Worker Surveys Highlight Dollar General Problems With Breaks and Scheduling

Breakroom’s employer profile for Dollar General, updated through January 2026, compiles worker‑supplied survey responses and synthesizes recurring themes that employees raise about day‑to‑day working conditions. The page presents aggregated scores and percentages and distinguishes experiences by role, offering a high‑level view of how managers and sales associates describe hours, unpaid extra work, and obstacles to taking time off.

Common complaints in the surveys include unpaid breaks and difficulty securing sick time. Multiple respondents indicated part‑time status often limits access to PTO, paid sick leave and employer‑sponsored health insurance. Scheduling notice is frequently short, with many workers reporting that they receive less than four weeks’ advance notice of their shifts. Those patterns combine to create uncertainty for employees who rely on predictable hours for budgeting, childcare, schooling or second jobs.

Role‑specific notes on the profile show different pressures across the workforce. Managers report working long hours and shouldering unpaid extra work, while sales associates emphasize unpredictable schedules and perceived difficulty requesting time off. The aggregated scores and percentage breakdowns on the page are intended to let internal teams, recruiters and labor researchers quickly gauge where employee sentiment is most negative and where conditions vary by role or location.

For workers, the issues highlighted carry immediate consequences: unpaid breaks and unpaid hours reduce take‑home pay, limited access to paid sick leave can force employees to work while ill or lose income when they stay home, and short scheduling notice increases the risk of conflicting obligations. For supervisors and store operations, persistent reports of unpaid work and scheduling problems can undermine morale, increase turnover and complicate recruitment.

The profile functions as a diagnostic snapshot rather than a comprehensive audit; it aggregates anonymous responses to surface trends that merit closer attention. Human resources and store leaders can use the overview to prioritize investigations, compare conditions across roles and districts, and track whether interventions change employee perceptions over time. For outside observers such as labor researchers, the page provides a consolidated view of frontline sentiment that can inform broader analysis of retail sector workplace practices.

As employers continue to navigate staffing pressures and cost constraints, the issues identified in the profile underscore how scheduling, pay practices and benefit eligibility shape both worker well‑being and operational stability.