HOME fair workweek los angeles california

Simplify compliance with the Los Angeles Fair Work Week Ordinance

Is your retail business compliant with Los Angeles’ Fair Work Week law?
  • Build smart schedules far in advance
  • Reduce the chance of fines with advance notice of shifts
  • Get notified of suggested premium pay for last-minute schedule changes
Los Angeles Fair Workweek with Deputy

The Los Angeles Fair Work Week Law for Retailers

LA’s Fair Work Week Ordinance aims to make schedules more predictable for retail employees, which means a stable income and less stress when it comes to balancing their life outside of work.

The law requires certain retailers to provide 14 days advance notice of work schedules, premium pay for late changes, and other key requirements. Learn more about the law and whether it applies to you in our Fair Work Week guide.

Los Angeles Fair Workweek Penalties

Penalties and enforcement

If an employer is found to be in violation of the ordinance, fines and penalties can include the employee’s lost wages and sick time benefits, attorneys’ fees, reinstatement of employee as well as monetary fines of up to $120 per employee per day, as well as reinstatement, injunctive relief, and event attorney’s fees. Additionally, a one-time penalty for reach violation, which does not accrue daily, is allowed up to $500 per violation of each section of the ordinance.

Did you know that businesses across the U.S. in the cities with fair work week laws paid more than $27 million in violations last year alone?

LA Predictability Pay Calculator

Employer-initiated changes to work schedules made less than 14 days before the start of the work period are subject to payment. Use the calculator to estimate what you could be paying when schedule changes occur.

Fair Workweek made simple with Deputy

Want to learn more? Book time with our team today. Discover how Deputy can help simplify Fair Work Week compliance in 15 minutes or less.
  • Understand if Deputy is right for you
  • Ask any burning questions
  • Learn what our software can do
Book a demo

Six ways Deputy helps you simplify compliance with Los Angeles Fair Work Week Laws

Good faith estimate with Deputy

Create and update good faith estimates

Easily create a good faith estimate of regular work hours for your employees. Get visual warnings to prevent scheduling outside their good faith estimate or capture consent for working shifts outside the estimate.

Advance notice schedule with Deputy

Build smart schedules far in advance and instantly publish them to your team

Create schedules based on labor demand forecasts to minimize costly changes and auto-apply the good faith estimate. Instantly publish schedules to staff.

Record employee consents for schedule changes and clopenings

Access Fair Work Week reports that track schedule change history and consent. Easily access digital records whenever auditable records are needed.

Simplify tracking and calculations for all Schedule Change Premiums

Deputy’s visual flags act as guardrails for managers to highlight changes that will incur schedule change premiums.

Easily offer available shifts to existing workers

Create open shifts that existing employees can share via email, text, and mobile app notifications. Employees can claim shifts through mobile app or the web.

Why choose Deputy?

Deputy is designed to assist businesses in managing fair workweek requirements. We stay informed about fair workweek developments through regular consultation with industry experts and regularly release new features to aid employers in simplifying compliance.

Chicago, Illinois

Chicago, Illinois

New York City, New York

New York City, New York

America's leading scheduling software

Frequently asked questions

  • Who does the Los Angeles Fair Work Week Ordinance apply to?

    The LA Fair Work Week Ordinance applies to retailers with more than 300 employees globally, that identify as a retail business in the North American Industry Classification System (NAICS), and that exercise control over wages, hours, or working conditions of any nonexempt employee who works in the City of Los Angeles.

  • What are the key requirements of the Los Angeles Fair Work Week Ordinance?

    The ordinance requires retail employers to provide candidates with a good faith estimate of their work schedule before hiring them; and provide a good faith estimate to existing employees within 10 days of their request. It also requires 14 day advance notice of work schedules as well as employee consent and premium pay for certain changes to the work schedule.

    Also included are requirements to offer available shifts to existing employees before hiring new employees, and restrictions on clopening shifts.

  • Who is considered a covered employee by the Los Angeles Fair Work Week Ordinance?

    A covered employer is any retail business under the NAICS retail categories 44-45 that has at least 300 employees globally, and exercises control, directly or indirectly over the wages, hours or worker conditions of any employee.

    A covered employee is any individual who, in any particular week, performs at least two (2) hours of work within the geographic boundaries of the City of Los Angeles for a covered employer, and who is entitled to earn the California minimum wage (a nonexempt employee.).

    All covered employees are entitled to the benefits and protections of the Fair Work Week law, regardless of immigration status or employment status whether they are full-time, part-time, seasonal, or temporary.

  • Where can I find a copy of the Los Angeles Fair Work Week Ordinance notice?

    Information about the ordinance can be found here on the website of the Office of Wage Standards Los Angeles here.

  • What kind of rest breaks between shifts are required?

    Employers must obtain a covered employee’s written consent before scheduling any shift that starts less than ten hours after the covered employee’s previous shift and, even if the employee consents, the employer must also pay them time and a half for the shift following the insufficient rest period. This is known as a clopening shift.

  • What are the consent requirements in the new Fair Work Week Law?

    Employees are allowed to decline to work any hours, shifts, or work location changes not included in the original posted work schedule. If an employee voluntarily consents to the change, the consent must be in writing and the employer also must pay predictability pay in addition to the employee’s normal wages, unless the change falls under one of the exceptions to predictability pay.

  • What is predictability pay in Los Angeles?

    Unless an exception applies, covered employers must pay predictability pay in addition to the employee’s normal wages, whenever they change the employee’s work schedule. The amount of predictability pay depends on whether the schedule change results in a loss of work time, an addition of work time, or not net change in the amount of hours the employee is scheduled to work.

  • What is a good faith estimate of work schedule?

    A good faith estimate is a prediction of the hours and shifts that could be included on an employee’s schedule. It is intended to allow employees to plan their lives knowing when they will be scheduled to work. Employers must provide covered new hires with a written good faith estimate of their work schedule at the time the job offer is made, and within ten days of a request from a current employee. If a covered employee’s actual work hours substantially deviate from this estimate, the employer must have a documented legitimate business reason for the deviation.

Insights from our compliance experts

Los Angeles Fair Work Week Law
White Paper: "Fair Workweek Guide"
Your Solution to Fair Workweek Stress

Disclaimer: The information provided in this publication is for general informational purposes only. Deputy makes no representations or warranties of any kind, express or implied, with respect to the software or the information contained in this publication. While Deputy’s software is designed to simplify shift work by assisting with hiring, onboarding, scheduling, time and attendance tracking, payroll integration, and wage and hour compliance, it is not a substitute for payroll or legal advice, nor is it intended to relieve you of your obligation to comply with the legal requirements applicable to your business. It is ultimately your responsibility to ensure that your use of Deputy complies with all applicable laws and regulations. Please review our Product Specific Terms for more information about your compliance responsibilities.