Amazon Wins Dismissal of NYC Warehouse Workers' Unpaid Wage Suit

Federal judge rules security screenings not compensable under labor laws.

Apr. 1, 2026 at 4:38pm

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A federal judge in Brooklyn has ruled that Amazon does not have to compensate its warehouse workers in New York City for the time they spend undergoing security screenings before and after their shifts. The judge determined that the required screenings, including additional health checks during the COVID-19 pandemic, are not an integral part of the employees' principal work activities and therefore are not compensable under federal and state labor laws for minimum wage or overtime pay.

Why it matters

This ruling is a victory for Amazon in an ongoing legal battle over worker compensation and could set a precedent for other companies with similar security screening policies. It highlights the complex issues around what activities employers must pay workers for, especially in the context of increased health and safety measures during the pandemic.

The details

In her order dismissing the workers' complaint, Judge LaShann DeArcy Hall of the U.S. District Court for the Eastern District of New York said the security screenings and additional health screenings were not an integral part of the employees' principal work activities. Therefore, the judge determined, the time spent on these screenings is not compensable under the federal Fair Labor Standards Act or New York state labor laws.

  • The lawsuit was filed against Amazon in the Brooklyn federal court.

The players

Judge LaShann DeArcy Hall

A judge for the U.S. District Court for the Eastern District of New York who ruled in favor of Amazon in the lawsuit.

Amazon

The e-commerce giant that was sued by its warehouse workers in New York City over unpaid wages for time spent on security screenings.

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The takeaway

This ruling demonstrates the ongoing legal battles between companies and workers over compensation, particularly for activities that may be considered peripheral to the main job duties. The decision could influence how other employers approach security screening policies and compensation requirements.