bank statements showing wage deposits provide independent verification of amounts paid. These records can corroborate pay stub information or substitute when pay stubs are unavailable. Statements also document timing of payments, which may be relevant for final pay claims.
Coworker Information: Other employees who worked similar hours or experienced similar wage violations can corroborate your claims. Collect contact information for coworkers who can verify your hours, pay practices, or employer policies. For widespread violations, coworker information may support class or collective action.
Job Duty Documentation: For cases involving misclassification (exempt vs. non-exempt, employee vs. independent contractor), documentation of your actual job duties is essential. Collect job descriptions, examples of your work, and any communications describing your responsibilities. The actual work performed, not job titles, determines classification.
Calculation Worksheets: Create detailed worksheets showing how you calculated wages owed. For minimum wage claims, show hours worked multiplied by the applicable minimum wage, minus what you were paid. For overtime claims, show weeks with over 40 hours, overtime hours, your regular rate, and the overtime premium owed. Clear calculations strengthen your credibility.
Termination Documentation: For final pay claims, document when your employment ended and how. Keep any termination letter, final pay stub, and records of when you requested final pay. Missouri law requires payment of all wages upon demand when employment ends.
Retaliation Documentation: If you experience negative treatment after raising wage concerns, document it thoroughly. Keep records of schedule changes, reduced hours, discipline, demotion, harassment, or termination that followed your wage complaints. Compare your treatment to similarly situated employees who didn't complain.
Critical Deadlines for Unpaid Wage Claims in Missouri
Missouri Wage Claim Statute of Limitations: Under Missouri law, wage claims generally must be brought within three years of when the wages were due. This limitation applies to claims for minimum wage, overtime, and other wage violations under Chapter 290 RSMo. The clock starts running on each payday when wages should have been paid, so if you have ongoing violations, some claims may be time-barred while others remain timely.
Federal FLSA Statute of Limitations: Claims under the Fair Labor Standards Act must be filed within two years of the violation, or within three years for willful violations. A violation is 'willful' if the employer knew or showed reckless disregard for whether its conduct violated the law. Because the FLSA provides significant remedies (liquidated damages, attorney's fees), the shorter limitation period makes prompt action important.
Final Pay Requirements: Under Section 290.110 RSMo, when employment is terminated, the employer must pay all wages due upon demand. If you've left or been terminated from a job and haven't received final pay, you can demand immediate payment. Failure to pay final wages upon demand may entitle you to additional damages.
Demand Letter Response Period: After sending a demand letter, allow the employer 14 to 21 days to respond. This is not a statutory requirement but provides a reasonable opportunity for voluntary payment before escalating. Shorter deadlines may appear unreasonable, while longer deadlines delay your recovery.
Department of Labor Complaint Filing: You can file a wage complaint with the Missouri Department of Labor at any time before the statute of limitations expires. There's no specific deadline after sending a demand letter, but filing promptly after the employer fails to respond demonstrates that you're serious about pursuing your claim. The Department will investigate and attempt to resolve the complaint.
Small Claims Court Filing: Missouri Associate Circuit Courts handle small claims up to $5,000. You can file at any time before the statute of limitations expires. For ongoing employment, each pay period may create a new violation with its own limitation period. Filing fees are modest and the process is designed for self-represented parties.
FLSA Complaint Filing: You can file an FLSA complaint with the U.S. Department of Labor Wage and Hour Division at any time before the limitation period expires. You can also file a private lawsuit in federal court. Consider consulting with an employment attorney about the best forum for your claim, as different forums offer different procedures and remedies.
Class/Collective Action Considerations: If your employer's wage violations affect multiple employees, class or collective action may be appropriate. FLSA collective actions require affected employees to opt in by filing consent forms, which must be done within the limitation period. Class actions under Missouri law have different procedural requirements. Consult with an attorney if you believe widespread violations exist.
Preserving Evidence: Don't wait until deadlines approach to gather evidence. Employers may not maintain records indefinitely, and memories fade over time. Collect and preserve your evidence immediately after becoming aware of wage violations. Request copies of your personnel file and pay records while you're still employed if possible.
Retaliation Claims: If you experience retaliation for asserting wage rights, document it immediately. Retaliation claims have their own deadlines. Under the FLSA, retaliation claims must be filed within the same timeframes as the underlying wage claims. Missouri retaliation claims follow state limitation periods. Prompt documentation protects your rights.
Common Mistakes to Avoid in St. Louis Unpaid Wage Claims
Failing to Keep Personal Records of Hours Worked: Many workers rely entirely on employer timekeeping and don't maintain their own records. If employer records are inaccurate, incomplete, or destroyed, you need alternative evidence. Keep your own log of hours worked, including start and end times, breaks, and any off-the-clock work. Use a phone app, calendar, or notebook to track your time consistently.
Miscalculating Overtime: Overtime calculation errors are common and can significantly affect your claim. Remember that overtime is calculated weekly, not daily (unless your employment contract or applicable law provides otherwise). Your regular rate for overtime purposes may include more than just hourly wages; commissions, bonuses, and certain other payments must be included. Calculate overtime as 1.5 times your regular rate, not 1.5 times minimum wage.
Waiting Too Long to File Claims: The statutes of limitations are strictly enforced. Some workers wait months or years before pursuing claims, only to find that some or all of their claims are time-barred. Each pay period is a separate violation with its own limitation date. File promptly to preserve all of your claims.
Not Understanding Exemption Requirements: Many employers incorrectly classify workers as 'exempt' from overtime requirements. Exemption depends on specific salary thresholds and job duties tests, not job titles. Just because your employer calls you 'salaried' or 'management' doesn't mean you're actually exempt. Research the requirements or consult with an attorney if you believe you're misclassified.
Accepting Employer Excuses: Some employers make excuses for non-payment: 'We'll catch up next pay period,' 'Our payroll system had problems,' or 'You agreed to work for this rate.' These excuses don't excuse legal violations. Minimum wage and overtime are legal requirements that can't be waived by employee agreement. Don't let employer excuses delay your pursuit of wages owed.
Not Documenting Off-the-Clock Work: Employers sometimes require or permit work 'off the clock' - arriving early to set up, working through lunch, responding to emails after hours, or staying late to finish tasks. All hours worked must be compensated. Document off-the-clock work carefully, as employers often deny it occurred.
Failing to Include All Forms of Compensation: When calculating regular rate for overtime purposes, many workers only consider their hourly wage. However, the FLSA regular rate includes commissions, non-discretionary bonuses, shift differentials, and certain other compensation. Failing to include these payments underestimates your overtime entitlement.
Sending Demand Letters to the Wrong Entity: Direct your demand to the correct legal entity that employed you, not just the local manager or storefront. Search the Missouri Secretary of State database for correct business information. For corporate employers, send demands to the registered agent and corporate headquarters in addition to local management.
Not Pursuing Available Remedies: Some workers send demand letters but don't follow through when employers fail to pay. If your demand letter doesn't produce results, file complaints with the Missouri Department of Labor and/or the U.S. Department of Labor. Consider small claims court or consult with an employment attorney. Persistence is often necessary to recover wages.
Fearing Retaliation: Many workers hesitate to pursue wage claims because they fear losing their jobs. Both Missouri and federal law prohibit retaliation against workers who assert wage rights. If you experience retaliation, document it and include retaliation claims in your legal action. Retaliation can result in additional damages beyond the wages owed.
Not Considering the Value of Legal Representation: While small wage claims can be pursued without an attorney, larger claims or complex cases benefit from professional help. The FLSA provides for attorney fee recovery in successful cases, making legal representation more accessible. Many employment attorneys offer free consultations and take cases on contingency. Don't dismiss legal help without at least exploring your options.
Frequently Asked Questions About Unpaid Wages in St. Louis
As of 2024, Missouri's minimum wage is $12.30 per hour. This rate applies throughout the state, including St. Louis. Missouri's minimum wage is higher than the federal minimum of $7.25. The rate is adjusted annually based on the Consumer Price Index. Tipped employees may be paid a direct wage of $6.15 per hour, but their total compensation including tips must equal at least the regular minimum wage.
Overtime is paid at 1.5 times your regular rate for hours worked over 40 in a workweek. Your regular rate may include more than just hourly wages; commissions, bonuses, and certain other payments must be factored in. For example, if your regular rate is $15/hour, overtime is $22.50/hour. Calculate overtime separately for each week - you cannot average hours across multiple weeks. Note that some employees are exempt from overtime under specific exemptions.
You can file a wage complaint with the Missouri Department of Labor and Industrial Relations online at labor.mo.gov, by mail, or in person. The complaint form asks for information about your employer, dates of employment, wages owed, and supporting documentation. The Department will investigate and attempt to collect wages on your behalf. There is no fee to file a complaint, and you don't need an attorney.
Missouri Associate Circuit Courts (small claims) handle claims up to $5,000. This covers many individual wage claims. If your claim exceeds $5,000, you can reduce it to fit within the limit or file in regular Circuit Court. St. Louis City civil courts are located at 10 North Tucker Boulevard. St. Louis County Circuit Court is in Clayton. Filing fees are modest and the process is designed for self-represented parties.
Yes, additional damages may be available. Under the federal FLSA, if your employer willfully violated wage laws, you may recover liquidated damages equal to the unpaid wages (effectively doubling your recovery). The FLSA also provides for attorney's fees in successful cases. Missouri law provides for penalties against employers who violate wage payment requirements. You may also have claims for retaliation if your employer took adverse action after you complained about wages.
Worker classification depends on the actual nature of the relationship, not what the employer calls it. Many employers misclassify employees as independent contractors to avoid wage and hour obligations. Factors include whether you control how work is performed, whether you have opportunity for profit or loss, whether you provide your own equipment, and whether you work for other clients. If you're actually an employee, you're entitled to minimum wage and overtime regardless of how your employer classified you.
Under Missouri law, you generally have three years from when wages were due to file a claim. Federal FLSA claims must be filed within two years, or three years for willful violations. Because each payday creates a separate claim with its own deadline, some of your claims may expire while others remain timely. File promptly to preserve all of your claims and maximize your recovery.
Both Missouri and federal law prohibit retaliation against workers who assert wage rights. If you experience termination, demotion, reduced hours, schedule changes, harassment, or other negative treatment after complaining about wages, document it carefully. You may have a retaliation claim in addition to your wage claim. Retaliation claims can result in additional damages including back pay, reinstatement, and compensatory damages. Report retaliation to the Missouri Department of Labor or consult with an employment attorney.
What to Expect When Resolving Unpaid Wage Disputes in St. Louis
Settlement expectations for unpaid wage claims in St. Louis depend on several factors: the amount of wages owed, the strength of your documentation, whether the employer's violation was willful, and the employer's willingness to resolve the matter. Understanding realistic outcomes helps you evaluate settlement offers and make informed decisions.
For straightforward wage claims with clear documentation, many employers will pay promptly upon receiving a professional demand letter. The costs of defending against wage claims, potential additional damages, and reputational concerns motivate most legitimate businesses to resolve valid claims quickly. A well-crafted demand letter citing Missouri law and calculating specific amounts owed often produces results without further action.
The potential for liquidated damages under the FLSA significantly affects settlement dynamics. If your employer willfully violated wage laws, you may be entitled to liquidated damages equal to the unpaid wages, effectively doubling your recovery. Additionally, the FLSA provides for attorney's fees in successful cases. Employers facing these potential liabilities often settle for more than just the basic wages owed.
Negotiation patterns vary by employer type. Large corporations with HR and legal departments may have formal processes and may negotiate more strategically. Small employers may be more unpredictable, ranging from immediate payment to stubborn denial. Some employers simply hope workers won't pursue claims, making persistence necessary.
The Missouri Department of Labor can be an effective intermediary for wage recovery. When the Department investigates and determines wages are owed, most employers comply rather than face further action. This administrative process is free and doesn't require an attorney, making it accessible for smaller claims.
When evaluating settlement offers, consider all components of your potential recovery. Beyond basic wages owed, consider liquidated damages, interest, penalties, and attorney's fees if applicable. A settlement for the basic wages without additional damages may or may not be adequate depending on your circumstances and the strength of your case.
For claims involving multiple employees, collective or class action can change the dynamics significantly. When many workers join together, the total liability increases and employers face greater pressure to settle. If you believe your employer's wage violations affected other workers, consider discussing collective action options with an employment attorney.
If settlement negotiations fail, Missouri courts and the Department of Labor provide remedies. Small claims court handles individual claims up to $5,000 with a streamlined process. Larger claims or multi-employee cases may proceed in regular court. Judges and hearing officers regularly handle wage claims and apply the law consistently. Come prepared with organized documentation.
St. Louis Unpaid Wage Resources and Contacts
Missouri Department of Labor and Industrial Relations: The primary state agency for wage complaints. Files and investigates wage claims and can order employers to pay wages owed.
Phone: (573) 751-3403
Website: labor.mo.gov
Address: 421 East Dunklin Street, Jefferson City, MO 65101
St. Louis Area Contacts: Check website for regional office information
U.S. Department of Labor Wage and Hour Division - St. Louis District Office: Handles federal FLSA wage complaints for minimum wage, overtime, and other federal violations.
Phone: (314) 539-2706
Address: Robert A. Young Federal Building, 1222 Spruce Street, Room 9.102E, St. Louis, MO 63103
Website: dol.gov/agencies/whd
St. Louis City Circuit Court - Civil Courts Building: Handles civil matters including wage lawsuits. Associate Circuit Court division handles small claims up to $5,000.
Phone: (314) 622-4405
Address: 10 North Tucker Boulevard, St. Louis, MO 63101
Website: stlcitycircuitcourt.com
St. Louis County Circuit Court: Handles civil matters for St. Louis County residents including wage claims.
Phone: (314) 615-2560
Address: 105 South Central Avenue, Clayton, MO 63105
Website: stlouisco.com/lawandpublicsafety/circuitcourt
Legal Services of Eastern Missouri: Provides free legal assistance to income-eligible workers for employment matters including wage claims.
Phone: (314) 534-4200
Toll-free: (800) 444-0514
Address: 4232 Forest Park Avenue, St. Louis, MO 63108
Website: lsem.org
Missouri Employment Lawyers Association: Professional association of attorneys who handle employment matters. Can help locate attorneys for wage claims.
Website: moela.org
Missouri Attorney General Consumer Protection Division: May address patterns of wage violations as unfair practices. While they typically don't handle individual wage claims, complaints about systematic violations may trigger enforcement.
Phone: (573) 751-3321
Toll-free: (800) 392-8222
Website: ago.mo.gov
St. Louis Bar Association Lawyer Referral Service: Provides referrals to attorneys who handle employment and wage matters.
Phone: (314) 621-6681
Website: stlbar.com
Equal Employment Opportunity Commission - St. Louis District Office: While primarily focused on discrimination, EEOC can address wage issues tied to discrimination.
Phone: (314) 539-7910
Address: Robert A. Young Federal Building, 1222 Spruce Street, Room 8.100, St. Louis, MO 63103
Website: eeoc.gov
Missouri Secretary of State Business Search: Search for employer business registration, registered agent information, and correct legal entity names.
Website: sos.mo.gov/business
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.
Missouri Unpaid Wages Laws
Applicable Laws
- Missouri Wage and Hour Laws
- Missouri Minimum Wage Law
- Mo. Rev. Stat. § 290.010 to 290.190
Small Claims Limit
$5,000
Consumer Protection Agency
Missouri Department of Labor and Industrial Relations
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.