The California Supreme Court in Naranjo v. Spectrum Security Services, Inc. (SC S258966 5/23/22), held that meal breaks are considered wages for the purpose of waiting penalty statute if the employee is not paid when the employment ends with the employer. The Naranjo Court, held that the extra pay for missed breaks constitutes “wages” that must be reported on statutorily required wage statements during employment (Lab. Code, § 226) and paid within statutory deadlines when an employee leaves the job (id., § 203). Under California law, employers must provide daily meal and rest breaks to most unsalaried employees. If an employer unlawfully makes an employee work during all or part of a meal or rest period, the employer must pay the employee an additional hour of pay. (Lab. Code, § 226.7, subd. (c)) The Naranjo Court Although held that the extra pay is designed to compensate for the unlawful deprivation of a guaranteed break, and also compensates for the work the employee performed during the break period. The extra pay thus constitutes wages subject to the same timing and reporting rules as other forms of compensation for work.