In California, the statute of limitations or window of time in which you can bring a PAGA claim is generally 1 year from the date of the last labor violation on which the claim is based.
The Private Attorney General Act lets you file lawsuits against your employer for violating labor laws. To do so, you have to follow pre-filing requirements. This all has to be done before the statute of limitations has expired.
The PAGA claim will be dismissed if the statute of limitations runs out.
In this article I explain what you need to know about California PAGA claims and the deadlines for filing them. Also listen to our informative podcast:
What is a PAGA claim?
A PAGA claim is a California lawsuit for labor violations. You file it against employers for violating state labor laws. If you file a PAGA claim, you pursue penalties as if you were a state agency.
The Private Attorney General Act is a California law. It lets you file a lawsuit on behalf of the Attorney General.1 It was enacted in 2004 to enforce California’s labor laws better.2
These lawsuits are qui tam claims. They do not pursue compensation for losses you sustain. Instead, the claims pursue the civil penalties that the employer would have to pay for the labor violation.
To file a PAGA claim, you have to satisfy notification requirements. These requirements have to be satisfied within 1 year of the alleged labor violation.
What are these notification requirements?
To start a PAGA claim, you have to file a PAGA notice.
A PAGA notice is a complaint with the California Labor and Workforce Development Agency. It must be filed online with the Agency and sent to the employer through certified mail.
The notice has to include:
- a summary of what happened,
- the provisions of California’s labor laws that were violated, and
- a list of aggrieved employees.3
Neither the:
- factual outline of what happened nor
- the list of aggrieved employees
has to be complete.4
However, the PAGA notice has to be more than a list of violations with no factual support.5
The PAGA notice that gets sent to the employer by certified mail puts them on notice of the claim.
The PAGA notice sent to the Agency gives them the opportunity to intervene. The Agency can investigate the claim. It has 65 days to decide.
If they decide not to intervene, you can file your own lawsuit. That lawsuit would move forward as a representative claim. This is similar to a class action.
At this point, you have 60 days to amend your claims.6 You can add other labor violations.7
A PAGA claim is a lawsuit for labor violations. It can be brought by aggrieved workers in California.
How long do I have to file a PAGA lawsuit?
You have 1 year to file your PAGA notice. This is the statute of limitations for PAGA claims. The year begins on the day of the last labor violation mentioned in the claim.8
This 1 year does not include the 65 days for the Agency to consider an intervention. It also does not include the 60 days that you have to amend the complaint.
The PAGA notice is effective on the day it is filed online.9
Example: Carlos is fired in violation of California labor law on July 1, 2019. He has until June 30, 2020, to file the PAGA notice online. If he files it on the last day, the Labor and Workforce Development Agency would have until September 3, 2020, to decide whether to intervene.
If they do not decide until September 3, Carlos can pursue the case as a representative claim. He has until November 2 to amend his lawsuit.
What happens if the statute of limitations has already passed?
If you do not file the PAGA notice within 1 year, the lawsuit will easily be dismissed.
As discussed in the previous section, this 1-year statute of limitations is tolled (paused) during the 65 days after you notify the Agency. Then, after the statute of limitations expires, the “relation back doctrine” gives you 60 additional days to amend your complaint without your PAGA claim being time-barred.10
Note that there is a narrow exception where you may be able to bring PAGA claims for labor violations that occurred more than one year ago: It is when you are still currently employed and are still governed by an unlawful employment agreement.11
Additional Resources
For more information, refer to the following:
- California Labor & Workforce Development Agency PAGA Resource Page – State agency’s info page explaining the PAGA process.
- PAGA: A Decade of Victories – Overview of PAGA cases from an employee rights organization.
- Lowe’s Ex-Worker Case Leads New Shot for Clarity on PAGA Rulings – Recent article by Bloomberg Law.
- PAGA settlements and the unintended consequences on California workers – Recent editorial by The Orange County Register.
- California’s two-decade battle over PAGA labor law still rages – Recent editorial by Cal Matters.
Legal References:
- California Labor Code 2698 et seq. See also Assembly Bill 2288 (2024). Senate Bill 92 (2024).
- Williams v. Superior Court, (2017) 398 P.3d 69.
- California Labor Code 2699.3(a)(1)(A). See also Green v. Bank of America, N.A., (9th Cir. 2015) 634 Fed. Appx. 188.
- Cardenas v. McLane Foodservices, Inc., (C.D. Cal., 2011) 796 F. Supp. 2d 1246.
- Alcantar v. Hobart Service, (9th Cir., 2015) 800 F.3d 1047.
- California Labor Code 2699.3(a)(2)(C).
- Caliber Bodyworks, Inc. v. Superior Court, (Cal. App., 2005) 134 Cal.App.4th 365.
- California Code of Civil Procedure 340(a). See also Brown v. Ralphs Grocery Co., (Cal. App., 2018) 28 Cal.App.5th 824.
- California Labor Code 2699.3(a)(2)(A).
- Same. Esparza v. Safeway, Inc. (Cal. App. 2d Dist. June 10, 2019), 247 Cal. Rptr. 3d 875, 36 Cal. App. 5th 42; Robles v. Schneider Nat’l Carriers, Inc. (C.D. Cal. Aug. 15, 2017), 2017 U.S. Dist. LEXIS 132065.
- Johnson v. Maxim Healthcare Servs., Inc., (Cal. Ct. App. 2021) 281 Cal. Rptr. 3d 478. Ambuehl v. Collins, (Los Angeles Superior Court, 2021) Case No. 20STCV13565. Green v. Von Dutch, LLC, (Riverside Super. Ct., 2021) Case No. CVRI2101925.
