Remote Work and California Labor Laws: What Still Applies at Home?
Working from home may feel like a world away from the traditional office, but your labor rights in California don’t end just because you’re remote. In fact, many of the same laws that protect in-office employees also apply to those working from their living rooms, bedrooms, or kitchen tables.
Here’s what you need to know about remote work laws in California.
1. Wage and Hour Laws Still Apply
Whether you’re remote or on-site, if you’re a non-exempt (hourly) employee, you’re still entitled to:
- Minimum wage
- Overtime pay (for over 8 hours/day or 40 hours/week)
- Meal and rest breaks
Employers must track your time accurately and cannot require off-the-clock work just because you’re at home.
2. Reimbursement for Work Expenses
Under California Labor Code §2802, employers must reimburse you for all necessary work-related expenses—including those for remote work.
You may be entitled to:
- A portion of your home internet and cell phone bill
- Office supplies or furniture
- Equipment like laptops or webcams (if not provided by the employer)
Even flat stipends may not be enough. Reimbursement must cover actual costs, and you have the right to request more if expenses exceed the stipend.
3. Workplace Safety Applies, Too
Employers are responsible for ensuring a safe work environment—even when that environment is your home.
They may:
- Ask you to complete a remote workspace checklist
- Provide ergonomic equipment
- Be liable for workplace injuries at home if they occur during working hours and in the course of your duties
4. Harassment Protections Extend to Remote Settings
Virtual harassment—such as inappropriate comments over chat or video—still counts. You’re protected under California’s harassment and discrimination laws, regardless of your work location.
Tips for Remote Workers
- Keep detailed records of hours worked and expenses incurred
- Report technical issues that impact work time
- Speak up if you feel pressured to work unpaid overtime
