Discover Call Center Settlement: Eligibility, Payouts, and Deadlines

If you worked an hourly call center job at Discover between January 9, 2021, and May 31, 2025, you are covered by the proposed $15 million Discover call center settlement in Harris v. Discover Products Inc., but you have to file an FLSA Opt-in Form by May 7, 2026, to receive the bulk of the money.¹ The case covers roughly 25,000 current and former workers and is pending in the U.S. District Court for the Northern District of Illinois, with a final approval hearing set for June 25, 2026.²

Who Qualifies

The settlement class includes all current and former hourly call center employees who worked for Discover Products, Inc. or Discover Financial Services anywhere in the United States between January 9, 2021, and May 31, 2025.³ Salaried employees and non-call-center staff are not part of the class. The class period ends on May 31, 2025, so work performed after that date, including under Capital One after its May 18, 2025, acquisition of Discover, is outside the settlement.⁴

Two Payment Pools, and Why Doing Nothing Costs You Money

The settlement splits the net fund into two separate pools with different rules:

The Rule 23 pool holds 15% of the net fund. You are in it automatically. You do not have to file anything to receive a payment from this pool.
The FLSA pool holds 85% of the net fund. You only receive money from this pool if you submit a completed FLSA Opt-in Form by May 7, 2026.⁵

If you ignore the notice, you get a share of the smaller 15% pool and forfeit the larger 85%. Opt-in forms can be filed through the official settlement website or mailed to the settlement administrator, Atticus Administration LLC. The administrator’s contact line is (800) 815-1767, and its email is HarrisDiscoverSettlement@atticusadmin.com.⁵

How Much You Can Expect

The gross fund is $15 million. Before individual payments are calculated, the fund is reduced by attorneys’ fees of up to $5 million, litigation expenses of up to $30,000, administration costs of roughly $132,000, and court-approved service awards to the class representatives.⁵

Individual payments from both pools are based on how many workweeks you logged during the class period. The administrator divides each pool by the total eligible workweeks across the class, producing a per-workweek dollar figure, and multiplies that by your own workweek count. In the Rule 23 pool, workweeks in nine states carry a 1.2 multiplier because additional state wage claims applied there: Arizona, California, Illinois, Maryland, Nevada, New Jersey, North Carolina, Ohio, and Pennsylvania.⁵ Every eligible Rule 23 class member is guaranteed at least $10.

For tax purposes, each payment is split in half. One half is treated as wages and reported on a W-2; the other half is treated as liquidated damages and reported on a 1099.⁵

Dates You Cannot Miss

April 22, 2026 is the deadline to return a corrected Settlement Class Member Information Sheet if the pre-populated work history or personal details you received are wrong.⁵
May 7, 2026 is the deadline for three separate actions: submitting an FLSA Opt-in Form, submitting a Request for Exclusion, or filing a written objection.¹
June 25, 2026 at 9:30 a.m. is the final approval hearing before Judge Franklin Ulyses Valderrama at the Everett McKinley Dirksen U.S. Courthouse in Chicago.¹

Opting Out or Objecting

If you would rather sue Discover on your own, you can opt out of the Rule 23 portion by mailing a signed Request for Exclusion form to the settlement administrator, postmarked no later than May 7, 2026. Opting out means no settlement payment and no right to object.¹

If you want to stay in but think the terms are unfair, you can file a written objection, also postmarked by May 7, 2026. Objections must include your name, the last four digits of your Social Security number or employee ID, the case name and number, the factual and legal basis for your objection, and a list of any other class action objections you have filed in the last five years. Send objections to: Harris v. Discover Products, c/o Atticus Administration LLC, PO Box 64053, St. Paul, MN 55164.¹

What the Case Was About

Keyona Harris, a Discover customer service representative, filed the original complaint on August 2, 2023. She alleged that Discover required hourly call center workers to boot up their computers and log into multiple software systems before their paid shifts began, and to log out and shut down after shifts ended, without pay for that time.⁶ The complaint said the unpaid pre-shift and post-shift computer login time violated the Fair Labor Standards Act by shorting workers on both minimum wage and overtime.¹

Alongside the federal FLSA claim, the plaintiffs brought state-law claims under the Illinois Minimum Wage Act, the Illinois Wage Payment and Collection Act, and Ohio’s Minimum Fair Wage Standards Act, plus common-law claims for breach of contract and unjust enrichment. The released claims extend to wage-and-hour laws in all nine states that carry the 1.2 multiplier. Discover denied the allegations throughout the case and said its hourly call center workers were paid for all their work time.¹

1
Harris Discover Settlement. Notice of Proposed Class/Collective Action Settlement and Final Approval Hearing
2
Bloomberg Law. Discover Call Center Workers Seek Approval of FLSA Settlement
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Harris Discover Settlement. Harris v. Discover Products Settlement
4
Capital One. Capital One Completes Acquisition of Discover
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Harris Discover Settlement. FAQs
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Law360. Call Center Worker Says Discover Compels Off-Clock Work