The topic.
Predictive scheduling laws require advance notice of work schedules and impose premium pay when employers make last-minute changes, cancel shifts, or schedule 'clopenings' — closing followed immediately by an opening shift. Oregon was first (2018). New York City, Seattle, Chicago, San Francisco, and Philadelphia have followed with local laws. If you operate retail, food service, or hospitality in these jurisdictions with a large workforce, this reference tells you exactly what's required and what a violation costs.
State-by-state references.
Oregon Predictive Scheduling →
Oregon statewide law effective 2018. First state to enact. Applies to large employers in retail, hotels, and food service.
California Predictive Scheduling →
Los Angeles: 14-day notice. San Francisco: 2 weeks notice + premium pay. Emeryville: similar. No statewide law yet — AB 2825 pending.
New York Predictive Scheduling →
NYC Fair Workweek Law: separate laws for fast food and retail. Premium pay for schedule changes, on-call shifts, clopenings.
Illinois Predictive Scheduling →
Chicago FORE Act: 10-day advance schedule notice. Premium pay for schedule changes. Applies to larger employers.
Pennsylvania Predictive Scheduling →
Philadelphia Fair Workweek ordinance. No statewide law.
Maryland Predictive Scheduling →
Montgomery County: 72-hour advance notice for schedules. Premium pay for last-minute changes. No statewide law.
Washington Predictive Scheduling →
Seattle Secure Scheduling Ordinance. 14-day notice required. Premium pay for clopenings and last-minute changes. No statewide law yet.
Get the workbook.
Predictive Scheduling Laws
Predictive scheduling laws require advance notice of work schedules and impose premium pay when employers make last-minute changes, cancel shifts, or schedule 'clopenings' — closing followed immediately by an opening shi…
- ✓State Reference
- ✓Compliance Checklist
- ✓Monthly Updates
- 🔒Schedule Audit
- 🔒Schedule Changes
- 🔒Recordkeeping