• Skip to primary navigation
  • Skip to main content

HRMorning

  • FREE RESOURCES
  • PREMIUM CONTENT
  • HR DEEP DIVES
  • PODCASTS
    • VOICES OF HR
    • WOMEN’S LEADERSHIP TODAY
  • LOGIN
  • GET STARTED
  • Employment Law
  • Benefits
  • Recruiting
  • HR Technology
  • Payroll
  • Management
  • Women’s Leadership
  • More
    • Talent Management
    • Performance Management
    • Leadership & Strategy
    • Compensation
    • Policy & Procedures
    • Wellness
    • Staff Departure
    • HR Career & Self-Care
    • Health Care
    • Retirement Plans
  • Employment Law

Uber Eats Agrees to Pay Nearly $4.4M to Resolve Wage Violations

Carol Warner
By: Carol Warner
Read it on Beacon
  • Share on

About the Author

For nearly two decades, Carol Warner has analyzed the legal and financial realities behind workplace decisions, covering employment law, benefits, payroll and HR technology. She translates complex legal updates, regulatory shifts and vendor claims into plain language that HR teams can act on. Her focus is simple: What does this mean for employers, and what should they do next? Connect with her on LinkedIn.

Show Less
Last Updated: September 1, 2026
1 minute engagement
Courier with an empty thermal bag at a closed storefront, illustrating local wage law violations affecting gig workers.
You read HRMorning's newsletter. Beacon's Daily Brief is the version tuned to you: it skips what you've already read and leads with what you've asked Beacon about. Get your Daily Brief →

Federal and state laws tend to dominate compliance discussions, but local ordinances carry serious financial consequences, too. Case in point:

The City of Seattle’s Office of Labor Standards (OLS) recently announced its second-largest enforcement action ever – a nearly $4.4 million agreement with Uber Eats to resolve alleged wage violations affecting 14,421 gig workers.

Ongoing Complaints From Workers After Previous Settlement

Last summer, OLS announced a historic $15 million settlement with Uber Eats to resolve alleged violations of the App-Based Worker Minimum Payment Ordinance.

The ordinance guarantees gig workers a standard minimum payment based on work time and travel distance. For 2026, network companies like Uber Eats must pay at least 47 cents per minute plus 80 cents per mile, or $5.34 per offer, whichever is greater.

Second Investigation Finds Additional Wage Violations

“After the settlement, workers continued to contact our office alleging the company was still violating the ordinance. Upon further investigation, OLS found additional violations,” said OLS Director Steven Marchese. 

OLS alleged Uber Eats failed to consistently provide minimum payments for canceled orders when required, including when workers went to a pick-up location and reported to Uber Eats that an order needed to be canceled for cause. OLS also claimed that Uber Eats sometimes didn’t provide workers with the required minimum payments for the time they worked.

On Aug. 18, 2026, OLS announced that Uber Eats agreed to settle these claims. In total, the company will pay:

  • More than $4.38 million in back pay, interest and damages to 14,421 workers, and
  • Nearly $6,000 in fines to the City of Seattle.

Bottom line: Local wage laws stack on top of federal and state requirements. Periodic checks – say, quarterly or when onboarding new locations – of city-level ordinances may help avoid significant liability – and the operational disruption that comes with it. 

More info: OLS Press Release 

Read it on Beacon
Open this article in Beacon, from HRMorning, and ask how it applies to your company. Every answer names its source.
Read it on Beacon
Get HRMorning's newsletter tuned to you every morning: your Daily Brief on Beacon →
Filed under
  • Employment Law
  • Share on

Get the HRMorning Newsletter

With HRMorning arriving in your inbox, you will never miss critical stories on labor laws, benefits, retention and onboarding strategies.

Get it free with a Beacon account. Beacon keeps your company's HR context at hand, and every answer names its source.
Create my free account

Free Training & Resources

White Papers

Monthly Employee Engagement Ideas

Provided by Inspirus

Webinars

Upskill, Reskill and Retain: How to Future-Proof Your Workforce

Provided by PAYCOM

White Papers

How HR Can Thrive

Webinars

Master Pivot Tables with Excel Expert Jon Peltier

Provided by insightsoftware

SPONSORED CONTENT

HR Technology

Talent Management

sponsored content
AI Skills Gap: The 2026 Questions HR Leaders Are Asking, Answered

Courtesy of TRINET

Performance Management

Talent Management

sponsored content
Employee Recognition Program: What the First 6 Months Reveal About Whether It Will Last

Courtesy of INSPIRUS

Compensation

Recruiting

sponsored content
Salary Benchmarking: 6 Choices That Decide Whether Your Pay Data Holds Up

Courtesy of MARSH

Further Reading

  • Employment Law
Cycle 4 Pre-Approved Plan Filings: IRS Sets Oct. 1 Start

Employers sponsoring pre-approved 401(k) and other defined contribution plans can begin filing for individual determination letters startin...

  • Employment Law
New Supreme Court Ruling Levels Title VII Playing Field

Straight, white employees often faced an uphill fight in discrimination cases – until now. The Supreme Court just made clear that majorit...

  • Employment Law
FMLA Headache – Are Migraines a Serious Health Condition?

An employee who was fired after an absence related to migraines filed an FMLA lawsuit against his former employer.  The Third Circu...

  • Employment Law
California Raises Repeat Pay Data Reporting Penalty to $1,000 per Employee

Payroll teams in California have a new pay data reporting penalty to keep on their radar. On Sept. 30, Gov. Gavin Newsom signed SB 1237...

  • Employment Law
What does the new affirmative action ruling mean for DEI programs?

Front and center among a small slew of bombshell U.S. Supreme Court holdings that emerged last week was this one: Race-based admissions sys...

  • Employment Law
Forced Retirement? EEOC Lawsuit Cost Employer $250K

Age discrimination isn’t always obvious; it can sometimes be subtle, such as when employees face pressure to retire earlier than plan...

Get the latest from HRMorning in your inbox PLUS Beacon, free. Check it before you say it.

GET STARTED FREE
HR Morning Logo
  • Facebook
  • Linked In
  • ABOUT HRMORNING
  • ADVERTISE WITH US
  • WRITE FOR US
  • CONTACT
  • Employment Law
  • Benefits
  • Recruiting
  • Talent Management
  • Performance Management
  • HR Technology
  • Leadership & Strategy
  • Compensation
  • Policy & Procedures
  • Wellness
  • Staff Departure
  • HR Career & Self-Care
  • Health Care
  • Retirement Plans
  • DEI

HRMorning provides the latest HR and employment law news for HR professionals in the trenches of small-to-medium-sized businesses. Rather than simply regurgitating the day's headlines, HRMorning delivers actionable insights, helping HR execs understand what HR trends mean to their business.

Privacy Policy | Terms of Service
Copyright© 2026 HRMorning
HRMorning Logo

WELCOME BACK!

Enter your username and password below to log in

Forget Your Username or Password?

Reset Password

Lost your password? Please enter your username or email address. You will receive a link to create a new password via email.

Log In

Why do we need your credit card for a free trial?

We ask for your credit card to allow your subscription to continue should you decide to keep your membership beyond the free trial period.  This prevents any interruption of content access.

Your card will not be charged at any point during your 21 day free trial
and you may cancel at any time during your free trial.

During your free trial, you can cancel at any time with a single click on your “Account” page.  It’s that easy.