Accenture (hourly-paid employees)

Brown, LLC has filed a collective action lawsuit on behalf of current and former hourly-paid, non-exempt employees of Accenture LLP (“Defendants”) nationwide, alleging violations of the Fair Labor Standards Act (“FLSA”).

Note: Filing a lawsuit does not mean that Defendants have been found liable. The claims stated in the complaint are allegations and will be resolved through the legal process.

About Accenture

Accenture LLP operates as an Illinois limited liability partnership with its principal office in Chicago, Illinois, and provides consulting and related professional services nationwide. The company employs hourly-paid, non-exempt employees in roles that included performing client-facing and project-support work, Epic-related analyst work and go-live support functions.

Claims in the Lawsuit

The lawsuit alleges that Accenture LLP failed to properly pay hourly-paid, non-exempt employees for all time worked, including overtime.

According to the complaint, Accenture used preset, prefilled, or standardized time entries that did not necessarily reflect the full amount of time employees actually worked, and when employees worked additional time, including overtime, deviations from those entries were discouraged, rejected, or not fully approved. The complaint further alleges that employees performed work before scheduled start times, after scheduled end times, and during periods of heightened project activity without being fully paid for that time.

Workers Covered

Hourly-paid, non-exempt employees of Accenture LLP, including employees performing client-facing and project-support work, Epic-related analyst work, go-live support functions, and other similar hourly-paid, non-exempt roles.

Locations Covered
The lawsuit includes claims for all hourly-paid, non-exempt workers who worked for Defendants anywhere in the United States or any other place covered by the FLSA.

Time Period Covered

The lawsuit covers hourly-paid employees who worked for Defendants at any time with the period of March 16, 2023, through present.

Even if you no longer work for Accenture LLP, you may still be eligible to participate if you worked during these time periods.

For the federal law claims, workers can generally recover wages for up to two years before the date they join the lawsuit by filing a signed consent form with the Court, or up to three years if the Court finds that Defendants’ alleged violations were willful.

Case Status

March 16, 2026: The lawsuit was filed in the United States District Court for the Northern District of Illinois.

How to Participate

If you worked for Accenture as an hourly-paid, non-exempt employee and believe you were not paid for all time worked or all overtime hours worked, you may be eligible to join the case. If you are interested in participating in the lawsuit, please complete the form below so that the wage and hour lawyers at Brown LLC can assess your eligibility.

Frequently Asked Questions

Will Brown, LLC Be My Attorneys?

Yes, if you sign a retainer and/or Consent to Join form. You owe no legal fees unless there is a recovery. If successful, attorneys’ fees are sought as allowed by law.

Can Accenture Retaliate Against Me for Joining?

No. Federal wage laws prohibit retaliation against workers who join a lawsuit or assert their wage rights. The complaint in this matter alleges wage violations, not retaliation.

Will I Have to Testify or Provide Documents?

Maybe, but not necessarily. Many wage-and-hour cases rely heavily on the employer’s own timekeeping, payroll, and policy records. Therefore, saving any relevant documents you may have can be helpful.

How Long Will the Case Take?

Litigation timelines vary depending on court schedules, case complexity, and how the defendant responds. Wage and hour cases often take two to three years, though timelines may vary depending on settlement discussions or court rulings. If you have information related to the allegations or believe you may be affected, contact the wage and hour lawyers at Brown, LLC at (877) 561-0000 or email flsagroup@jtblawgroup.com. All inquiries are confidential, and accommodations can be made for calls after hours or on weekends.

These are allegations only. No finding of liability has been made. The case is ongoing.