Overtime & Wages for Personal Trainers: What You Need to Know

Personal trainers work hard to help others reach their fitness goals, but when it comes to getting paid what they’re legally owed, many trainers are left in the dark.

Between irregular schedules, split shifts, training packages, and prep work, it can be difficult to know when your employer is supposed to pay overtime or compensate you for “off-the-clock” tasks.

At Morgan & Morgan, we represent workers across the country, including personal trainers, who are unfairly denied the wages they’ve earned. Here’s what every trainer should know about their rights.

Are Personal Trainers Entitled to Overtime?

In many cases, yes. Under the federal Fair Labor Standards Act (FLSA), most workers must be paid:

• At least minimum wage
• Time-and-a-half (1.5x pay) for all hours worked over 40 in a workweek

Some gyms attempt to classify trainers as exempt from overtime, but the truth is, most personal trainers do not meet the legal test for exemption.

You’re likely not exempt if:

• You don’t have hiring or firing authority
• You don’t manage other employees
• You’re not making high-level, independent business decisions
• You’re paid hourly, per session, or on commission

If you’re unsure how you’re classified, a wage attorney can help you review your pay structure.

Common Wage Issues Personal Trainers Face

At some point in their careers, many, if not most, personal trainers can be unpaid or underpaid for their hard work.

Unpaid “Off-the-Clock” Work

Many trainers perform tasks that aren’t logged as paid hours, such as:

• Client check-ins or messaging
• Programming workouts
• Cleaning or equipment prep
• Required meetings or trainings

If these tasks benefit your employer or are required to do your job, they must be paid.

Being Paid Only for Training Sessions

Some gyms only pay trainers when they have a booked session, even though trainers often must work the floor, attend staff meetings, complete paperwork, or be “on call” for walk-ins.

If you’re required to be at the gym, that time is likely compensable.

Misclassification as Independent Contractors

Many gyms improperly label personal trainers as independent contractors to avoid paying:

• Overtime
• Minimum wage
• Payroll taxes
• Benefits
   

But if your employer controls your schedule, dress code, pricing, or clients, you may legally be an employee, no matter what the contract says.

Commission or Rate Manipulation

Some trainers lose out on income due to improper deductions, “chargebacks” for client cancellations, or reduced rates without notice.

If your take-home pay dips below minimum wage, that’s a red flag.

Do Split Shifts and Long Days Count Toward Overtime?

Absolutely. The law focuses on total hours worked in a week, not how those hours are spread out.

So if you coach a morning boot camp, return for afternoon clients, or come back again for evening classes, all those hours count. If they exceed 40 hours in a workweek, you may be owed overtime.

What if My Gym Doesn’t Track My Hours?

Some employers use vague or inconsistent scheduling practices, or they rely on trainers to self-report hours. But ultimately, it’s the employer’s legal obligation to track time worked.

If they fail to do so, and you can show reasonable evidence of unpaid hours, such as texts, schedules, and client records, that may be enough to prove your claim.

Can I Be Retaliated Against for Speaking Up?

No. Federal law protects workers who:

• Ask questions about pay
• Bring concerns to HR
• File a wage complaint
• Contact an attorney

If your employer tries to punish you by cutting your hours, changing your schedule, or disciplining you, Morgan & Morgan can help.

How Morgan & Morgan Can Help Personal Trainers

Our employment attorneys have recovered millions for workers who were:

• Denied overtime
• Required to work off-the-clock
• Misclassified as contractors
• Underpaid due to illegal pay practices

We investigate how you’re paid, evaluate your classification, review your employer’s records, and fight to recover any unpaid wages you’re legally owed.

With more than 1,000 attorneys nationwide and a track record of standing up to large employers, Morgan & Morgan is here to help workers in the fitness industry get what they’ve earned. We work on a contingency fee, which means you pay nothing unless we win.

Think Your Pay Isn’t Adding Up? Contact Us.

If you’re a personal trainer who suspects your employer is violating wage or overtime laws, don’t wait. These cases often have strict deadlines, and the sooner you act, the better.

Hiring one of our lawyers is easy, and you can get started in minutes with a free case evaluation.