Lawsuit filed

SKIMS wage and hour class action

A proposed wage and hour class action was filed against SKIMS Retail LLC in Los Angeles County Superior Court in May 2026, alleging unpaid overtime, missed meal and rest breaks, inaccurate wage statements, unreimbursed expenses, and untimely final pay. The allegations are unproven.

Updated Aug 1, 2026

Whose case is this? The lawsuit described here was filed by other attorneys, cited below. The Law Offices of Justin Silverman, APC is not counsel in that matter, and this page reports the public record. We independently review claims for California workers, and you are free to talk to any firm you choose.

What the record shows

A proposed class action against SKIMS Retail LLC and related entities was filed in Los Angeles County Superior Court, as reported in May 2026 by attorneys at Constangy, Brooks, Smith & Prophete.
The complaint alleges unpaid overtime, missed meal and rest breaks, inaccurate wage statements, unreimbursed business expenses, and untimely final pay under the California Labor Code.
SKIMS has publicly denied the allegations, as reported by TMZ in May 2026.
These are allegations in a complaint. No court has decided whether any of them are true.
The claim types alleged are the most common ones California retail workers bring, and they do not depend on who the employer is.

What the law requires

Unpaid overtime and minimum wage. A wage class action recovers unpaid overtime or below-minimum wages for a group of workers subjected to the same pay practice. California requires overtime after 8 hours in a day, not just 40 in a week. How these claims work

Meal and rest break violations. A break class action recovers premium pay for workers denied the off-duty meal or rest periods California requires. The remedy is one extra hour of pay for each day a break was not provided. How these claims work

Wage statement and final pay violations. These claims attach statutory penalties to paperwork and timing failures. Inaccurate pay stubs violate Labor Code section 226, and a late final paycheck triggers waiting time penalties of up to 30 days of wages under section 203. How these claims work

Who is potentially included

The proposed class in that lawsuit is defined by its own complaint, and that case already has counsel. Where this page can help is if you work retail in California, for any brand, and the patterns described above look like your own paychecks.

Common questions

Is the Law Offices of Justin Silverman involved in the SKIMS lawsuit?

No. That case belongs to the attorneys who filed it, and we are not counsel in it. We review California wage and hour claims independently, including for retail workers at other companies.

I work retail somewhere else and this sounds familiar. Do I have a case?

Possibly. Off-the-clock work, understaffed breaks, and expense costs pushed onto employees are chain-wide patterns, not single-store accidents. Whether yours supports a claim depends on your records and your employer's practices, which is what a free review sorts out.

How far back can a wage claim reach?

Most statutory wage claims reach back three years, and a related unfair competition claim can reach four. Penalties tied to wage statements run shorter. The safest move is not to wait while a deadline runs.

Sources

Constangy, Brooks, Smith & Prophete LLP (opens in a new tab) (May 27, 2026)
TMZ (opens in a new tab) (May 13, 2026)

This page is general information, not legal advice, and reading it does not create an attorney-client relationship. It reports facts from the public record and does not state or imply that any employer violated the law. No court has decided these questions unless a cited source says otherwise. Outcomes depend on the facts and are never guaranteed.

Were you affected at SKIMS Retail?

Tell me what happened and when. The review is free and confidential.

Prefer to talk?

A short call answers whether your timeline is worth a closer look. You can reach Justin at 818-585-1267.