Can Your Employer Deduct Uniform Costs from Your Paycheck?

Some jobs require uniforms, tools, or specific gear. But under the Fair Labor Standards Act (FLSA), your employer can’t deduct those costs if doing so would push your pay below minimum wage or reduce your overtime earnings. This rule applies across the board—no matter the industry.

Employers Must Cover Uniform Costs  

If your employer requires a uniform, they can’t count that cost as part of your wages. Specifically, they cannot deduct for the uniform or its cleaning if it drops your average pay below the federal minimum wage, which is currently $7.25 per hour.

Here’s how it works:

• If you earn $7.25/hour, no deductions for uniforms are allowed.
• If you earn $7.75/hour and work 30 hours, your employer can deduct up to $15 total ($0.50 x 30 hours)—but only if that doesn’t bring your pay below $7.25/hour.
• Employers can spread deductions over multiple paychecks, but the minimum wage rule must still be met each week.

Other Work-Related Costs Count Too

It’s not just uniforms. Any required cost for your job that primarily benefits the employer can’t be deducted if it causes a wage shortfall. These include:

• Tools, safety gear, or equipment needed for work
• Damaged equipment or company property
• Register shortages or unpaid customer bills
• Walkouts or dine-and-dash losses
• Theft (even if the employer suspects you)
• Required background checks or medical exams

Even if you accidentally break something, your employer can’t pass that cost on to you if it violates minimum wage or overtime laws. Honest mistakes don’t change the law.

Deductions Can’t Be Made In Cash Either

Some employers try to skirt the law by asking employees to pay out of pocket for uniforms, equipment, or other work-related expenses, instead of deducting from a paycheck. However, under the FLSA, it is still illegal if your pay is pushed below the minimum wage or cut into your overtime allowance. Also, if the employer is forcing you to use tip money received, like if you are a server or bartender, then that alone is a violation of the wage and hour laws too.

It doesn’t matter whether it’s a payroll deduction or a cash handoff; the impact on your earnings is what counts. Employers can’t sidestep wage laws by demanding cash or other forms of reimbursement. If covering the cost leaves you underpaid, it’s not allowed. Period. 

Real-World Problems to Watch Out For

Many workers don’t realize these deductions are illegal until it’s too late. Here are some common examples where employers often cross the line:

• You’re a cashier earning minimum wage and are told to pay back the company for a register shortage.
• You work in a restaurant and are expected to cover bills when customers walk out or underpay.
• Your employer provides a uniform but requires you to pay for it and regular dry cleaning.
• You crash a company vehicle, and your paycheck is docked to cover the repairs.
• You’re a security guard and have to buy your own firearm, pushing your take-home pay below minimum wage.
• You’re charged for a mandatory physical exam, and the cost cuts into your legal wages.

None of these practices are allowed under federal law. If covering a job-related expense causes your pay to drop below minimum wage or reduces your overtime earnings, your employer is in violation.

At the end of the day, it comes down to one thing: you’re entitled to fair pay for your work. If your employer requires uniforms, tools, or medical exams, they must absorb the cost unless you’re still making at least the legal minimum.

Disclaimer: This information is based on fact sheets the DOL provides.

Concerned About Unfair Deductions or Missing Wages?

If your paycheck doesn’t look right or you’ve had to pay out-of-pocket for something your employer required, you might want to raise this issue with them. If they’re unwilling to cooperate, consider having your case reviewed for free by the team at Morgan & Morgan. 

Our employment lawyers might be able to intervene and fight for the pay to which you’re entitled.