Fair Workweek Software
Automate scheduling and stay ahead of regulations
Non-compliance with Fair Workweek laws can cost businesses tens of thousands annually. Protect your bottom line with a smarter, automated solution.
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8,134 + reviews
Non-compliance with Fair Workweek laws can cost businesses tens of thousands annually. Protect your bottom line with a smarter, automated solution.
8,134 + reviews
Schedule Accurately the First Time
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Be proactive and save time with automated scheduling that considers employee availability, labor laws, and business needs—ensuring accuracy and compliance from the start.
Keep Employees Informed and Accountable
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Enable employees to acknowledge shifts in advance, ensuring clarity and compliance with scheduling requirements while reducing last-minute confusion.
Collect Key Information at Clock In and Out
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Automate compliance by gathering required Fair Workweek data directly from employees at clock-in or clock-out, ensuring you stay audit-ready.
Seamlessly Calculate Predictability Pay
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Automatically calculate and allocate allowances, such as predictability pay, to comply with Fair Workweek regulations without the manual workload.
Flexibility for Employees, Control for Managers
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Allow employees to swap shifts directly within the platform, while managers retain oversight to ensure compliance and coverage.
Ensure Rest Periods with Built-In Protections
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Automatically enforce rules for time between shifts to prevent scheduling violations and protect employee well-being, all while staying compliant.
Pay Staff Correctly
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Automatically calculate wages based on hours worked and ensure premium pay is applied correctly.
What's Included
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Want to learn more about a specific feature?
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Payroll
Shift Acknowledgement
Time Clock Questions
Automated Allowances
1:1 Shift Swapping
Auto Scheduling
Time Between Shifts Compliance Rules
Oregon (Statewide)
14-day advance notice, predictability pay, rest rules
Applies to businesses with 500+ employees
Berkeley, CA
14-day advance notice, predictability pay, rest rules
Applies to businesses with 56 to 100+ employees, depending on industry
Emeryville, CA
14-day advance notice, predictability pay, rest rules
Applies to businesses with 20 to 56 employees for the retail and fast food industry, depending on location
San Francisco, CA
14-day advance notice, predictability pay, rest rules
Applies to formula retail businesses with 40 or more locations worldwide and 20 or more employees in San Francisco
Los Angeles, CA
14-day advance notice, predictability pay, rest rules
Applies to retail businesses with 300 or more employees globally
Los Angeles County, CA
14-day advance notice, predictability pay, rest rules
Applies to retail businesses with 300 or more employees globally that operate in unincorporated areas of LA county
Chicago, IL
14-day advance notice, predictability pay, rest rules
Applies to businesses with 100 to 250 employees globally, depending on the industry. Earning thresholds also apply.
Evanston, IL
14-day advance notice, predictability pay, rest rules
Applies to businesses with 100 to 300 employees, depending on the industry and number of locations.
New York City, NY
Retail: At least 72-hour advance notice, applies to retail businesses with 20 or more employees
Fast food: 14-day advance notice, predictability pay, rest rules
Applies to businesses that are part of a chain of 30 or more locations nationally
Philadelphia, PA
14-day advance notice, predictability pay, rest rules
Applies to employers with 250 or more employees and 30 locations globally in retail, hospitality, and food service
Seattle, WA
14-day advance notice, predictability pay, rest rules
Applies to retail and food service establishments with 500 or more employees and full-service restaurants with 40 locations worldwide
Explore our full guide for a deeper look at current Fair Workweek ordinances and requirements.
Compliance doesn’t have to be complex. Let us simplify Fair Workweek regulations so you can focus on your business.
Frequently Asked Questions
What are Fair Workweek laws?
Fair Workweek laws are local labor regulations that aim to provide employees with more predictable, stable work schedules. There is no single federal Fair Workweek law in the United States; instead, individual cities and jurisdictions have enacted their own ordinances.
While the specifics vary, these laws commonly include requirements for advance notice of schedules, predictability pay (or premium pay), the right to rest between shifts, the right to decline certain schedule changes, good faith estimates of hours, access to additional hours for current employees, and recordkeeping obligations.
Are Fair Workweek ordinances the same as predictive scheduling laws?
Yes. Fair Workweek and predictive scheduling laws generally refer to the same type of regulations—local labor laws aimed at making work schedules more predictable for employees. The terms are often used interchangeably.
Is there a federal ordinance around predictive scheduling?
No. There is currently no federal law governing predictive scheduling. Most regulations exist at the city and local level. However, Oregon has a statewide predictive scheduling law that applies to certain employers, particularly in retail, hospitality, and food service.
Who's covered under Fair Workweek laws?
Coverage varies by jurisdiction, but Fair Workweek laws typically apply to businesses that meet certain thresholds, such as company size, number of employees, number of locations, or industry type.
For example, in Berkeley, restaurants with 100 or more employees globally must comply with the ordinance. In contrast, retail employers may be covered once they reach 56 employees.
How do these ordinances affect workforce management?
Fair Workweek laws add complexity to workforce management. Even without these regulations, tasks like time tracking, scheduling, and aligning staffing with demand are already time-consuming and critical.
With predictive scheduling requirements, businesses must not only create schedules that meet operational needs but also publish them well in advance. This can be particularly challenging in industries with fluctuating demand, such as retail and hospitality.
How does employee scheduling software help manage Fair Workweek laws?
Employee scheduling software can play a key role in maintaining compliance—when implemented correctly.
The right system should have the functionality that enables managers to build demand-based schedules ahead of time and ensure they're distributed within the required notice period. This helps businesses maintain optimal staffing levels while giving employees greater visibility and predictability over their shifts.
How does Workforce.com help with staying compliant with Fair Workweek laws?
Workforce.com offers employee scheduling tools that streamline scheduling and align staffing levels with forecasted demand. This helps managers avoid over- or understaffing and ensures schedules are delivered within required notice periods (often 14 days in advance).
The platform also includes built-in compliance guardrails. For example, it flags potential violations, such as insufficient rest between shifts ("clopening"), before schedules are published, helping reduce risk.
What are the best practices for Fair Workweek compliance?
Staying compliant comes down to a combination of process, technology, and awareness.
Key best practices include:
- Using workforce management software to automate scheduling and compliance checks
- Staying up to date with local regulations, as requirements can change frequently
- Training managers on Fair Workweek rules and how to apply them in day-to-day scheduling practices
- Building schedules as early as possible to meet advance notice requirements and avoid last-minute changes
- Keeping accurate records of schedules, changes, and employee consent where required
- Ensuring employees are paid correctly for schedule changes, including any predictability pay or premiums
Even if Fair Workweek laws don't currently apply to your business, it's worth putting the right systems in place early. As more jurisdictions adopt these regulations, being prepared helps you avoid operational disruption and compliance risks down the line.