Overview
This topic covers laws aimed at providing more scheduling predictability to hourly workers. It summarizes requirements contained within statutes and regulations governing predictive and fair scheduling laws at the federal, state, and local level for all jurisdictions that cover predictive scheduling, except for minimum workweek and warehouse quota laws. There are currently no federal laws covering the topic. In localities that have their own law, make sure to still carefully review any applicable state law. Provisions within the state law will apply when the local law is silent on the provision or if the provision is less stringent under local law. Please seek the advice of experienced employment counsel for any questions about potential conflicts in state and local law.
Questions Answered
- What employers are covered by predictive scheduling requirements?
- What employees are covered by predictive scheduling requirements?
- Can predictive scheduling requirements be waived?
- Are employers required to provide new employees with estimated hours or an estimated schedule?
- How far in advance must employers provide employees with a work schedule?
- What are the notice and compensation requirements when a change in scheduling occurs?
- Can employees request a flexible working arrangement or input into their schedule?
- What are the predictive scheduling requirements for on-call shifts?
- What is the required minimum time between shifts?
- Are employers required to offer additional work to their current employees before hiring additional workers?
- How must notice of law be provided to employees?
- How should notice be posted?
- What records are employers required to maintain?
- What additional requirements apply?
- What agency enforces predictive scheduling compliance?
Additional Information
This topic does not cover:
- Minimum workweek ordinances
- Detailed information about the prohibitions, remedies, and enforcement if an employer fails to comply with the requirements