A former hourly Target employee filed a proposed class action in Colorado alleging unpaid wages. The suit claims hourly workers performed work without full pay and missed required breaks. A proposed class action means one worker asks a court to let them pursue claims for a larger group.
That early stage shapes what workers should do now. Law360 listed a Target pay-and-breaks filing from Arapahoe County court in its Sept. 29, 2026 Colorado index, as shown in its Colorado news archive.
Official resources:
- Read the official notice from Co — Use this primary source to verify the official announcement.
- Read the original report from Lawyersandsettlements — Use this primary source to review the complete report.
Table of Contents
- What the lawsuit alleges
- Who could be covered?
- What break rules matter here?
- What should workers do now?
What the lawsuit alleges
Lawyers and Settlements reports Colorado Target employees routinely performed unpaid work, as described in its wage-hour report. The same report says workers missed or worked through required meal and rest breaks and paid business expenses without reimbursement.
A few unpaid minutes per shift can add substantial lost pay over months. A missed meal period can also mean a longer work stretch without a real break. Expense costs can add a second loss on top of wages.
Who could be covered?
The plaintiff worked as an hourly-paid, non-exempt Target employee from about September 2018 to June 2026, Lawyers and Settlements reports in its wage-hour report. The suit seeks to represent current and former hourly Target employees throughout Colorado, not one store, according to the same report.
Non-exempt is a wage-law term for hourly workers covered by overtime and break rules. A statewide request means the outcome could reach beyond the plaintiff's own store if the court allows it. Workers at other Colorado stores should therefore watch the case, not assume exclusion.
What break rules matter here?
Lawyers and Settlements notes Colorado law generally requires a 30-minute meal period for shifts over five hours, as explained in its wage-hour report. The same report describes a paid 10-minute rest break for every four hours worked.
These standards are the yardstick the lawsuit uses. Lawyers and Settlements presents these as alleged violations, not a court ruling that Target underpaid workers or certified a class.
What should workers do now?
Save personal copies of schedules, time punches, pay stubs and break records. Note dates when a shift ran long, a break was cut short or out-of-pocket costs arose.
Keep notes in one place: Bring the timeline and records to a conversation with an employment attorney about Colorado wage options. Keep watching for any court-approved notice about who is included.
- dates and store locations worked
- shift start, end and break times
- expenses paid to do the job