Wage and Hour Division outlines filing steps for Target employee complaints

The Wage and Hour Division (WHD) of the U.S. Department of Labor has published step-by-step filing instructions for employees who believe they were shorted pay or denied leave, giving Target workers a clear federal route to seek back wages and protection from retaliation. The guidance explains who can file, what information to gather, how complaints are handled, and what remedies may follow.

“Any nonexempt employee covered by the FLSA who believes that he or she has not been paid the required federal minimum wage or overtime may file a complaint with the Wage and Hour Division of the U.S. Department of Labor,” a federal guidance excerpt says. Third parties may file on behalf of employees, and immigration status does not bar undocumented workers from seeking relief under federal wage law.

Workers should assemble specific facts before contacting WHD. Worker.gov lists the essentials: “Your name, address, and telephone number; The name, address, and telephone number of the employer (or employment agency) you want to file a complaint against; The manager or owner’s name; A description of the type of work you did; When the events took place; How and when you were paid (such as cash or check, every Friday).” Pay stubs, schedules and time records will strengthen any claim.

Filing options include online, by mail, in person at a Wage and Hour Division district office, by telephone, or by letter. The department’s toll-free complaint line is 1-866-4-US-WAGE (1-866-487-9243) and the Wage and Hour Division is based at 200 Constitution Ave NW, Washington, DC 20210. Some third-party sources state that “The complaint may be filed in person, by letter or by telephone, but it also must be made in writing.” Worker.gov, meanwhile, lists online and phone filing and says: “Your complaint will get routed to the nearest field office, and they will contact you within two business days. They will work with you to answer your questions and determine whether an investigation is the best course of action. If an investigation is set up and finds sufficient evidence, you’ll receive a check for lost wages.” Because the phrasing differs across materials, workers may want to confirm whether a phone call alone initiates a formal written complaint.

Statute-of-limitations language is likewise mixed in the materials provided. The FLSA “contains a two-year statute of limitations (three-years for willful violations),” while one labor group recommended filing “as soon as the violation occurs but no later than 18 months.” Workers should consider acting promptly to preserve remedies.

The WHD emphasizes confidentiality and worker protections: “Many investigations are initiated by complaints, which are confidential. The name of the complainant, the nature of the complaint, and whether a complaint exists may not be disclosed.” The department also warns that “An employer cannot retaliate against a worker for exercising their rights, filing a complaint or cooperating with an investigation.”

Remedies can include back pay issued by WHD after an investigation. State-level resources note additional options: you can first file an internal complaint and keep copies of all documentation, and in some cases pursue a civil lawsuit for unpaid wages, damages, and attorney fees. Other agencies handle different issues - OSHA for safety and the EEOC for discrimination.

For Target employees weighing a complaint, gather the listed information, consider filing with WHD via 1-866-4-US-WAGE, keep copies of internal reports, and consult counsel if your case is complex. Worker.gov currently carries a notice that the site was not being updated due to a suspension of federal services and that “the last update to the site was 2/2/2026,” so confirm current procedures with WHD before filing.