Los Angeles County, California has ushered in new regulations aimed at providing retail employees with more stable and predictable work schedules. Set to take effect on July 1, 2025, the ordinance mandates that retail businesses with at least 300 employees globally must adhere to specific scheduling requirements. This legislative move aligns Los Angeles County with other jurisdictions like New York City, Philadelphia, Chicago, and Seattle, which have already adopted similar “fair workweek” laws.
Under the new ordinance, businesses are required to provide a written estimate of a worker’s schedule upon employment and upon request. This estimate should reflect a good-faith prediction of the employee’s work hours but is not binding. Instead, it sets an expectation, and if significant deviations occur, employers must justify them with documented business reasons.
Employees can now request changes to their work hours, timing, or locations, fostering a more accommodating workplace environment. However, employers retain the right to decline these requests based on reasonable grounds, which must be communicated in writing.
A pivotal element of the ordinance is its advance notice requirement. Employers must inform employees of their schedules at least 14 days in advance. Any employer-initiated changes after this period need to be conveyed in writing, and employees reserve the right to decline additional hours not included in the initial schedule.
In a move to prioritize current workers, the ordinance restricts hiring new employees before existing staff are offered additional hours, unless no suitable internal candidates are available. Detailed rules govern this process, including a 72-hour notice for new shifts and a 48-hour window for employees to accept extra hours.
Another significant aspect of the ordinance relates to premiums for schedule changes. If an employer alters a schedule with less than two weeks’ notice, they must compensate affected employees accordingly. This includes paying an additional hour’s wage for minor changes, with more substantial adjustments requiring half the regular wage for lost work time.
Employees are also entitled to 10 hours of rest between shifts unless they agree in writing to a shorter interval, in which case they earn time-and-a-half for the hours worked without sufficient rest.
Violation of these regulations can lead to hefty penalties, encompassing both fines payable to the county and damages owed to the employee. These penalties underscore the strict enforcement measures accompanying the ordinance.
Employers will need to adapt significantly to comply with these regulations. This includes retraining managers on scheduling practices and ensuring shifts are strictly adhered to as specified, without informal last-minute changes.
As businesses and employees prepare for the implementation of these rules, they mark a significant shift toward more equitable labor practices in one of the country’s most populous counties. Adherence not only promises a more predictable work life for many but also sets a standard that could inspire similar actions in other regions.
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