Behind every film, television show, or streaming series in California is a small army of workers: actors, production assistants, camera operators, set designers, drivers, editors, and more. While the industry thrives on creativity, it is also governed by some of the strictest wage and hour rules in the country. Employers who miss the mark risk not only union grievances but also lawsuits under California’s wage and hour laws and the Private Attorneys General Act (PAGA).

For studios, production companies, and independent producers, navigating compliance can feel like its own kind of drama. Here’s what you need to know in 2025 about wage and hour rules in California’s entertainment industry.

Unique Work Patterns, Unique Challenges

Unlike many industries where employees work predictable hours, the entertainment industry thrives on long, irregular days. Production schedules often run 12, 14, or even 16 hours, especially on location. California law allows this flexibility, but it comes with heightened requirements for overtime, meal and rest breaks, and recordkeeping.

For example, if a production assistant works 14 hours on a shoot, the employer must calculate overtime after the 8th hour and double time after the 12th. If meal breaks are skipped to “keep the cameras rolling,” the company owes premium pay for each missed break. These rules apply regardless of whether the project is a blockbuster studio production or a small independent shoot.

Union Agreements and State Law

Much of the industry is unionized, and collective bargaining agreements (CBAs) play a central role in setting wage and hour standards. The International Alliance of Theatrical Stage Employees (IATSE), the Screen Actors Guild‐American Federation of Television and Radio Artists (SAG-AFTRA), and the Directors Guild of America (DGA) all negotiate terms that cover wages, hours, and working conditions.

CBAs can override certain California rules, provided they meet or exceed minimum standards. For example, many union contracts have unique overtime structures or stipulate different rules for meal breaks. Employers bound by these agreements must follow the contract to the letter—failure to do so can result in union grievances, arbitration, and parallel state claims.

For non-union productions, the default California Labor Code and Wage Orders apply, which often means stricter requirements.

Child Actors: Protecting the Youngest Workers

California has some of the most protective rules in the country for minors working in entertainment. Child actors must obtain permits, and employers must follow strict limits on work hours depending on the child’s age. Education requirements must also be met through on-set tutors, commonly referred to as “studio teachers.”

For example, a 12-year-old actor may be limited to eight hours on set, with at least three hours dedicated to school. Violations can result not only in penalties but also in reputational damage if word spreads that a production is cutting corners with child safety.

Meal and Rest Breaks: No Exceptions on Set

The pace of production often tempts employers to push breaks later into the day or skip them altogether. California law is clear: Non-exempt employees must receive a 30-minute unpaid meal break for shifts over five hours and a second meal break for shifts over ten hours, along with 10-minute paid rest breaks every four hours.

If a crew member is required to stay on call during lunch—say, to monitor equipment—the break is not legally compliant. The employer must pay a one-hour premium at the employee’s regular rate of pay. Multiply that across an entire crew, and the penalties add up quickly.

Expense Reimbursement: The Hidden Liability

Many entertainment jobs require employees to use their own tools, equipment, or technology. From personal cell phones for communication to vehicles for location work, California law requires employers to reimburse necessary business expenses.

For example, if a production company expects an employee to use their personal car to shuttle props between locations, they must reimburse mileage at the IRS rate (currently over 67 cents per mile in 2025). Failing to reimburse even minor expenses can trigger class actions or PAGA claims.

Why Recordkeeping Matters in Entertainment

The entertainment industry is notorious for informal arrangements—handshake deals, variable schedules, and quick hires. But informality is dangerous under California law. Employers must:

• Track hours worked to the minute.
• Maintain accurate payroll records for at least three years.
• Provide itemized wage statements that comply with Labor Code §226.

In 2023, a Los Angeles production company faced litigation after failing to track overtime for freelance crew members. Even though paychecks were issued, the lack of time records meant the employer had no defense, and damages were calculated based on employee testimony.

Compliance as Part of the Production Plan

The most successful productions treat compliance as part of pre-production planning. Just as producers budget for costumes and lighting, they also budget for overtime, break premiums, and expense reimbursements. They ensure payroll providers understand the unique demands of the industry and that supervisors are trained to enforce breaks and track time correctly.

While compliance may seem like an added cost, the alternative is far more expensive: six- or seven-figure settlements, PAGA penalties, and reputational damage that can follow a production company long after the project wraps.

Understand Requirements, Build Compliance, Train Your Team

California’s entertainment industry may be glamorous on screen, but behind the scenes, compliance is serious business. Wage and hour rules—whether set by state law or union contract—are non-negotiable.

Employers who build compliance into their production processes protect not only their bottom line but also their workforce.

This post is for informational purposes only and does not constitute legal advice. California’s meal and rest break laws are complex and vary by industry and workforce. Consult an experienced employment attorney for guidance tailored to your business. Cal Comply is a paid training provider mentioned for illustrative purposes; other compliance resources are available.