What the four state pages say you owe when a shift is cut short
When a shift is cut short, what you owe depends on the state: California, New Hampshire, New York and D.C. each set their own minimum.
The California Division of Labor Standards Enforcement states that if an employee is required to report but is furnished with less than half of the usual or scheduled day's work, the employer must pay for half that scheduled time. California Division of Labor Standards Enforcement sets a floor of two hours and a cap of four hours for this payment, which must be made at the employee's regular rate of pay. This rule applies specifically when the employee is not put to work or receives less than half of the scheduled shift. If you are changing the schedule itself, see our schedule change approval checks.
The New Hampshire General Court provides a different standard for employees who report at an employer's request. New Hampshire General Court requires payment of not less than 2 hours' pay at the regular rate of pay on any day the employee reports. The statute explicitly notes that this section does not apply to employees of counties or municipalities, creating a specific exemption for those public sector workers.
The New York Attorney General outlines call-in pay rules that vary by industry. New York Attorney General states that in most cases, restaurant or hotel workers should receive three hours' pay at the appropriate minimum wage. This guidance distinguishes the hospitality sector from other private workplaces when determining the required call-in compensation.
The District of Columbia Office of the Attorney General defines a minimum payment requirement based on the regular shift length. District of Columbia Office of the Attorney General indicates that unless an employee regularly works a shift less than four hours long, the employer must pay for at least four hours of work for each day reported. This creates a baseline obligation for workers whose standard shifts exceed that duration.
Key takeaways for reporting time pay when a scheduled shift is cut short
- The California Division of Labor Standards Enforcement requires payment for half the usual or scheduled day's work when an employee is furnished with less than half that work, with a floor of two hours and a cap of four hours at the regular rate.
- The New Hampshire General Court mandates not less than two hours' pay at the regular rate when an employee reports to work at the employer's request, excluding employees of counties or municipalities.
- The New York Attorney General states that in most cases, restaurant or hotel workers should receive three hours' pay at the appropriate minimum wage.
- The District of Columbia Office of the Attorney General requires employers to pay for at least four hours of work for each day an employee reports, unless the employee regularly works a shift that is less than four hours long.
Show-up pay rules in one table
The table below summarizes the show-up pay rule from each source page. Each row names the publisher and gives the rule for a manager who sends hourly staff home early.
| Publisher | Rule Summary | Source Page |
|---|---|---|
| California Division of Labor Standards Enforcement | Pay for half the usual or scheduled day, with a floor of two hours and a cap of four hours at the regular rate | California Division of Labor Standards Enforcement |
| New Hampshire General Court | Pay not less than 2 hours' pay at the regular rate when an employee reports at the employer's request | New Hampshire General Court |
| New York Attorney General | Three hours' pay at the appropriate minimum wage for restaurant or hotel workers in most cases | New York Attorney General |
| District of Columbia Office of the Attorney General | Pay for at least four hours of work for each day reported, unless the usual shift is less than four hours long | District of Columbia Office of the Attorney General |
California's half-day floor and the second time someone reports
When you send someone home in California, the rule depends on how much of the scheduled day they actually worked. According to the California Division of Labor Standards Enforcement, if an employee is required to report but is not put to work or is furnished with less than half of their usual or scheduled day's work, they must be paid for half the usual or scheduled day's work. This payment has a floor of two hours and a cap of four hours, paid at the regular rate of pay. If the person works more than half the scheduled day but less than the full shift, the half-day rule does not apply.
The second reporting rule covers situations where an employee is sent home and then called back the same day. The California Division of Labor Standards Enforcement states that if an employee is required to report a second time in any one workday and is furnished less than two hours of work on that second reporting, they must be paid for two hours at their regular rate of pay.
One specific exception exists for emergencies. The California Division of Labor Standards Enforcement notes that reporting time pay is not required if the workday is interrupted due to a threat to employees or property. If you send someone home because of a safety threat, you do not owe the reporting time pay described above.
Illustrative example: an 8-hour shift cut short
To apply this correctly, check the scheduled length of the shift first. If the scheduled day is eight hours, half is four hours. If you send them home after three hours, you owe them four hours of pay (half of eight). If you send them home after one hour, you owe them four hours of pay (half of eight). If you call them back for one hour later that day, you owe them two more hours of pay for that second reporting.
New Hampshire's two-hour floor and the notice exception
When an employee reports to work at an employer's request, the New Hampshire General Court states that the employee shall be paid not less than 2 hours' pay at his or her regular rate of pay. This requirement applies to any day the employee reports at the employer's request, establishing a minimum payment floor for the shift. The page identifies this rule under the title "Section 275:43-a Required Pay."
The New Hampshire General Court outlines a specific exception for employers who make a good faith effort to notify an employee not to report to work. In such cases, the employer shall not be liable to pay wages under this section. If the employer is prevented from making notification for any reason, or if the attempt to notify the employee is unsuccessful and the employee still reports to work, the employee shall perform whatever duties are assigned by the employer at the time the employee reports. This distinction separates a successful notification effort from a failed one, affecting whether the two-hour pay floor applies.
Two additional groups are excluded from this section according to the New Hampshire General Court. First, the section shall not apply to employees of counties or municipalities. Second, the section shall not apply to ski and snowboard instructional employees at ski resorts, provided that these employees receive other compensation that is at least equal to their rate of pay. These exceptions mean that the two-hour floor does not govern pay for municipal staff or qualified ski instructors who meet the compensation condition.
Check your notification method before sending a staff member home. If you made a good faith effort to tell them not to report, the two-hour pay requirement may not apply. If they still showed up, assign them duties immediately upon arrival. Verify whether your staff are county or municipal employees, who fall outside this rule, or ski and snowboard instructors at ski resorts, who fall outside it only if they receive other compensation at least equal to their rate of pay.
New York call-in hours and the District of Columbia four-hour floor
The New York Attorney General page defines the trigger for this pay. According to New York Attorney General, if you are required or permitted to report to work, even if you are not assigned actual work, you may be entitled to call-in pay. This rule applies when a manager sends staff home early or does not assign work after they arrive. The amount owed depends on the type of workplace. In most cases, restaurant or hotel workers should receive three hours’ pay at the appropriate minimum wage. For employees in other private workplaces, the page states they should be paid for four hours of work at the appropriate minimum rate. Keep these two categories distinct when you approve timesheets. A restaurant worker and a warehouse worker in New York face different hour counts under this specific guidance.
The District of Columbia Office of the Attorney General sets a different baseline. According to District of Columbia Office of the Attorney General, unless you regularly work a shift that is less than four hours long, your employer must pay you for at least four hours of work for each day you report to work. This creates a floor for daily pay. If a worker reports to work but is sent home, the employer must pay them for four hours of work at the regular minimum wage. If the worker is given less than four hours of work, the employer must pay them at their regular hourly rate for the hours worked, and at the regular minimum wage for the remainder of four hours not worked. This distinction matters for your payroll calculation. You pay the regular rate for the actual time on the clock, but the minimum wage covers the gap up to the four-hour mark.
Check the worker’s usual schedule before you calculate the pay. If their regular shift is shorter than four hours, the four-hour floor does not apply in the same way. The rule specifically excludes those who regularly work a shift that is less than four hours long. For everyone else, the four-hour minimum stands. Use the regular hourly rate for the time they actually worked. Use the regular minimum wage for the unpaid portion of the four-hour block. This ensures the timesheet matches the rule printed on the state page. Do not apply the minimum wage to hours actually worked. The source separates the two pay types clearly. One covers the work done. The other covers the time not worked but required by the reporting rule.
Which one fits your situation
- Start here if you manage staff in California, as the California Division of Labor Standards Enforcement specifies that an employee furnished with less than half of their usual or scheduled day's work must be paid for half that time, with a floor of two hours and a cap of four hours at their regular rate of pay.
- Choose this if your team operates in New Hampshire, New York, or the District of Columbia, since the other sections of this post detail the specific two-hour floor, call-in hours, and four-hour minimums printed for those jurisdictions.
- Skip this step if you are not sending someone home from a scheduled shift.
Next step today: write down the state where the person works, the hours they were scheduled, and the hours they actually worked. Then read that state's row in the table before you approve the timesheet. For more on timesheet checks, see timesheet approval rules.
Related guides: Set up 6 geofencing checks for accurate time tracking · Shift swap mechanics across 8 documented rows · Teen shift eligibility: 5 checks before roster entry.
FAQ: Reporting time pay when a scheduled shift is cut short
What does California say to pay when someone is sent home with less than half the scheduled day?
The California Division of Labor Standards Enforcement states that if an employee reports to work but is furnished with less than half of their usual or scheduled day's work, they must be paid for half the usual or scheduled day's work. This payment is subject to a floor of two hours and a cap of four hours, calculated at the employee's regular rate of pay. The rule applies when the employee is required to report but is not put to work or receives less than half the scheduled time.
What does New Hampshire say about paying someone who reports at the employer's request?
The New Hampshire General Court specifies that on any day an employee reports to work at an employer's request, they shall be paid not less than 2 hours' pay at their regular rate of pay. This requirement is explicitly excluded for employees of counties or municipalities, as noted in the statute. The rule applies specifically when the report to work is at the employer's request.
When does the New Hampshire notice exception apply?
The New Hampshire General Court notes that no employer who makes a good faith effort to notify an employee not to report to work shall be liable to pay wages under this section. This exception allows employers to avoid the two-hour pay requirement if they make a good faith effort to inform the employee that they do not need to come in.
What call-in hours does the New York Attorney General page name by workplace type?
In most cases, restaurant or hotel workers should receive three hours' pay at the appropriate minimum wage. Employees in other private workplaces should be paid for four hours of work at the appropriate minimum rate.
What does the District of Columbia page say if the usual shift is longer than four hours and the person is sent home?
The District of Columbia Office of the Attorney General states that if you report to work but are sent home, your employer must pay you for four hours of work at the regular minimum wage. This rule applies unless you regularly work a shift that is less than four hours long. In that specific case, the four-hour floor does not apply.