You might see this phrase in a pay dispute email, a lawyer's demand letter, a Department of Labor complaint, or a conversation about missing overtime, unpaid breaks, or a final paycheck that came up short. It means an employer may have failed to follow laws governing how employees are paid and how work time is counted. Common examples include unpaid minimum wage, unpaid overtime, forcing off-the-clock work, misclassifying workers as exempt from overtime, illegal deductions, or not paying wages when due.

In practical terms, a wage and hour violation can affect more than one paycheck. Pay records, time entries, schedules, and job duties often become key evidence. A worker may be able to recover back pay, overtime, penalties, and sometimes attorneys' fees, depending on the law involved. Claims may arise under the federal Fair Labor Standards Act or state law.

In South Carolina, the Payment of Wages Act (South Carolina Code Title 41, Chapter 10) requires employers to give notice of wages and paydays and sets rules for paying earned wages after separation. A worker who is not paid within 48 hours of the scheduled payday may have a claim under that law. If a workplace injury also happened, a wage and hour issue can affect proof of lost income, average weekly wages, and the value of related workers' compensation or retaliation claims.