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Simplify compliance with Philadelphia Fair Workweek

Is your business compliant with Philadelphia’s Fair Workweek Ordinance?
  • Easily create fair schedules and good faith estimates
  • Minimize predictability pay with advance notices of shifts
  • Reduce the risk of penalties by giving staff the right amount of downtime

The Philadelphia Fair Workweek Ordinance

Philadelphia's Fair Workweek Ordinance requires covered employers to provide service, retail, and hospitality workers with predictable work schedules. For hourly workers, this means a more stable income and far less stress when it comes to making ends meet, planning childcare, or balancing their studies.

Need to learn more about the law and whether it applies to your business? We break down all the key points in our free Fair Workweek guide.

Penalties and enforcement

According to City of Philadephia’s Department of Labor, certain employers can be required to pay different fee amounts depending on the offense.

For example, certain employers are subject to pay $200 if they fail to provide a written good faith estimate of a set schedule for new hires. Certain employers may be required to pay $100 if they require employees to work an additional shift or hours not on the posted schedule without written consent. 

For a complete view of all penalties and requirements, you can check this resource.

Philadelphia 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 you simplify compliance with the Fair Workweek law 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 Philadelphia Fair Workweek 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

Access Fair Workweek 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 our 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.

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Frequently asked questions

Insights from our compliance experts

Philadelphia Fair Workweek 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.