Starting July 1, 2025, large retail and grocery employers in unincorporated areas of Los Angeles County will be required to comply with a sweeping new ordinance aimed at providing more predictable schedules and protections for workers, according to the California Labor and Employment Law Blog.
The Fair Work Week Ordinance targets companies with 300 or more employees nationwide, introducing a set of rules that aim to improve transparency, stability, and fairness in scheduling practices.
Changes for Employers and Workers
The ordinance imposes several significant requirements, including:
1. Predictable Scheduling Estimates
Employers must provide every new hire, and any current employee who requests it, with a written, non-binding estimate of their expected schedule. This includes anticipated hours, days, locations, and potential shifts. If a schedule varies by more than 20% or changes substantially over time, employers must document a legitimate business reason unknown at the time of the estimate.
2. Two Weeks’ Advance Notice
Work schedules must be posted at least 14 days before they begin. Any changes initiated after that period must be made in writing. Employees have the right to decline added hours or shifts outside the posted schedule and must provide written acceptance if they agree to last-minute changes.
3. Employee Scheduling Preferences
Employers must request and consider workers’ preferred hours and locations, and respond in writing to all scheduling requests — whether approved or denied — with an explanation.
4. Offer Existing Staff Extra Hours First
Before hiring new employees, companies must offer available shifts to existing, qualified employees at least 72 hours in advance. Staff have 48 hours to accept. This rule helps ensure current employees are prioritized for additional work.
5. Predictability Pay for Late Changes
Employees are entitled to “predictability pay” — extra compensation — for last-minute changes to their schedule. This includes:
- One hour of additional pay for any change to hours, date, time, or location
- Compounded payments for multiple changes in a single shift
- Additional half-pay for hours lost if a shift is shortened
6. Minimum Rest Between Shifts
Workers must receive at least 10 hours off between shifts unless they voluntarily agree to a shorter break, in which case they must be paid 1.5 times their regular rate for the hours in between.
7. Mandatory Notice Posting
Businesses must display official Fair Work Week notices in break rooms or distribute them electronically, ensuring employees are aware of their rights.
8. Recordkeeping and Compliance
Employers are required to keep records of schedules, schedule changes, communications, and employee requests for at least three years.
9. Manager Training
Supervisors must be trained to meet posting deadlines, handle schedule changes correctly, and obtain written documentation where required.
Preparing for Compliance
Companies subject to the ordinance are encouraged to audit current scheduling practices, update internal policies, and train staff in advance of the July 1 deadline. Failing to comply could result in significant penalties, so HR, operations, and legal teams should take early steps to align with the ordinance.
Though LA County has not yet issued formal enforcement guidance, the ordinance closely mirrors the City of Los Angeles’ existing Fair Work Week law, suggesting similar expectations will apply. Businesses operating in both jurisdictions should ensure consistency across locations.
