{"id":12804,"date":"2025-01-21T20:01:32","date_gmt":"2025-01-21T20:01:32","guid":{"rendered":"https:\/\/www.losangelesemploymentattorney.org\/?page_id=12804"},"modified":"2025-12-11T18:19:16","modified_gmt":"2025-12-11T18:19:16","slug":"employer-reimbursement-for-cell-phone-usage-in-california","status":"publish","type":"page","link":"https:\/\/www.losangelesemploymentattorney.org\/es\/employer-reimbursement-for-cell-phone-usage-in-california\/","title":{"rendered":"Employer Reimbursement for Cell Phone Usage in California"},"content":{"rendered":"

\"Employer<\/a><\/p>\n

Most of us are required to use our personal cell phone to some degree for work-related purposes. And there\u2019s no denying that all those calls, texts, online searches, and data usage can add up very quickly. That\u2019s why it\u2019s essential for workers to have a clear understanding of cell phone reimbursement in California.<\/p>\n

California\u2019s Labor Code Section 2802<\/a><\/u><\/span> details the work-related costs that must be reimbursed by employers. However, there are nuances where the distinction between personal and professional expenses is not black and white. With that in mind, we invite you to contact our office and talk to an employment rights violation attorney. Based on the circumstances, you may have grounds to file a breach of contract claim against your employer for not reimbursing work-related call phone usage.<\/p>\n

Legal Basis for Cell Phone Reimbursement by California Employers<\/h3>\n

Cell phone costs related to one\u2019s job duties are not explicitly covered in the federal government\u2019s Fair Labor Standards Act (FLSA). However, California law does require employers to pay for these expenses under Labor Code Section 2802.<\/p>\n

Another important aspect of the law concerns the FLSA\u2019s requirement to ensure that job-related expenses \u2013 like cell phone bills \u2013 do not cause the employer\u2019s wages to fall below minimum wage. Thus, if you are a California employee who regularly uses your personal phone for work tasks or communications, both federal and state laws offer protections to help you recover work-related expenses.<\/p>\n

Cochran v. Schwan\u2019s Home Services Inc.<\/a><\/u><\/span> is one of the landmark cases that established cell phone reimbursement by employers. In this case, the California Court of Appeals ruled that \u201ca reasonable portion\u201d of a worker\u2019s cell phone bill must be covered by the employer if it\u2019s clear that the phone is used for work-related communications. However, the portion that should be reimbursed has to be decided on an individual basis according of the court due to the variety of phone plans and what counts as job-related usage.<\/p>\n

This is a fairly straight-forward and balanced ruling as far as we are concerned. In essence, if a personal phone is used to conduct business in the interest of the employer, the employee is contributing to the company\u2019s operational costs. Therefore, the employee has a right to expect compensation towards their monthly cell phone bill.<\/p>\n

What Other Expenses Must be Reimbursed by an Employer?<\/h3>\n

Aside from cell phone bills, here are some other expenses that may qualify for reimbursement by an employer:<\/p>\n