Row House Faces California Class Action Over Breaks — What Workers and Franchisees Should Watch Next

Two California labor firms have filed a class action against Row House Franchise, LLC, accusing the company of routinely denying required meal and rest breaks to employees. The suit, brought by Zakay Law Group, APLC and JCL Law Firm, APC, says the problem affected multiple workers and seeks damages and penalties under state law. The case matters because it could lead to payouts and operational changes across Row House studios that operate under a franchise model.

What Zakay Law Group and JCL Say Happened

The complaint filed by Zakay Law Group and JCL Law Firm lays out a straightforward claim: employees working at Row House locations in California were not given lawful meal and rest breaks. Plaintiffs allege that managers either discouraged breaks, failed to schedule them, or forced staff to stay on the floor without proper relief.

The filing asks the court to treat the claim as a class action, meaning it seeks to represent a group of current and former employees with similar experiences. It seeks unpaid wages tied to missed breaks, premium pay for each missed break period, interest, attorneys’ fees, and civil penalties available under California law. The complaint also names Row House Franchise, LLC as the defendant and describes specific workplace practices and sample employee shifts to support the allegations.

Row House in Plain Terms: How the Business Works and What’s Not Yet Confirmed

Row House Franchise, LLC is the franchisor behind boutique indoor rowing studios branded as Row House. The company grows by selling franchise rights to local owners who run individual studios under the brand. As a franchisor, it supplies branding, training, and operating systems, while franchisees hire day-to-day staff.

Publicly, Row House is a private company. That means it does not trade on a stock exchange. Key facts the complaint and reporters should confirm include how many California locations are covered, whether the franchisor or individual franchisees employed the affected workers, the size of the workforce, and whether there have been prior wage-and-hour suits or labor agency findings.

How California Meal and Rest Break Law Works — And What Violations Can Cost

California has strict rules on meal and rest breaks. In plain terms: most workers get a 30-minute meal break if they work more than five hours, and a second meal break after ten hours in many cases. Employers must also provide short rest breaks during shifts. If an employer fails to provide a break, state law typically requires the worker be paid a premium for that shift — in effect, extra pay for the missed break.

On top of missed-break pay, other penalties can apply. California’s enforcement system allows employees to claim waiting-time penalties if final wages aren’t paid promptly when someone leaves a job. The Private Attorneys General Act (PAGA) lets workers seek civil penalties on behalf of the state for labor violations. Together, these rules can turn unpaid breaks into significant dollar claims when many employees and many pay periods are involved.

Practical Effects for Staff and Franchise Owners

If the court finds merit in the claims or if Row House settles, affected employees could receive back pay and penalties. More broadly, the brand and its franchisees might have to change schedules, improve recordkeeping, and retrain managers to prevent future violations.

Franchisees may worry about who pays for any settlement or orders. A common defense is that franchisees — not the franchisor — employed the staff, which can limit the franchisor’s exposure. But plaintiffs often try to show the franchisor exercises enough control over operations to share liability. An adverse ruling or a large settlement could push franchisors to revise franchise agreements, increase compliance audits, or require new staffing rules.

What to Watch Next in the Case

Expect a few clear early steps: the defendant typically has a set number of days to file a formal response, plaintiffs may seek class certification, and both sides may file motions asking the court to narrow or dismiss parts of the complaint. Settlement talks can begin at any point and are common in wage cases, but a contested class certification fight would slow a quick resolution.

Sources Reporters Should Check and Questions to Ask

Primary documents and records to read include the court docket and the complaint PDF. Reach out to plaintiff counsel at Zakay Law Group and JCL Law Firm for comment and to Row House Franchise leadership or their lawyers. Look at the franchisor’s franchise disclosure document (FDD) for details on operational control, and check state labor agency records for any prior complaints or audits.

Good questions for company spokespeople: Who employed the named staff — franchisor or franchisee? What policies and training exist for breaks? How does the company monitor compliance at franchise locations? Has the company conducted audits or offered remedial training? Will the company require franchisees to change scheduling or recordkeeping?

Sources

• prnewswire.com