Simplify compliance with New York Fair Workweek for Retail
- Build smart schedules far in advance
- Minimize the chance of fines with advance notice of shifts
- Keep a clear record of compliance
The New York Fair Workweek Law for Retailers
New York’s ordinance for retail workers requires 72 advance notice of employee work schedules, no schedule edits with less than 72 hours notice without employee consent, and no canceled shifts or reduced hours less than 72 hours before the start of a shift.
Want to know if the law applies to your business? Get our free factsheet to learn more about the law and how you can reduce compliance risks.
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Three ways Deputy helps you simplify compliance with New York City’s Fair Workweek Ordinance
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.
Employee consent from any device
Deputy helps you simplify compliance by helping managers understand which schedule changes require consent and collect employee consent for changes.
Record employee consents for schedule changes
Access Fair Workweek reports that track schedule change history and consent. Easily access digital records whenever auditable records are needed.
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.
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Frequently asked questions
- What is the New York City Fair Workweek Law?
Since November 26th, 2017, the City of New York has enforced the Fair Workweek law to make work schedules more predictable for retail employees, which means a stable income and far less stress when it comes to making ends meet, planning childcare, or balancing their studies.
- How do I know if the New York Fair Workweek law applies to my business?
New York’s ordinance for retail workers applies to retailers with 20 or more New York City employees primarily engaged in selling consumer goods at one or more stores in NYC.
- What are the key requirements of New York City’s Fair Workweek Ordinance for Retail?
The ordinance requires 72 hours advance notice of the work schedules. Employers cannot make additions to the work schedule with less than 72 hours notice unless the employee consents and on-call shifts are banned.. Furthermore, employers cannot reduce hours or cancel scheduled shifts less than 72 hours before the start of the shift.
- Where can I find a copy of the New York Fair Workweek Ordinance notice?
New York’s Office of Labor Policy and Standards provides the New York Fair Workweek Ordinance notice on their website.
- How much advanced notice does an employer need to give their employees on their schedules?
They must give workers their schedules 72 hours before the first shift on the schedule.
- How much can fines be if employers violate the law?
An employer may be liable for a fine of $500 for a first violation, up to $750 for a second violation within a two-year period, and up to $1,000 for subsequent violations within a two-year period.
Insights from our compliance experts
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.