January 12, 2026Remote work has changed how millions of Californians do their jobs. While many employees now work from home, one question continues to come up:
Who pays for the costs of working remotely?
Many workers pay out of pocket for internet, cell phone use, laptops, or office supplies without realizing that California law may require employers to reimburse certain work-related expenses. Whether reimbursement is required depends on the specific facts of the job and the expense involved.
Remote work expense reimbursement is one of the most misunderstood areas of California employment law. Below, we break it down in clear, easy-to-understand terms.
California Labor Code Section 2802: The Legal Foundation
California Labor Code §2802 generally requires employers to reimburse employees for all necessary expenditures or losses incurred in direct consequence of performing their job duties.
This obligation applies whether the employee works:
The guiding ethical and legal principle is simple:
Employees should not be forced to subsidize their employer’s business.
Reimbursement determinations are fact-specific and depend on whether the expense was necessary and incurred for the employer’s benefit.
What Remote Work Expenses Must Be Reimbursed?
If you use your own equipment or services for work, you may be entitled to reimbursement under certain circumstances. Common examples include:
1. Internet / Wi-Fi
If internet access is required to perform your job duties, an employer may be required to reimburse a reasonable portion of your internet costs, even if:
This is true even if:
2. Cell Phone Use
If you use your personal phone to:
your employer may be required to reimburse the portion of your phone expenses related to work use.
3. Computer or Laptop
If your employer requires remote work but does not provide a computer, reimbursement may be required for the use of a personal device. This can include:
4. Office Supplies
If supplies are necessary to perform your job, employers may be required to cover those costs. Examples can include:
5. Software and Subscriptions
If your job requires specific software or tools, employers generally must pay for them. This can include:
What Counts as a “Reasonable Share”?
California law does not require employers to reimburse your entire phone or internet bill.
Instead, they must reimburse the reasonable work-related percentage.
There is no single formula; reasonableness depends on:
Disputes over “reasonableness” are common—and often resolved through legal analysis.
Situations That May Raise Reimbursement Concerns
You may want to seek legal guidance if:
You were told to “use your own laptop”
You work remotely but get no reimbursements
You use your personal phone for work calls
Your employer denies reimbursement because you “already had internet”
You feel discouraged from submitting expense requests
You must pay for your own Zoom, software, or supplies
From a compliance perspective, these practices create legal risk for employers.
What can employees do?
1. Keep Records
Save:
2. Ask for Reimbursement in Writing
Be clear and professional. Written proof matters.
3. Be aware for Retaliation
California law prohibits retaliation for requesting lawful reimbursement.
Retaliation may include:
Recent legislative trends emphasize presumptive retaliation protections, meaning adverse action following protected requests may place the burden on the employer to justify their conduct.
4. Contact an Employment Attorney
If reimbursement is denied or concerns arise, speaking with an employment attorney can help clarify your rights and options.
Why This Matters
Employees provide labor, skill, and time.
Requiring them to personally absorb business expenses shifts financial risk unfairly and undermines workplace integrity.
California law reflects a broader ethical principle:
The cost of doing business belongs to the business.
When reimbursement obligations are ignored, employees may have legal remedies.
How Abramson Labor Group Protects Remote Workers
At Abramson Labor Group, we assist California employees with matters involving:
When you contact us, you get:
Remote work should not automatically mean personal financial burden. If you are using your own phone, internet, or equipment for your employer’s benefit, California law may provide protections.
And if your employer refuses to reimburse you?
Abramson Labor Group is here to help.
Call us today for a free, confidential intake evaluation.
We’ll help you understand your rights.