Car Wash and Auto Detailing Employees: Know Your Pay Rights

If you work at a car wash or auto detailing business, your job is likely covered by the Fair Labor Standards Act (FLSA)—the federal law that sets rules for minimum wage, overtime pay, and recordkeeping. Whether you’re scrubbing tires, drying off bumpers, or buffing interiors, you deserve to be paid fairly for every hour worked. Below, we’ll break down how the law applies and highlight common wage violations to watch out for.

What Counts as a Car Wash or Auto Detailing Business?

Under the FLSA, a car wash or auto detailing establishment is any business that primarily provides cleaning services for vehicles. This can include traditional car washes, mobile detailing services, and full-service shops. Many of these businesses also sell extras, such as car care products, snacks, or even gasoline. Whether you’re washing cars, detailing interiors, or running the register, chances are your work falls under the FLSA’s protections.

When Does the FLSA Cover Car Wash Employees?

Most car wash employees are covered by the Fair Labor Standards Act (FLSA), but the business must meet specific conditions.

Your employer is likely covered if:

• The business has at least two employees working with goods or materials that came from out of state, and
• The business makes $500,000 or more in annual revenue.

If those boxes are checked, you’re entitled to protections like minimum wage and overtime pay.

Even if your employer doesn’t hit those numbers, you may still be covered individually if your job involves interstate commerce—things like:

• Taking calls or emails from out-of-state contacts
• Handling goods that move across state lines
• Processing credit card payments tied to out-of-state banks

In short, if your work is connected to other states in any way, FLSA protections may still apply.

Know Your Rights: FLSA Protections for Car Wash and Auto Detailing Employees

Whether you're spraying down cars, buffing interiors, or running the register, your rights are protected under the Fair Labor Standards Act (FLSA). Here's what that means for you:

Minimum Wage

The federal minimum wage is $7.25 per hour. Some states and cities have higher rates, and if they do, you’re entitled to a better deal. Employers also cannot deduct items such as uniforms or tools if doing so would result in your pay being below the minimum wage.

Tips

If you earn more than $30 per month in tips, your employer may count tips toward your minimum wage. But they must:

• Pay you at least $2.13 per hour in direct wages
• Let you know they’re using the tip credit
• Let you keep all your tips—unless you're part of a legal tip pooling arrangement

Overtime Pay

If you work over 40 hours in a week, you’re entitled to 1.5 times your regular rate for every extra hour. Your regular rate includes hourly wages, tips, bonuses, and other forms of compensation.

Timekeeping and Payroll Records

Your employer must maintain accurate records of:

• Hours worked
• Wages paid
• Job classification and other relevant info

If your pay seems off, ask to review your hours; employers are required to track and maintain accurate records for several years.

Rests and Meal Periods

The FLSA doesn’t require breaks, but if your employer offers short rest breaks (20 minutes or less), they must be paid. Meal breaks (30 minutes or more) can be unpaid—but only if you're completely relieved of work duties during that time.

Child Labor Rules

Federal law limits how and when minors can work:

• Under 14? You generally can’t work in this field.
• Ages 14–15: You can work limited hours and only certain jobs.
• Under 20: Employers can pay a youth minimum wage of $4.25/hour for the first 90 days of employment.

There are also restrictions on hazardous duties, so your tasks may be limited if you’re a minor.

Common Wage Violations in Car Wash and Detailing Jobs

Despite federal protections under the FLSA, wage violations are far too common in car wash and auto detailing workplaces. Below are some of the most frequent issues workers face on the job:

Unpaid Work Time

Employees aren’t always paid for all the hours they work, especially for time spent:

• Preparing for shifts
• Waiting during weather-related delays (like rain)
• Closing up after hours

These periods count as compensable time and should be reflected in your paycheck.

Poor Timekeeping Records

If your employer fails to keep accurate records of your hours or pay, it becomes much harder to prove how much you’re owed. This lack of documentation often leads to underpayment or wage disputes.

Improper Pay Rates

Workers paid by the day, job, or piece sometimes don’t earn enough to cover the minimum wage for all hours worked. Many are improperly denied overtime for hours worked over 40 in a week.

Unlawful Deductions

It’s illegal for employers to deduct wages for:

• Uniforms
• Register shortages
• Equipment use —if it causes your pay to fall below minimum wage.

Tip Misuse

Some employers:

• Take a cut of your tips (which is illegal)
• Fail to make up the difference when tips plus hourly wages don’t meet minimum wage
• Don’t follow the rules around tip pooling

You’re entitled to keep your tips, unless you’re part of a valid pool—and even then, the rules are strict.

Independent Contractor Misclassification

You might be called an “independent contractor,” but if you:

• Follow a set schedule
• Use company tools
• Report to a supervisor … you might actually be considered an employee under the law. Misclassification often allows employers to avoid paying overtime, taxes, and benefits—and it’s a violation of your rights.

What Can You Do?

If you believe your employer isn’t following the FLSA, you have the right to file a complaint with the U.S. Department of Labor or seek legal advice. Protecting your rights ensures that you receive fair compensation for the work you do.

Disclaimer: This information is based on fact sheets that DOL provides. If you’ve experienced wage or hour violations at work, please contact Morgan & Morgan today for a free, no-obligation case review.