Contact

Email hey@theclicklab.agency. We're a small team, so email is the only channel we monitor — there's no live chat or phone line, and that's by design: wage theft questions deserve a considered written answer, not a rushed one.

What we respond to

• Corrections to wage math or citations. FLSA thresholds, state minimum wage rates, and wage statutes all get updated periodically. If a page cites a formula, threshold, or statute that's out of date, tell us which page and what the correct figure is; we verify against the primary source before making any change.
• Errors or unclear language in guides. If a sentence in a guide is ambiguous, contradicts itself, or is just hard to follow, we want to know — plain language is one of our core editorial standards.
• Suggestions for new content. If you searched for a wage theft question and couldn't find it on the Site — a specific state's rules, a pay structure or deduction the calculator doesn't handle — let us know what you were trying to figure out.
• Press and business inquiries. Journalists covering wage theft or labor policy, and businesses interested in advertising, can reach the same address.

What to expect

We read every message. Corrections and editorial questions typically get a reply within five business days. If a correction is verified, we update the affected page and note the date of the material change, consistent with our corrections policy. We don't always reply to content suggestions individually, but we do track them for future guides.

What we don't respond to

We can't evaluate your specific wage dispute, review your actual pay stubs or timesheets, or tell you exactly how much you're owed — that requires someone who can see your full pay records and your employer's classification decisions. This inbox doesn't file wage claims on anyone's behalf or accept payment to feature or promote anyone. If you have an active claim, the homepage includes an optional case-review form that connects you with attorneys — see our privacy policy for what's shared if you use it. If you email us asking for case-specific advice, we'll point you back to this policy and to the guidance below.

Before you email

Many questions we get are already answered on the Site: check the FAQ for common questions on lookback periods, exemption status, and tip pooling, or the guides — including how wage theft claims work, FLSA overtime rules explained, what to do after wage theft, and common misconceptions about wage theft. If your question is about how the calculator arrived at a number, the methodology page walks through the back-wage and liquidated-damages formulas in detail.

Filing a claim: what your options actually are

The homepage case-review form is the disclosed way this site connects readers with attorneys — see our privacy policy for what's shared if you use it. It's also worth knowing that a lawyer is not the only way to pursue unpaid wages. Every state has a labor commissioner or department of labor that accepts wage claims directly from workers, for free, without requiring an attorney — you file a claim form, the agency investigates, and if it finds a violation it can order your employer to pay back wages (and sometimes penalties) on your behalf. This route works well for straightforward, single-employer shortfalls where the amount owed is modest and the facts aren't disputed. It also tends to move at the agency's own pace, which can be slower than a private claim, and it won't recover the liquidated or state-multiplied damages a court can award. If the violation is larger, ongoing, contested, involves misclassification, or looks like it's happening to coworkers too, a consultation with a wage-and-hour employment attorney is usually worth it: these cases often qualify as collective or class actions under the FLSA, most attorneys in this practice area work on contingency, and FLSA fee-shifting means attorney fees are typically recoverable separately from your damages — so there's usually no upfront cost to find out where you stand. If you'd rather start from a neutral referral source, your state bar association's lawyer referral service can point you to attorneys who handle wage-and-hour cases in your area.