Training & Onboarding Pay

Training & Onboarding Pay for Nurses in California

Whether you’re starting a new job at a hospital, joining a staffing agency, or moving into a specialized nursing role, training and onboarding are an essential part of the process. California law makes it clear: if the training is required by your employer, you must be paid for that time — even if it occurs before your official “start date” or outside of your normal work hours.

Unfortunately, many healthcare employers try to sidestep these laws, asking nurses to attend unpaid orientations, complete online training modules on their own time, or shadow other staff members without pay. These practices are unlawful, and if you’ve been denied wages for training or onboarding, you may be entitled to back pay and penalties.

At RN Counsel, our attorneys focus exclusively on protecting the rights of nurses. We understand how hospitals and agencies operate — and how they sometimes use onboarding as a loophole to avoid paying new hires. We know how to fight back.

The Law on Training and Onboarding Pay

Under both California labor law and the federal Fair Labor Standards Act (FLSA), time spent in training, orientation, or onboarding is considered hours worked and must be paid if:

The training is required by your employer (or is necessary to perform your job).
The training is directly related to your job duties.
The training is held during your scheduled work hours — or even outside them if required.
You are performing productive work or tasks for the employer’s benefit.

In other words: if you have to be there, you have to be paid.

Examples of Compensable Training and Onboarding for Nurses

Paid training time for nurses can include:

Hospital Orientation

Mandatory sessions covering policies, procedures, or workplace rules.

Clinical Skills Training

Hands-on instruction for using medical equipment, performing procedures, or meeting new compliance standards.

EHR/EMR Training

Instruction on charting systems like Epic or Cerner.

Shadowing or Preceptorships

Time spent following another nurse to learn workflow.

Safety and Compliance Training

Fire drills, infection control, HIPAA compliance, etc.

Mandatory Certifications

BLS, ACLS, PALS, or other certifications required for your position.

Annual or Periodic Training

Recertification or policy updates required by the employer.

Remote/Online Modules

Even if you complete them at home, if they are required, you must be paid.

Common Violations by Employers

Employers often try to avoid paying for training by:

1. Calling It “Voluntary” When It’s Not

If training is necessary to perform your job, it’s not truly voluntary — and it must be paid.

2. Delaying Your “Official” Start Date

Some employers set your start date after training ends to avoid paying wages for the training period. This is illegal if you were required to attend.

3. Not Paying for Online Training

Assigning required modules to complete on your own time without pay is a violation.

4. Misclassifying Training as “Professional Development”

If the training directly relates to your current job and benefits the employer, it must be paid — regardless of whether it also benefits your career.

5. Paying a Lower Rate for Training

In most cases, training time must be paid at your regular rate, including shift differentials if applicable.

Travel Time for Training

If you are required to travel for training — for example, to a corporate office or another facility — the time spent traveling during normal work hours must be paid. Additionally, you may be entitled to expense reimbursement for mileage, lodging, meals, or parking under California Labor Code § 2802.

Federal vs. California Standards

The FLSA sets the federal baseline for training pay, but California law is often more protective. California courts have generally interpreted “hours worked” broadly, meaning more situations qualify for pay. In healthcare, this is especially important because of:

Complex onboarding requirements
Compliance training tied to licensing
Strict protocols for patient safety

Penalties for Unpaid Training or Onboarding

If your employer fails to pay you for required training or onboarding, you may be entitled to:

Back pay for all unpaid training hours
Interest on unpaid wages
“Waiting time” penalties (up to 30 days of wages) if you’ve separated from employment
Attorney’s fees and legal costs if you win your case
Additional penalties if the unpaid training time caused your total paid hours to fall below minimum wage

If multiple nurses at your facility were affected, the case may qualify as a class action, significantly increasing potential recovery.

Your Rights as a Nurse

You have the right to:

Be paid for all required training, onboarding, and orientation.
Receive your regular rate of pay (including shift differentials) for training.
Be reimbursed for work-related expenses incurred during training.
Work in an environment free from retaliation for asserting your rights.

Real-World Example: Unpaid EHR Training

A large California hospital system required new nurses to complete 12 hours of Epic EHR training before starting their first shift. The hospital delayed the nurses’ start dates so the training period was unpaid. This violated California law, and the nurses successfully recovered back pay plus penalties through legal action.

Steps to Take if You Were Not Paid for Training

1. Document the Training

Save agendas, emails, and sign-in sheets showing you attended.

2. Record Your Time

Keep your own log of hours spent in training, including online modules.

3. Save All Communications

Retain emails or messages from supervisors requiring you to attend.

4. Speak to an Attorney Before Filing a Complaint

This protects you from retaliation and ensures your claim is presented correctly.

RN Counsel: Protecting Nurses from Unpaid Training Practices

At RN Counsel, we’ve seen the many ways employers in the healthcare industry try to avoid paying for required training and onboarding. Our attorneys have the experience and legal knowledge to identify violations, calculate back pay, and recover the compensation you deserve.

When you hire RN Counsel, you get:

A law firm focused exclusively on nurses’ rights
Aggressive legal representation against hospitals, clinics, and staffing agencies
No upfront fees — we only get paid if we win your case

If you have attended training, orientation, or onboarding without pay, you may be entitled to significant back wages and penalties. These claims have strict deadlines, so it’s important to act quickly.

📞 Call RN Counsel today at (424) 252-4711 for a free, confidential consultation with one of our qualified attorneys. We’ll review your situation, explain your rights, and fight to recover every dollar you’ve earned.

FAQs: Training & Onboarding Pay for Nurses

My employer says training is “voluntary” but I can’t start without it. Do they have to pay me?

Yes. If you cannot perform your job without the training, it must be paid.

Can I be paid less for training than for regular work?

Generally no. Training time should be paid at your regular rate, including differentials.

I completed online training at home. Should I have been paid?

Yes, if the training was required.

What if training happens before my official start date?

If it’s required by the employer, you must be paid regardless of the official date.

Does travel to training have to be paid?

Yes, if it occurs during normal work hours, and you may also be entitled to expense reimbursement