Many employees assume that lunch breaks are guaranteed by law, but the reality is more nuanced. Whether your employer can require you to work through your lunch break depends on federal law, state regulations, and how your time is classified. Understanding these rules can help you determine whether your rights are being respected in the workplace.

At LG Law LLC, we provide legal assistance to the Kansas City public and help employees navigate wage and hour concerns.

Are Lunch Breaks Required by Law?

Under the federal Fair Labor Standards Act (FLSA), employers are not required to provide lunch or meal breaks. This often surprises workers. However, if an employer does choose to offer a lunch break, specific rules apply regarding whether that time must be paid.

Some states require meal breaks by law, but Missouri and Kansas do not mandate lunch breaks for adult employees. This means employers in the

Kansas City area generally have discretion over whether to provide a lunch period.

Paid vs. Unpaid Lunch Breaks

If a lunch break is provided, whether it must be paid depends on what you are doing during that time:

• Unpaid lunch breaks: Typically last at least 30 minutes and must be completely duty-free. You should not be answering phones, responding to emails, or performing any work.
• Paid lunch breaks: If you are required to work, remain on call, or handle job duties during lunch, that time is generally considered compensable and must be paid.

If your employer regularly interrupts your lunch break with work tasks, you may be entitled to wages for that time.

Can an Employer Require You to Work Through Lunch?

In many cases, yes. An employer can require employees to work through lunch, especially if no meal break is required by state law. However, non-exempt employees must be paid for all hours worked. Forcing an employee to work through lunch without pay may violate wage and hour laws.

Exempt employees, such as certain salaried professionals, are subject to different rules and may not be entitled to additional pay for missed lunch breaks.

What If Working Through Lunch Causes Overtime Issues?

If working through lunch pushes your total hours over 40 in a workweek, non-exempt employees may be entitled to overtime pay. Employers cannot avoid overtime obligations by automatically deducting lunch breaks that were never actually taken.

When to Consider Legal Help

If you believe your employer is unlawfully denying pay for worked lunch breaks or improperly classifying your time, it may be time to seek legal guidance. Wage and hour violations can add up quickly and affect your overall compensation.

At LG Law LLC, we can provide legal assistance to the Kansas City public and help employees understand their rights under federal and state employment laws.