Misclassification Lawyers

At L&F Brown, we understand the serious impact that employee misclassification can have on your wages, benefits, and job security. When employers improperly classify workers as independent contractors or exempt employees, they often deny them overtime pay, benefits, and other legal protections. Our experienced misclassification lawyers are here to protect your rights and fight for the compensation you deserve.

Why Choose L&F Brown for Your Employee Misclassification Case?

Misclassification is a widespread issue that affects workers across many industries. Employers often do this to cut costs, but it comes at the expense of employee rights. At L&F Brown, we provide aggressive legal representation to ensure workers are properly classified and receive the benefits and protections they are entitled to.

Our team has extensive experience handling employee misclassification cases, including:

  • Independent contractor misclassification
  • Denial of overtime pay and benefits
  • Wage and hour violations
  • Misclassification of exempt vs. non-exempt employees
  • Employer attempts to avoid tax and labor law obligations
Call Us Now: 800-953-0075

Your Rights in an Employee Misclassification Case

If your employer has misclassified you, you may be entitled to:

  • Unpaid wages and overtime compensation
  • Reimbursement for lost benefits (healthcare, retirement, etc.)
  • Compensation for damages caused by misclassification
  • Legal fees and related costs

Our team conducts thorough investigations, gathers employment records, and works with labor law experts to build a strong case. We are committed to holding employers accountable and ensuring you receive fair treatment under the law.

Let Us Fight for Your Workplace Rights

If you suspect that your employer has misclassified you, L&F Brown is here to help. You don't have to face this battle alone—we are ready to advocate for your rights and secure the compensation you deserve.

Contact us today for a consultation and let our dedicated employee misclassification lawyers fight for you.

Popular Questions
Frequently Asked Questions
  • How do I know if I have been misclassified as an independent contractor?
    Under California’s AB5 law, employers must use the “ABC test” to determine whether a worker is an employee or an independent contractor. You are presumed to be an employee unless your employer can prove: (A) you are free from the company’s control in performing your work; (B) you perform work outside the company’s usual course of business; and (C) you are independently established in a trade or business of the same nature as the work you perform. If your employer cannot satisfy all three parts, you are legally an employee entitled to full protections.
  • What can I recover if I was misclassified?
    Misclassified workers may be entitled to unpaid overtime and minimum wages, reimbursement for business expenses that employees are entitled to have covered, the employer’s share of payroll taxes, the value of benefits denied (health insurance, retirement contributions, paid leave), and civil penalties under California’s PAGA law, which can be substantial in class or representative actions.
  • Can my employer retaliate against me for raising a misclassification claim?
    No. California law prohibits retaliation against workers who assert their rights under wage and hour laws. If you are terminated, demoted, or otherwise punished for questioning your classification, you have a separate retaliation claim in addition to the misclassification case.
  • Does misclassification only affect gig workers?
    No. While misclassification is widely associated with gig economy companies, it also occurs in traditional industries including construction, trucking, healthcare, retail, and professional services. Any worker labeled an independent contractor who operates under significant employer control may have been misclassified.
  • How much does it cost to hire L&F Brown?
    Nothing upfront. Misclassification cases are handled on a contingency basis, and many claims include statutory fee-shifting that requires the employer to pay your attorney’s fees if you prevail. Your initial consultation is free.
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See how we can help today—
and prepare you for tomorrow.