If you work in manufacturing, meatpacking, warehousing, healthcare, construction, or any job that requires protective gear, you may have heard the terms donning and doffing. These terms are at the center of thousands of wage and hour lawsuits across the country, and they could mean you are owed unpaid wages.
What Does Donning and Doffing Mean?
Donning means putting on work-related clothing, gear, or equipment. Doffing means taking it off. These are old English terms that have become standard legal language in employment and labor law.
In the context of labor violations, donning and doffing refers to the time workers spend putting on and removing required protective equipment, uniforms, or gear before and after their shifts or during breaks. The legal question is whether employers must pay workers for that time.
Why is Donning and Doffing a Labor Violation?
Under the Fair Labor Standards Act (FLSA), employers are required to pay employees for all hours worked. The U.S. Supreme Court and federal courts have repeatedly held that if donning and doffing protective equipment is integral and indispensable to an employee’s principal work activities, then the time spent doing it is compensable — meaning the employer must pay for it.
The violation occurs when employers require workers to put on or take off gear on-site but do not count that time as paid work hours. In many cases, this can add up to 15 to 30 minutes per day of unpaid labor. Over weeks, months, and years, that unpaid time adds up to significant lost wages.
What Kinds of Gear Count as Donning and Doffing?
Not every piece of clothing qualifies. Courts generally look at whether the gear is required by the employer or by law and whether it is necessary to perform the job safely. Examples of gear that has been found compensable in lawsuits include:
- Hard hats and safety helmets
- Steel-toed boots
- Protective gloves (cut-resistant, chemical, etc.)
- Safety goggles and face shields
- Hairnets, beard nets, and smocks
- Flame-resistant clothing
- Chemical suits and aprons
- Respirators and dust masks
- Hearing protection
- Sanitary gowns and scrubs (in some healthcare settings)
- Harnesses and fall protection equipment
Regular street clothes, basic uniforms that can be put on at home, and items like a standard company t-shirt generally do not count.
Which Industries Are Most Affected?
Donning and doffing lawsuits are most common in industries where workers are required to wear specialized protective equipment. The most frequently sued industries include:
- Meatpacking and poultry processing — workers must wear cut-resistant gloves, aprons, arm guards, hairnets, hard hats, and steel-toed boots
- Manufacturing and assembly — safety glasses, earplugs, gloves, steel-toed boots, and sometimes flame-resistant clothing
- Warehousing and distribution — safety vests, hard hats, steel-toed boots, and sometimes cold-weather gear for refrigerated facilities
- Healthcare — scrubs, gowns, gloves, masks, and other personal protective equipment (PPE)
- Construction — hard hats, harnesses, steel-toed boots, and safety vests
- Chemical and pharmaceutical plants — hazmat suits, respirators, and chemical-resistant gear
- Mining and oil/gas — extensive protective equipment including respirators, flame-resistant clothing, and helmets
What Did the Supreme Court Say About Donning and Doffing?
The key Supreme Court case is IBP, Inc. v. Alvarez (2005). The Court ruled that time spent walking between the changing area and the production floor after donning protective gear is compensable under the FLSA. The Court confirmed that when protective gear is integral and indispensable to the work, putting it on is the first principal activity of the workday, and taking it off is the last.
This means the clock should start when workers begin putting on required gear — not when they arrive at their workstation.
How Much Money Are Workers Owed?
The amount varies by case, but donning and doffing class action settlements have resulted in significant payouts:
- Tyson Foods paid $5.8 million to settle donning and doffing claims by poultry workers
- A group of Amazon warehouse workers received a $8.7 million settlement for unpaid time going through security screenings (a related issue)
- Multiple meatpacking plants have settled individual claims for $1,000 to $5,000+ per worker
- Large class actions in manufacturing have settled for tens of millions of dollars
For an individual worker, unpaid donning and doffing time of just 15 minutes per day adds up to roughly $1,200 to $2,500 per year in unpaid wages (depending on pay rate), not counting overtime implications or liquidated damages.
How Do I Know If I Have a Donning and Doffing Claim?
You may have a claim if all of the following apply:
- Your employer requires you to wear protective gear, equipment, or specialized clothing
- You must put on or take off the gear at the workplace (you cannot wear it to and from work)
- Your employer does not pay you for the time spent donning and doffing
- The gear is integral and indispensable to your job — meaning you cannot do your job without it
If your employer clocks you in only after you are fully geared up and at your workstation, or clocks you out before you start removing gear, that unpaid time may be a violation.
What Should I Do If I Think My Employer Owes Me Wages?
- Document the time. Start keeping a personal record of how long it takes you to put on and remove your gear each day.
- Check your pay stubs. Compare when you clock in and out versus when you actually start and stop putting on gear.
- Talk to coworkers. If this is happening to you, it is probably happening to others. Donning and doffing claims are often filed as class actions on behalf of all affected workers.
- Look for existing lawsuits. There may already be a class action filed against your employer. Check our settlements page and lawsuits page for current cases.
- Consult an employment attorney. Many employment lawyers offer free consultations for wage and hour violations and work on a contingency fee basis, meaning you do not pay unless you win.
Can My Employer Retaliate Against Me?
No. The FLSA includes anti-retaliation protections. It is illegal for your employer to fire you, demote you, reduce your hours, or take any adverse action against you for asserting your right to be paid for all hours worked. If your employer retaliates, that can be the basis for an additional legal claim.
The Bottom Line
Donning and doffing may sound like obscure legal jargon, but it represents a very real issue that affects millions of American workers. If your job requires you to suit up in protective gear and your employer is not paying you for that time, you may be entitled to back pay, overtime, and additional damages. These claims have been successfully litigated for decades, and courts consistently side with workers when the gear is integral to the job.
By Steve Levine | Published: February 16, 2026
Legal Disclaimer
This article is for informational purposes only and does not constitute legal advice. If you believe your employer has violated wage and hour laws, consult with a qualified employment attorney. OpenClassActions.org is a consumer news site and is not a law firm.