The "Mandatory Shift." Discover the rules governing forced overtime in the California 2025 labor market and how the "Day of Rest" rule provides structured limits.
Legal Disclaimer: This guide provides educational information regarding California Labor Code and Wage Orders. This is not legal advice. Mandatory overtime rules can vary by industry-specific Wage Orders and Union contracts.
In general, **yes**, an employer in California can mandate that an employee work overtime. There is no specific state law that prohibits an employer from requiring overtime, provided they pay the legally required premium rates (time-and-a-half or double-time).
However, while the overtime itself can be "Mandatory," California provides two significant mechanical protections: the **Premium Pay Requirement** and the **Day of Rest Rule**.
California's primary method of limiting mandatory overtime is by making it expensive for the employer. Employers must pay:
Under Labor Code Sections 551 and 552, employees are generally entitled to at least one day of rest in seven. An employer cannot legally discipline an employee for refusing to work more than six days in a workweek, though there are industry-specific exceptions (such as emergency services or agriculture).
Actually, in California (an "At-Will" employment state), per Labor Code, an employer can generally terminate an employee for refusing a mandatory overtime shift, unless that shift violates the Day of Rest rule or a specific safety regulation.
If you are working mandatory overtime, ensure your rate is being calculated correctly under CA law.
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