Ebara Technologies agreed to pay $1.2 million to resolve Lal v. Ebara Technologies Inc., a California wage-and-hour class and PAGA action. Eligible hourly workers in California will receive payment based on the number of workweeks they worked. PAGA is California's law that lets workers seek penalties for labor-code violations.
The group includes non-exempt hourly Ebara workers in California from Nov. 30, 2019 through Aug. 22, 2025, OpenClassActions reports in its Ebara settlement summary. Payment is automatic, but it requires final court approval.
Official resources:
- https://openclassactions.com/settlements/paga/ebara-technologies-california-wage-paga-class-action-settlement.php — Use this primary source to verify the official announcement.
- https://www.cptgroupcaseinfo.com/EbaraTechnologiesSettlement — Use this primary source to verify the official announcement.
Table of Contents
- Who qualifies for payment?
- How does workweek pay work?
- Do you need to file a claim?
- What deadlines control your choices?
- What workplace claims does it resolve?
Who qualifies for payment?
You qualify if Ebara employed you in California as a non-exempt hourly worker. You must have worked at least one qualifying week between Nov. 30, 2019 and Aug.
22, 2025. Non-exempt means overtime and break rules apply to the job. Ebara payroll records decide which weeks count.
- Worked for Ebara Technologies in California
- Held non-exempt, hourly status
- Worked during Nov. 30, 2019–Aug. 22, 2025
How does workweek pay work?
Each worker gets a pro rata share based on qualifying workweeks. More weeks mean a larger check; fewer weeks mean a smaller check. Pro rata means your share grows with your weeks worked.
Administrators counted about 23,937 qualifying workweeks. The estimate is $29 per workweek before withholding if requested deductions are approved, OpenClassActions reports in its Ebara payment breakdown. For example, 20 weeks would equal about $580 before withholding and deductions. That figure will fall if the court approves less in fees or costs.
Do you need to file a claim?
No. You do not need to file a claim form.
CPT Group, the settlement administrator, pays automatically from Ebara payroll records, according to the CPT Group settlement site. Watch your mail for the notice. CPT Group says the mailed notice lists your workweeks and estimated payment.
What deadlines control your choices?
Doing nothing keeps you in the settlement. You receive payment automatically if the court grants final approval. OpenClassActions notes the court has granted only preliminary approval so far.
OpenClassActions lists Dec. 11, 2026 as the postmark deadline to opt out, object, or dispute your workweek count. The final-approval hearing is set for Jan. 22, 2027 at 9:00 a.m., OpenClassActions notes in its settlement timeline.
What workplace claims does it resolve?
The lawsuit alleged systematic California Labor Code violations. Capstone Law APC describes claims including unpaid overtime and off-the-clock minimum-wage work.
It also alleged missed meal and rest breaks, missing premium pay, and inaccurate wage statements. Those claims are the workplace issues covered by the settlement. Keep your mailing address current so the check reaches you.