A PAGA notice (under the California Private Attorneys General Act) is not a typical demand letter, it is a formal precursor to representative wage and hour litigation.
When served with a PAGA notice, a company should:
- Immediately consult experienced California employment counsel
- Carefully review the alleged Labor Code violations
- Conduct an internal payroll and policy audit
- Preserve all relevant records (timekeeping, wage statements, policies)
- Evaluate potential cure options if available
PAGA claims allow employees to pursue civil penalties on behalf of other employees and the State of California. Exposure can escalate quickly.
Delays in evaluation or incomplete internal review frequently increase liability. A strategic response within statutory deadlines is essential.
