$1.8M AT&T Mobility Services Class Action Lawsuit Settlement, Eligibility and Claim Deadline 2026

AT&T Mobility Services has agreed to a $1.8 million class action settlement to resolve allegations of California labor law violations. As of January 2026, current and former non-exempt employees may be eligible for a cash payout. If you worked for AT&T Mobility in California between 2022 and 2025, you do not need to file a formal claim to receive payment, but you must verify your status before the March 6, 2026 exclusion deadline.

AT&T Wage and Hour Settlement: What Led to the $1.8M Fund?

The lawsuit, Gilbert, et al. v. AT&T Mobility Services LLC, alleged that the telecommunications giant violated several California labor codes. Specifically, the plaintiffs claimed that AT&T failed to pay all minimum and overtime wages, did not provide legally compliant meal and rest breaks, and failed to reimburse employees for necessary business expenses.

While AT&T Mobility Services denies any wrongdoing, the company agreed to the $1,837,500 settlement (plus additional funds for PAGA penalties) to avoid the costs of prolonged litigation. This settlement is a significant victory for non-exempt workers who claimed they were denied full compensation for hours worked in a high-pressure retail and service environment.

Who Qualifies as an Eligible Claimant?

The settlement covers a specific group of workers defined as the “Settlement Class.” You are likely eligible if you meet the following criteria:

• Role: You were a non-exempt (hourly) employee.
• Employer: You worked for AT&T Mobility Services LLC.
• Location: Your employment took place in the state of California.
• Timeline: You worked at least one shift between September 21, 2022, and September 3, 2025.

How Much Compensation is Available Per Person?

Individual payouts are not fixed; instead, they are calculated based on a workweek formula.

• Pro Rata Distribution: The net settlement fund is divided among class members based on the total number of workweeks each person completed during the eligibility period.
• PAGA Payments: In addition to the class payment, eligible “aggrieved employees” may receive a portion of the Private Attorneys General Act (PAGA) fund, which is distributed based on the number of pay periods worked.
• Estimates: While individual amounts vary, employees with long tenures during the 2022–2025 period will receive a larger share of the fund. Some PAGA-related payments in similar California cases have reached significant figures depending on the frequency of violations.

What You Must Know

No Claim Form Required: The Automatic Payout

Unlike many consumer settlements, you do not need to submit a claim form to receive money from the $1.8M AT&T settlement. If you are identified in AT&T’s corporate records as an eligible employee, you will automatically be sent a check after the court grants final approval. However, you must ensure the settlement administrator has your current mailing address to avoid your check being returned as undeliverable.

Important Deadlines for March 2026

As of January 2026, the case is in the “Preliminary Approval” phase. There are two critical dates you must keep in mind:

• March 6, 2026: This is the deadline to Opt-Out (exclude yourself) if you wish to sue AT&T individually, or to Object to the settlement terms. It is also the deadline to challenge the number of workweeks credited to your name if you believe the company’s records are inaccurate.
• March 23, 2026: The Final Approval Hearing will be held in the Superior Court for the County of Los Angeles. Payouts will only be distributed if the judge signs the final order during or after this hearing.

Required Documentation and Verification

While no “Proof of Purchase” is needed, you should gather your pay stubs or W-2s from September 2022 through September 2025. You will need these if you plan to challenge the settlement administrator’s calculation of your workweeks. You can verify your eligibility or update your contact info at the official settlement portal: www.GilbertATTSettlement.com.

What to Do Next

Step 1: Confirm Your Eligibility

Check your employment records to confirm you were a non-exempt worker in California during the class period. If you did not receive a mailed notice by late 2025, contact the Settlement Administrator, Atticus Administration, at 1-800-738-0029 to see if you are on the list.

Step 2: Update Your Address

If you have moved since September 2025, your settlement check might go to an old address. Use the contact form on the official website to submit an address change immediately. This is the #1 reason why eligible workers miss out on class action payouts.

Step 3: Monitor the Final Approval Status

The court will decide the fate of the $1.8M fund on March 23, 2026. If approved, checks are typically mailed within 60 to 90 days of the hearing. You can track the claim status and hearing updates through the public court docket for Case No. 23STCV24512.

FAQs

Who qualifies for the AT&T Mobility Services settlement?

Non-exempt AT&T Mobility employees who worked in California between September 21, 2022, and September 3, 2025, are eligible.

What is the deadline to take action?

The deadline to opt-out, object, or dispute your workweek count is March 6, 2026.

How much money will I receive?

The amount depends on how many weeks you worked. Those who worked the entire three-year period will receive the highest payouts.

How do I file a claim for this AT&T settlement?

No claim form is required. If you are a class member, you will automatically receive a check unless you exclude yourself by March 6.

What documentation is needed to receive a payment?

No documentation is required for the automatic payment. However, keep your pay stubs if you intend to dispute the number of workweeks AT&T has on file for you.

What happens if I moved after I left AT&T?

You must contact Atticus Administration at [email protected] to provide your new address, or your check will be returned to the fund.

Last Updated: January 30, 2026

Disclaimer: This article is for informational purposes only and does not constitute legal advice. For questions regarding your specific employment rights, please consult a labor attorney.

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About the Author

Sarah Klein, JD, is a licensed attorney and legal content strategist with over 12 years of experience across civil, criminal, family, and regulatory law. At All About Lawyer, she covers a wide range of legal topics — from high-profile lawsuits and courtroom stories to state traffic laws and everyday legal questions — all with a focus on accuracy, clarity, and public understanding.
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