Your Rights · EmploymentGet back every dollar your employer owes you.
AI works out what you're owed, generates the demand letter that settles most cases, and walks you through the free Department of Labor complaint if it doesn't.
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Instant delivery to your emailThe Problem
Your employer is keeping money that belongs to you.
Unpaid wages are one of the most common workplace violations there is
Unpaid overtime, tip theft, off-the-clock work and misclassification — billions in earned pay goes unpaid every year.
Employers count on you not knowing the rules
Most people never check whether the hours on the stub match the hours they actually worked.
Most workers don't know they may be owed double
The FLSA provides for liquidated damages equal to the unpaid wages — so the claim is often twice what's missing from your paycheck.
Workers think they need a $300/hour lawyer to fight back
You can file a complaint with the Department of Labor yourself — free, no lawyer, and they investigate on your behalf.
What You Get
Everything to recover what's yours.
Wage Theft Analyzer
The violation type, mapped to FLSA and state law.
Back Pay Calculator
Four sliders, and the number including liquidated damages.
Full Breakdown
Line-by-line figures you can defend in a demand letter.
Demand Letter Generator
A formal letter citing the statute, ready to send.
Response Strategy
What to do when they pay, lowball, refuse or retaliate.
DOL Complaint Guide
Filing with Wage and Hour — free and without a lawyer.
How It Works
From 'they owe me' to money recovered in 3 steps.
1
Describe your pay situation
Your hours, your rate, how you're classified, and what isn't adding up on the paycheck.
~10 minutes2
Get your calculation and demand letter
The number including liquidated damages, then a formal letter built around it.
~5 minutes3
Send the letter or file with the DOL
Many employers pay once the letter arrives. If yours doesn't, the federal complaint is free to file.
~20 minutes2x
what's missing from your paycheck — the FLSA provides for liquidated damages equal to the unpaid wages
10 min
to calculate what you're owed
$0
cost to file with the DOL
1 letter
that settles many cases outright
Questions
Everything you need to know.
What counts as wage theft?
Not paying overtime at time and a half for hours over 40 in a week; making you work off the clock before or after shifts or through breaks; taking your tips or requiring you to share them with managers; paying below minimum wage; misclassifying you as an independent contractor to avoid overtime and benefits; illegal deductions from your paycheck; and not paying your final check after you leave.
How does the calculator work?
Four sliders — your hourly rate, unpaid hours per week, how long it's been going on, and whether those hours should have paid straight time, overtime or double time. It shows what you're owed per hour, the unpaid wages, the liquidated damages, and the total. It's an estimate: the full breakdown prompt then produces figures line by line that you can actually defend.
Can I really get double what I'm owed?
Often, yes. Under the FLSA, liquidated damages equal to the unpaid wages are the normal outcome — but they aren't automatic: a court can reduce or deny them if the employer shows it acted in good faith and on reasonable grounds. Many state laws add penalties on top. Treat the doubled figure as the likely claim, not a guaranteed cheque.
Will I get fired for filing a complaint?
Retaliating against you for asserting wage rights is itself unlawful under FLSA section 215(a)(3), and that includes firing, demotion, cut hours and schedule changes. It happens anyway, which is why the toolkit tells you what to document from the day you send the letter — retaliation is a separate claim that often stands even where the wage claim is contested.
Do I need a lawyer?
For most wage cases, no. The demand letter resolves many of them on its own. If it doesn't, the DOL complaint is free and the government investigates for you. A lawyer makes sense for large amounts, complex misclassification questions, or if the employer fights the investigation — and many take wage cases on contingency, so there's no upfront cost.
I'm an independent contractor — does this apply to me?
It might. Misclassification is one of the most common forms of wage theft. What matters is the actual working relationship rather than the label on your contract: who controls your schedule, who provides the tools, whether you work exclusively for them. The assessment walks through those factors — though a genuinely contested classification is worth an attorney's view.
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