Can You Be Fired for Refusing to Work Overtime in California?

What Are the Laws Surrounding Overtime in California?

You’re not alone if you’ve ever been asked to stay late after your shift or come in on your day off. Overtime is a common part of many jobs, but it can raise real concerns about work-life balance, health, and fairness. So what happens if you say no? Can your employer fire you for refusing to work overtime in California?

In most cases, the answer is yes, California is an at-will employment state, and employers are generally allowed to require overtime and discipline employees who refuse. However, that’s not the whole story. There are important exceptions where refusing overtime may be legally protected, including situations involving union contracts, medical conditions, religious beliefs, or workplace safety concerns.

Understanding when overtime is mandatory, and when you have the right to push back, can help you protect your job and your rights.

Let's break down what California law says and how it may apply to your situation.

California is an At-Will Employment State

First things first: California follows the at-will employment rule. That means your employer can fire you for almost any reason, or no reason at all—unless it’s illegal (like firing you because of your race, gender, religion, disability, or for engaging in protected activity).

So, can your boss fire you just because you refused to work overtime? In most cases, yes. But context matters.

When Refusing to Work Overtime Can Get You Fired

Under California labor law, employers are allowed to schedule employees to work overtime. If you refuse, they can discipline or even fire you—unless you have a legal or contractual reason to decline.

According to the California Department of Industrial Relations (DIR):

“An employer may discipline or terminate an employee who refuses to work scheduled overtime.”

This applies even if you’ve already worked a full day or a full week. As long as you are paid correctly for the overtime work and the scheduled overtime is not excessive, refusing to work overtime without a legitimate reason may put your job at risk.

When Refusing Overtime Might Be Protected

Here’s where things get more nuanced. There are situations where you may have the right to say no without risking your job:

• You’re Covered by a Union Contract:
  If you’re in a union or have an employment contract that limits how much overtime you can be required to work, your employer must follow those terms. Always review your collective bargaining agreement (CBA) or contract.
• Overtime Poses a Health or Safety Risk:
  If excessive overtime would create a dangerous situation—such as operating heavy machinery while exhausted—you may have the right to refuse under Cal/OSHA safety laws. You are also protected from retaliation for reporting unsafe working conditions.
• Medical or Disability-Related Reasons:
  If you have a medical condition that limits how long you can work and it’s covered under the Americans with Disabilities Act (ADA) or California’s Fair Employment and Housing Act (FEHA), you may request a reasonable accommodation, such as limiting overtime. Termination for requesting an accommodation may constitute disability discrimination.
• Religious Beliefs:
  If working overtime conflicts with your sincerely held religious beliefs (such as observing the Sabbath), you can request a religious accommodation. Employers must reasonably accommodate religious practices unless doing so would create an undue hardship.



Exempt vs. Non-Exempt Employees: Know the Difference

Not all employees are treated the same under California overtime laws. Here’s a quick breakdown to outline the difference between these employment categories.

Non-exempt employees (often hourly workers) are entitled to overtime pay:

• 1.5x pay after 8 hours in a day or 40 hours in a week
• 2x pay after 12 hours in a day or after working 7 consecutive days

Exempt employees (such as certain salaried professionals and managers) are not entitled to overtime pay and are often expected to work longer hours.

If you’re a non-exempt employee and refuse paid overtime, your employer may view this as refusing to perform your job duties. If you’re exempt, your options may be more limited—but it’s still worth discussing concerns with HR or an employment attorney.

What You Can Do If You’re Being Pressured to Work Overtime

If overtime demands feel unreasonable or unlawful, consider these steps:

• Review your employee handbook for overtime and scheduling policies
• Communicate with HR or your supervisor in writing if you have a legitimate reason for refusing
• Document everything, including schedules, requests, and disciplinary actions
• Consult an employment attorney if you believe your rights are being violated

So yes, you can be fired for refusing to work overtime in California—but not always. If your refusal is based on a union agreement, health or safety concerns, medical or disability-related needs, or protected religious beliefs, you may have legal grounds to say no without fear of retaliation or termination.

Frequently Asked Questions 

1. Can you be fired for refusing to work overtime in California?

Yes, in many cases. California is an at-will employment state, which means employers can discipline or terminate employees for refusing scheduled overtime—as long as the reason is not illegal or discriminatory. However, important exceptions may apply.

2. Is overtime mandatory for non-exempt employees?

Generally, yes. Non-exempt employees are required to work scheduled overtime if their employer mandates it, provided they are properly paid at the overtime rate. Refusing paid overtime without a protected reason may be considered refusing job duties.

3. Are there situations where refusing overtime is legally protected in California?

Yes. Refusing overtime may be protected if it violates a union or employment contract, poses a health or safety risk, conflicts with a disability or medical condition, or interferes with sincerely held religious beliefs. Retaliation in these situations may be unlawful.

4. Can an employer force exempt employees to work overtime in California?

Exempt employees are not entitled to overtime pay and are often expected to work longer hours. While employers can require additional hours, exempt employees still have protections against discrimination, retaliation, and unsafe working conditions.

5. What if overtime creates a health or safety risk?

If working overtime would put you or others in danger, such as operating machinery while exhausted, you may have the right to refuse under Cal/OSHA regulations. You are also protected from retaliation for reporting unsafe working conditions.

6. Can you refuse overtime for medical or disability-related reasons?

Yes. If you have a qualifying medical condition or disability under the ADA or California’s Fair Employment and Housing Act (FEHA), you may request a reasonable accommodation, such as limiting overtime. Firing you for requesting an accommodation may be illegal.

7. What should you do if you’re fired after refusing overtime in California?

If you believe your termination was related to a protected reason, document everything and consult a California employment attorney as soon as possible. An attorney can help determine whether your rights were violated and what legal options may be available.