Working in the solar industry is tough. Getting paid fairly shouldn’t be.
Solar installation is tough, technical, hands‑on work. You build the infrastructure that powers schools, cities, and businesses—often in harsh conditions and far from home.
Life as a solar worker can involve travel from job to job, living out of hotels, and putting in long days to keep projects on schedule.
Despite the strong demand and important work, many solar workers are denied workplace rights and protections that are required by law. If you work in solar, here are the issues that could come up and how they may apply to you.
Overtime Pay—and How Misclassification Denies It
Solar companies sometimes classify installers as exempt from overtime requirements or pay a flat daily rate, no matter how many hours someone works. In many cases, that’s not allowed.
If you’re doing hands‑on construction labor—like racking, wiring, trenching, running conduit, or assembling panels—you are usually considered “nonexempt.” That means you’re eligible to receive overtime pay.
Pay requirements for protected “nonexempt” workers include:
- Overtime at time‑and‑a‑half after 40 hours per week (or after 8 hours/day in some states); and
- Compensation for all hours worked, including time spent loading materials, transitioning from one shift’s crew to the next, traveling between sites during the day, or waiting around for instructions.
Many solar workers report being told they’re “salaried,” “independent,” or “exempt” simply because it’s convenient for the company. But the actual work you perform—not the label that’s applied to you—determines whether you should get overtime.
Life on the Road: Per Diems, Travel, and Temporary Housing
Solar projects often require you to travel hundreds of miles from home and stay in hotels or crew housing. Problems happen when:
- You have to cover lodging upfront and aren’t reimbursed as expected
- Per diem payments don’t match what you were promised
- You’re not paid for the extra time spent driving long distances to remote sites
If something with your pay seems wrong, it could be a sign that there are other issues. Companies that cut corners in one area usually cut them in others too.
Correct Job Classifications on Prevailing Wage Projects
Many solar farms are built under contracts with state, city, or federal agencies, which can require prevailing wages. These rates can be significantly higher than normal pay, and usually include fringe benefits like holidays and sick time,
One common issue: workers are placed in the wrong classification. For example:
- Being paid as a laborer when you’re doing electrician work.
- Being called a helper even though you’re performing skilled tasks independently.
These labels matter because they control how much you earn. If you’re placed in the wrong category, you can lose out on higher hourly rates, extra pay, and the benefits that come with the job you’re actually doing.
Wage Statements Should Reflect Your Work
In solar installation, paystubs are often the first place workers notice something is off.
A wage statement should tell you the basics you need to confirm your pay — your hours, your rate, overtime if you worked it, and any deductions from your gross earnings. The exact rules vary by state, but these details are standard across much of the country.
Some of the common issues solar installers encounter include:
- Missing or rounded‑down hours
- Per diem or travel payments mixed into the wage line
- No breakdown of different tasks even when you worked multiple roles
When the numbers on the paystub don’t line up with the hours you actually worked, it can indicate larger problems with how the company is tracking and paying time.
Weekly Pay Requirement for Manual Workers in New York
In New York, most manual workers must be paid on a weekly basis, or more frequently. Solar installers almost always count as manual workers because the job involves physical labor like lifting, digging, wiring, and assembly.
When companies stretch pay periods to two weeks or more, workers can lose transparency and control over their earnings. It also increases the risk of:
- Errors that are harder to catch and correct
Weekly pay helps to keep money flowing regularly so you have consistent, predictable wages.
Other Signs Something Isn’t Right
Solar workers we work with often experience:
- Being called a manager and/paid a salary while doing the same work as hourly workers
- Being told not to record all their hours
- Long waits between sites without pay
- Pressure to work off the clock
- Unclear information about whether the project is public (and whether prevailing wage applies)
If any of this sounds familiar or if you have other questions about your compensation, speaking with an experienced attorney can help you understand your rights.
If you’d like help sorting out your situation or understanding whether you were paid everything you were owed, contact our client intake team at 866-772-4133. We’re available Monday to Friday, 8:30am to 9pm Eastern time.
This was co-written by Jon Steingart, Senior Content Strategist at Outten & Golden LLP.
