January 12, 2026 Table of Contents
Many Californians pay for internet, phone plans, laptops, and supplies out of pocket to do their jobs from home. California law often requires employers to cover part of those costs. This article explains which remote work expenses your employer may have to reimburse, how much counts as a fair share, and what to do if your employer refuses.
Do California employers have to reimburse remote work expenses?
Yes, when the expense is necessary to do your job. Labor Code section 2802 requires employers to reimburse employees for all necessary expenditures incurred in direct consequence of their job duties. If your job requires you to use your personal phone or internet, your employer generally owes you a reasonable percentage of the bill, even if your costs did not go up.
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Zev Abramson is the founding partner of Abramson Labor Group and a passionate advocate for employees whose voices too often go unheard. He earned his J.D. from Loyola Law School, but his commitment to protecting workers began long before he…
Key Takeaways
- Employers must reimburse necessary work expenses, whether you work in an office, at home, in the field, or on a hybrid schedule (Labor Code 2802(a)).
- If your job requires your personal cell phone, your employer owes a reasonable percentage of the bill, even on an unlimited plan (Cochran v. Schwan’s Home Service).
- Employers can reimburse through a stipend or higher pay, but only if the amount fully covers your actual expenses (Gattuso v. Harte-Hanks).
- You cannot sign away your right to reimbursement (Labor Code 2804).
- If you win a reimbursement claim, you can also recover interest and reasonable attorney’s fees (Labor Code 2802(b) and (c)).
What Does California Labor Code 2802 Require?
Labor Code 2802 is the foundation for every reimbursement claim. Under subdivision (a), an employer must indemnify employees for all necessary expenditures or losses they incur in direct consequence of doing their job. Subdivision (c) defines those costs to include all reasonable costs, including attorney’s fees an employee spends enforcing the right.
The rule does not depend on where you work. So it applies whether you work in an office, from home, in the field, or on a hybrid schedule. The core question is always the same: was the expense necessary to do your job?
Which Remote Work Expenses Must Be Reimbursed?
These are the remote work expenses that come up most often. In each case, reimbursement generally depends on whether your job actually requires it.
| Expense | When it is generally reimbursable |
|---|---|
| Cell phone | Your job requires work calls, texts, email, or apps on your personal phone. A reasonable percentage is owed even on an unlimited plan. |
| Home internet | Your job requires internet access to do your work from home. |
| Laptop or computer | Your employer requires remote work but does not provide a device. |
| Headset, webcam, monitor | The equipment is needed to do the job, such as a required video meeting setup. |
| Software and subscriptions | Your job requires specific paid software or tools. |
| Printer ink and paper | Your work requires printing at home. |
Cell phones: the clearest rule
California courts have addressed phones directly. In Cochran v. Schwan’s Home Service (2014), the Court of Appeal held that when employees must use personal cell phones for work calls, section 2802 requires reimbursement. The court added that the amount owed is a reasonable percentage of the bill, whether the plan has limited or unlimited minutes. As a result, “my bill did not go up” is not a valid reason to deny reimbursement for required phone use.
Home internet, computers, and supplies
The same “necessary expense” test from section 2802 applies to internet, computers, and supplies. So if your employer requires you to work from home and your job cannot be done without internet, a laptop, or a headset, those costs are strong candidates for reimbursement. Keep in mind, however, that California courts have written most directly about phones, so the answer for other items turns heavily on the facts of your job.
How Much Should Your Employer Reimburse?
California law does not require your employer to pay your entire phone or internet bill. Instead, it owes a reasonable share tied to work use. No statute sets a fixed percentage, so reasonableness depends on how much you use the service for work and how essential it is to the job.
A worked example
The numbers below are hypothetical and show one common way to estimate a fair share. They are not a legal formula.
| Expense | Monthly bill | Estimated work use | Monthly share | Yearly share |
|---|---|---|---|---|
| Home internet | $80 | 40% | $32 | $384 |
| Cell phone | $70 | 30% | $21 | $252 |
| Total | $53 | $636 |
In this example, a worker who received nothing for three years could be owed about $1,900 before interest. That is why tracking work use from the start matters.
Stipends and higher pay
Your employer does not have to reimburse receipt by receipt. In Gattuso v. Harte-Hanks Shoppers (2007), the California Supreme Court held that employers may use methods such as a lump sum or increased pay. However, the employer must be able to show which part of your pay is reimbursement, and the amount must fully cover your actual necessary expenses. If a flat stipend falls short, you may be owed the difference.
What If You Chose to Work From Home?
This is a harder question. Section 2802 covers expenses that are necessary to do your job. So if your employer requires remote work, your home setup costs are more likely to be necessary. By contrast, if your employer offers a fully equipped office and you choose to work from home, an employer may argue those costs were not necessary. The answer depends on your job and your employer’s policies, so it is worth getting advice on your specific facts.
Can Your Employer Make You Waive Reimbursement?
No. Under Labor Code 2804, any agreement to waive section 2802 rights is void. So a signed policy saying “employees cover their own home office costs” does not erase what the law requires. Similarly, the Gattuso court noted that a lump-sum agreement does not bar you from challenging it if it falls short.
What to Do If Your Employer Will Not Reimburse You
- Keep records. Save phone and internet bills, receipts for equipment, and emails that show your employer requires remote work or personal device use.
- Track work use. A simple log of work calls, hours online, or data use supports a reasonable percentage later.
- Ask in writing. Send a short, professional reimbursement request and keep a copy of the response.
- Watch for retaliation. California law protects employees who report what they reasonably believe is a violation of law, including to a supervisor (Labor Code 1102.5). A firing, demotion, or cut in hours after you ask may be retaliation. Our article on what counts as retaliation explains the evidence that matters.
- Act within the deadline. Claims based on a statutory duty such as section 2802 generally carry a three-year limit (Code Civ. Proc. 338), so older expenses can drop off over time.
If you are also unsure about your pay itself, see our overview of wage and overtime claims. And if your employer calls you a contractor to avoid these costs, read what to do if you are misclassified as an independent contractor.
When to Talk to a Lawyer
Talk to a lawyer if your employer refuses to reimburse remote work expenses, pays a stipend that does not cover your costs, or treats you worse after you ask. Because section 2802(c) lets you recover reasonable attorney’s fees if you win, even a modest claim can be worth pursuing. Unreimbursed expenses often appear alongside other pay problems, which a wage theft lawyer in Los Angeles can review together.
At Abramson Labor Group, we represent California employees, never employers. From our Burbank office, our Los Angeles employment team represents workers across California. We hold a 4.5-star rating across more than 1,900 Google reviews (as of September 2026), and we serve clients in English and Spanish. Our case reviews are free and confidential, and we work on contingency. Request your free case evaluation or call (213) 493-6300.
Frequently Asked Questions
Does my employer have to pay my home internet bill in California?
If your job requires internet to work from home, your employer generally must reimburse a reasonable share of the cost, not the whole bill. The duty comes from Labor Code 2802, which covers necessary work expenses.
I have an unlimited phone plan. Am I still owed anything?
Yes, if your job requires your personal phone. In Cochran v. Schwan’s Home Service, the court held that the employer owes a reasonable percentage of the bill regardless of whether the plan is limited or unlimited.
Is a monthly stipend enough?
It can be, if it fully covers your actual necessary expenses. Under Gattuso, a stipend is allowed, but you may challenge it if it falls short.
How far back can I claim unpaid remote work expenses?
Generally up to three years for claims based on a statutory duty like section 2802 (Code Civ. Proc. 338). Other claims tied to the same facts may have different deadlines, so check early.
This article is general information about California law, not legal advice. Every situation is different. Contacting Abramson Labor Group does not create an attorney-client relationship.