Revolve settlement: the opt-out decision

Nov 9, 2026 is the date the court-approved notice sets to request exclusion, to object, or to dispute the workweeks and pay periods credited to you. The Final Approval Hearing is set for Jan 12, 2027, so this settlement is preliminarily approved and not yet final.

Do nothing and stay in

The notice says the administrator mails a single check to every participating class member and PAGA worker, with no claim form to file. In exchange you release the class claims the notice describes, which ends your ability to sue over them later.

Exclude yourself and keep your own claim

The notice says workers who exclude themselves get no individual class payment and are not bound by the class release. You trade a payment that is already funded for the right to pursue your own case, valued on your own records rather than a class formula. Whether that is the better move depends entirely on your facts, and no one can promise you an outcome either way.

Object, or dispute your credited weeks

Objecting is not the same as opting out. It keeps you in the class while telling the court what you think is wrong with the deal. Disputing the workweek or pay period count on your notice is separate again, and it runs on the same date.

What you cannot opt out of

The PAGA portion. The notice states you cannot opt out of it, that workers who exclude themselves from the class settlement but who meet the PAGA worker definition stay eligible for an individual PAGA payment, and that the PAGA claims are released either way. The PAGA period runs June 9, 2021 through March 30, 2026, which is narrower than the class period.

• On August 26, 2026 the Los Angeles Superior Court, Department 9 at the Spring Street Courthouse, granted preliminary approval of a class and representative action settlement in Gonzalez, et al. v. Eminent, Inc., et al., the consolidated class action, Case No. 22STCV31998, and PAGA action, Case No. 22STCV31958.
• The court's ruling states that the Gross Settlement Amount is $2,100,000 and non-reversionary, and that the defendants are Eminent, Inc. doing business as Revolve, Revolve Group, Inc., and Michael Mente.
• The settlement class is all current and former nonexempt employees of Eminent, Inc. and Revolve Group, Inc. in California during the Class Period, April 6, 2020 through March 30, 2026. The PAGA group is the same workers during the PAGA Period, June 9, 2021 through March 30, 2026.
• The second amended complaint, filed April 27, 2026, asserts claims for violation of PAGA, failure to pay overtime wages, failure to pay minimum wages, failure to provide meal periods, failure to provide rest periods, waiting time penalties, wage statement violations, failure to indemnify business expenses, failure to timely pay wages, and unfair competition. These are allegations. The settlement is a compromise and not a finding of liability.
• The ruling states that the defendants represent there are no more than 245,670 workweeks in the class period, and that if actual workweeks exceed that figure by more than 10 percent, the gross amount increases proportionally.
• The ruling lists the requested deductions from the gross amount: up to $735,000, or 35 percent, in attorney fees, up to $45,000 in litigation costs, up to $25,000 in service awards to the three named plaintiffs, up to $21,950 in administration costs, and a $50,000 PAGA payment, of which $37,500 goes to the Labor and Workforce Development Agency. The estimated net fund for class members is $1,223,050. Each deduction is subject to court approval.
• Individual payments are calculated pro rata by workweeks: the net fund divided by all participating members' workweeks, multiplied by each member's own workweeks. There is no claim form. Individual PAGA payments are calculated the same way from the workers' $12,500 share of the PAGA penalties, by pay periods.
• The ruling states that the response deadline is 45 calendar days from the first mailing of the notice in English and Spanish, with the postmark as the exclusive test of timeliness. The administrator, ILYM Group, posts November 9, 2026 as the response deadline for this case.
• The ruling states that if more than 10 percent of class members validly opt out, the defendants have the right, but not the obligation, to void the settlement.
• The Final Approval Hearing is set for January 12, 2027 at 8:30 a.m. in Department 9 of the Los Angeles Superior Court, Spring Street Courthouse. Payments are made only after final approval and the settlement's effective date.

The class is defined by the court's ruling, not by this page. It reaches all current and former nonexempt employees of Eminent, Inc. and Revolve Group, Inc. who worked in California at any time from April 6, 2020 through March 30, 2026. The PAGA group is the same workers from June 9, 2021. If you got a notice with a workweek count on it, that count is what your class payment is calculated from, and the same November 9, 2026 deadline applies to disputing it.

Is the Law Offices of Justin Silverman involved in the Revolve settlement?

No. The case was brought by other attorneys and the settlement is handled by a court-appointed administrator. We are not counsel in the case and we do not process exclusions or payments. This page reports what the court's ruling and the settlement agreement say so you can decide what to do before the deadline, and you are free to talk to any firm you choose or to no one at all.

What happens if I do nothing?

You stay in the class. The settlement has no claim form, so a check for your share is mailed to you after final approval. In exchange you release the class claims described in the settlement. California courts read a class release broadly, and a worker who stays in can be barred later from related claims that could have been raised on the same facts. For many workers a certain payment now is still the sensible outcome. It is worth knowing it is a real release rather than a formality.

Roughly how much is a workweek worth in this settlement?

The ruling puts the estimated net fund at $1,223,050 and the represented workweeks at no more than 245,670, which works out to about $5 per workweek before any adjustment, though the real figure depends on how many workers stay in and on the deductions the court approves. A worker with five years of workweeks and a worker with five months are in very different positions, which is the whole point of comparing the formula against your own records.

What does opting out actually get me?

It keeps your individual class claims alive. The settlement agreement says a class member who requests exclusion receives no payment from the settlement and is not bound by it. That is the entire trade. You give up a payment that is already funded in order to keep the right to pursue your own case, where your own hours, rates, and records set the value instead of a class formula. Whether that is the better move depends on your facts, and no one can promise you an outcome either way.

Can I object and also opt out?

No. The settlement agreement says a class member cannot submit both a request for exclusion and an objection, and that if you send both, the request for exclusion controls and the objection is void. Objecting keeps you in the class and tells the court what you think is wrong with the deal. Excluding yourself takes you out of it. Pick the one that matches what you want.

What about the PAGA money if I opt out?

The agreement says class members who worked during the PAGA period and submit a valid request for exclusion are still treated as aggrieved employees, still receive their individual PAGA payment, and are still bound by the PAGA release. The PAGA penalties in this settlement are $50,000, of which $37,500 goes to the state and $12,500 is divided among the workers by pay periods, so the individual PAGA payment is small next to the class payment.

Does an arbitration agreement change this?

It can, and this is worth checking before you give up your place in the class. If you signed an arbitration agreement when you were hired, leaving the class may mean your individual claim goes to arbitration rather than court. Bring whatever you signed when you started so it can be read before you decide.

What if the November 9 deadline has already passed?

It depends on why, and it is worth asking rather than assuming the answer is no. A class member who received proper notice and simply did not act is generally bound. But the deadline is set by the court, and courts keep several ways to give relief, including for a worker who never received the notice and for mistake or excusable neglect under Code of Civil Procedure section 473 within six months. None of that is automatic. Our guide to opting out covers the exceptions.

• Ruling and order granting preliminary approval of class action and representative action settlement, Los Angeles Superior Court, Department 9 (2026-08-26) (opens in a new tab) (Aug 26, 2026)
• Amended Joint Stipulation re: Class Action and Representative Action Settlement (executed 2026-06-15) (opens in a new tab) (Jun 15, 2026)
• ILYM Group, Inc., settlement administrator, case listing with response deadline (opens in a new tab) (Sep 17, 2026)