Exempt Vs. Non-Exempt Employees: What is the Difference Under California Law?

What Does Exempt Employment Mean? 

The term “exempt” in this case means that a worker is not subject to certain wage and hour laws. This includes the right to overtime pay and mandatory meal and rest breaks under California law. 

To be classified as exempt, an employee must pass both a duties test and a salary threshold: 

• Duties Test: The employee must mainly perform exempt tasks, like executive, administrative, or professional duties. These roles usually require independent judgment and decision-making. 
• Salary Basis Test: The employee must earn a fixed monthly salary that is at least twice the state minimum wage for full-time work. 

As of 2025, California’s minimum wage is $16.50 per hour. For a 40-hour workweek, an exempt employee's annual salary must be at least $68,640. This is calculated as 2 times $16.50, times 40 hours per week, and then times 52 weeks per year ($16.50 x 2 x 40 x 52 = $68,640).

So, what does exempt employment mean in practice? It means you’re not eligible for overtime pay, and you are not entitled to mandatory meal and rest breaks under California law. Note that your employer may still expect you to work as needed to complete your job duties — even if it means staying late. 

 Here’s a list of exempt employees from the California Department of Industrial Relations (DIR). 

Who Are Non-Exempt Employees? 

Non-exempt employees are workers who are protected by California’s wage and hour laws, meaning they are entitled to receive overtime pay, meal breaks, rest periods, and at least the minimum wage. This classification is the default for most employees, especially those paid by the hour, unless an employer can prove the worker meets the strict requirements to be considered exempt.

Non-exempt Employee Entitlements

If you are classified as non-exempt, you may be entitled to: 

• Overtime pay: 1.5x your regular rate for hours worked beyond 8 in a day or 40 in a week, and 2x for hours beyond 12 in a day. 
• Meal breaks: A 30-minute unpaid meal break if you work more than five hours in a day, and a second 30 minute break if you work more than 10 hours. 
• Rest breaks: A 10-minute paid break for every four hours worked (or major fraction thereof). 
• Minimum wage and accurate timekeeping: Employers must keep detailed records of your hours and pay you at least the state minimum wage. 



Most hourly employees fall into the non-exempt category. 

Why Classification Matters: Unpaid Wages and Legal Violations 

Misclassifying an employee as exempt instead of non-exempt can cause serious issues. These include unpaid wages, unpaid overtime, and break violations. 

Some employers misclassify workers to avoid paying overtime or providing breaks. For instance, an employer may label someone as a “manager” or “supervisor.” However, if that person spends most of their time doing non-exempt tasks, like stocking shelves or answering phones, they may still be non-exempt. 

If you work long hours, skip breaks, or don’t receive overtime pay, it’s important to verify that you’ve been classified correctly. 

What To Do If You’ve Been Misclassified 

If you think you’ve been misclassified, follow these steps: 

• Document your job duties and hours: Keep detailed notes of your daily tasks, work hours, and breaks taken or skipped. 
• Review your salary: Ensure you earn at least the minimum salary for exempt employees in California. 
• Talk to HR or a manager: Sometimes misclassification happens by mistake. Your employer may fix the issue. 
• Seek legal advice: If your employer won’t reclassify you or pay you what you’re owed, consult a California labor attorney. You might be entitled to back pay, interest, and penalties. 

In California, the difference between exempt and non-exempt employment is clear. Misclassifying workers can lead to serious issues. If classified as exempt, you have fewer protections regarding wages and breaks. Labor laws are there to protect you, and California has some of the strongest protections in the country. If you're unsure about your employee classification or have concerns about missed breaks or unpaid overtime, we can support you. The team at Lawyers for Employee and Consumer Rights is here to help you understand your options and protect your rights. 

Content is informational only and not legal advice. 

Frequently Asked Questions

1. How do I know if I’m misclassified as exempt in California?
You may be misclassified if your job title sounds “professional” or “managerial,” but your actual day-to-day tasks don’t match what California considers exempt duties. For example, if you spend most of your time performing routine or manual tasks rather than supervising, analyzing, or making decisions, you may legally be non-exempt, regardless of what your employer calls you. California law looks at your real work, not your job title.

2. Can my employer decide I’m exempt just because I’m paid a salary?
No. Being salaried alone does not make you exempt. California requires both a duties test and a salary threshold test. If you’re paid a salary but perform mostly non-exempt tasks or don’t meet the minimum salary requirement, you’re still a non-exempt employee entitled to overtime and breaks.

3. What’s the biggest difference between exempt and non-exempt workers in California?
The biggest difference is overtime and break rights. Non-exempt employees receive overtime pay, meal breaks, and rest breaks. Exempt employees do not. This difference affects how much you earn, how long you can work in a day, and your overall legal protections.

4. Is it legal for my employer to call me a “manager” just to avoid paying overtime?
No. Employers cannot give you a fancy title to dodge overtime laws. If you spend most of your time doing the same work as hourly employees, like stocking, cleaning, ringing up customers, or working the floor, you are likely non-exempt under California law, even if your title says “manager.”

5. What happens if I was misclassified and worked overtime without pay?
If you were improperly classified as exempt, you may be owed unpaid overtime, missed meal and rest break premiums, interest, and additional penalties. In many cases, these amounts add up quickly. California allows employees to recover several years’ worth of unpaid wages.

6. Do exempt employees in California ever get overtime?
Not under normal circumstances. However, if you were misclassified or your employer reduces your salary in certain ways, such as docking pay for partial-day absences, you may lose exempt status and become eligible for overtime. Classification isn’t permanent; it must always match the work you actually perform.



7. What should I do if I think I'm being misclassified on purpose?
Start documenting your tasks and hours right away. Misclassification, especially when done intentionally, is a common wage violation in California. After gathering evidence, speak with HR or a manager. If nothing changes or retaliation is a concern, contact a California employment attorney. You may be entitled to significant compensation and financial penalties against your employer.