{"id":139255,"date":"2024-08-15T19:42:12","date_gmt":"2024-08-15T17:42:12","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=139255"},"modified":"2025-08-19T12:08:11","modified_gmt":"2025-08-19T10:08:11","slug":"predictive-scheduling-laws-employers-guide","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/predictive-scheduling-laws-employers-guide\/","title":{"rendered":"Predictive Scheduling Laws: Employer\u2019s Guide"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">In recent years, <\/span><b>predictive scheduling laws <\/b><span style=\"font-weight: 400;\">have become an <\/span><b>increasingly important aspect of workforce management<\/b><span style=\"font-weight: 400;\">, particularly for employers in industries with <\/span><b>variable hours and shift-based work<\/b><span style=\"font-weight: 400;\">. These laws are designed to provide employees with <\/span><b>greater stability and predictability in their work schedules<\/b><span style=\"font-weight: 400;\">, while also ensuring <\/span><b>fair treatment in the workplace<\/b><span style=\"font-weight: 400;\">. For employers, understanding and complying with these regulations is crucial for maintaining <\/span><b>legal compliance<\/b><span style=\"font-weight: 400;\"> and fostering a <\/span><b>positive work environment<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Today\u2019s <\/span><b>guide <\/b><span style=\"font-weight: 400;\">aims to provide employers with a <\/span><b>comprehensive overview of predictive scheduling laws in the U.S.<\/b><span style=\"font-weight: 400;\">, offering practical insights to help navigate these requirements effectively.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#What\">What Is Predictive Scheduling?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Industries\">Which Industries Does Predictive Scheduling Impact the Most?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Federal\">Federal Predictive Scheduling Laws<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#State\">State Predictive Scheduling Laws<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Changes\">Why It\u2019s Important to Inform Employees of Shift Changes<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Hours\">How to Track Working Hours<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Solutions\">Factorial\u2019s Scheduling &amp; Time-Tracking Solutions<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/time-management\"><span style=\"font-weight: 400;\">Manage your team&#8217;s time without losing yours<\/span><\/a>\ud83d\ude80<\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\"><img decoding=\"async\" class=\"aligncenter wp-image-130408\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"751\" height=\"258\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 751px) 100vw, 751px\" \/><\/a><\/p>\n<h2><b><a name=\"What\"><\/a>What Is Predictive Scheduling?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Predictive scheduling refers to <\/span><b>laws and regulations<\/b><span style=\"font-weight: 400;\"> that require employers to provide employees with <\/span><b>advance notice of their work schedules<\/b><span style=\"font-weight: 400;\">. The primary aim of these laws is to create <\/span><b>more predictable and stable working conditions<\/b><span style=\"font-weight: 400;\"> for employees. This is particularly important in industries like <\/span><b>retail, hospitality, and food service<\/b><span style=\"font-weight: 400;\">, where fluctuating hours are common.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Under predictive scheduling laws, employers are typically required to <\/span><b>give employees their work schedules within a specific time frame<\/b><span style=\"font-weight: 400;\">. This often ranges from several days to two weeks in advance. Additionally, these laws often impose <\/span><b>penalties on employers<\/b><span style=\"font-weight: 400;\"> for making <\/span><b>last-minute changes to an employee&#8217;s schedule<\/b><span style=\"font-weight: 400;\">, such as <\/span><b>adding or canceling shifts without proper notice<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Essentially, the purpose of predictive scheduling is to help employees <\/span><b>better manage their personal lives<\/b><span style=\"font-weight: 400;\">, <\/span><b>reduce the stress<\/b><span style=\"font-weight: 400;\"> associated with <\/span><b>unpredictable work hours<\/b><span style=\"font-weight: 400;\">, and ensure they have a fair opportunity to <\/span><b>plan around their job responsibilities<\/b><span style=\"font-weight: 400;\">. For employers, compliance with these laws not only helps <\/span><b>avoid legal penalties<\/b><span style=\"font-weight: 400;\"> but also contributes to a more <\/span><b>satisfied and engaged workforce<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Industries\"><\/a>Which Industries Does Predictive Scheduling Impact the Most?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Predictive scheduling is particularly relevant to <\/span><b>industries with variable hours and <\/b><a href=\"https:\/\/factorialhr.com\/blog\/work-shifts\/\"><b>shift-based work<\/b><\/a><span style=\"font-weight: 400;\">. In these industries, employees often face <\/span><b>uncertainty <\/b><span style=\"font-weight: 400;\">regarding their work schedules<\/span><span style=\"font-weight: 400;\">. Predictive scheduling laws address this issue by requiring employers to provide <\/span><b>advance notice of work schedules<\/b><span style=\"font-weight: 400;\">, offering employees <\/span><b>more stability and predictability<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In environments with variable hours and shift-based work, such as <\/span><b>retail, hospitality, and healthcare<\/b><span style=\"font-weight: 400;\">, employees may be required to <\/span><b>work different shifts<\/b><span style=\"font-weight: 400;\"> from week to week or even day to day. Without proper notice, these changes can <\/span><b>disrupt employees&#8217; personal lives<\/b><span style=\"font-weight: 400;\">, making it difficult to arrange childcare, pursue education, or even manage other part-time jobs. Predictive scheduling aims to <\/span><b>mitigate these challenges<\/b><span style=\"font-weight: 400;\"> by ensuring that employees are <\/span><b>informed of their schedules in advance<\/b><span style=\"font-weight: 400;\">, allowing them to plan accordingly.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For employers in these industries, understanding predictive scheduling is crucial for <\/span><b>maintaining compliance with labor laws<\/b><span style=\"font-weight: 400;\"> and supporting a <\/span><b>more consistent and motivated workforce<\/b><span style=\"font-weight: 400;\">. This alignment helps create a <\/span><b>better balance between operational flexibility and employee well-being<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Federal\"><\/a>Federal Predictive Scheduling Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/\"><span style=\"font-weight: 400;\">Fair Labor Standards Act<\/span><\/a><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">FLSA<\/span><\/a><span style=\"font-weight: 400;\">) sets federal standards for <\/span><b>minimum wage<\/b><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/mandatory-overtime\/\"><b>overtime pay<\/b><\/a><span style=\"font-weight: 400;\">, but it <\/span><b>does not include any provisions for predictive scheduling<\/b><span style=\"font-weight: 400;\">. This means that, <\/span><b>under federal law<\/b><span style=\"font-weight: 400;\">, employers can generally change employees&#8217; work schedules <\/span><b>without prior notice or consent<\/b><span style=\"font-weight: 400;\">, provided they comply with <\/span><b>contracted hours<\/b><span style=\"font-weight: 400;\"> and adhere to <\/span><b>overtime regulations for non-exempt workers<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Despite the above, several states and cities have recognized the challenges of <\/span><b>unpredictable scheduling<\/b><span style=\"font-weight: 400;\"> and have enacted their own laws requiring <\/span><b>advance notice and compensation for last-minute schedule changes<\/b><span style=\"font-weight: 400;\">. As a result, it\u2019s important to read up on the <\/span><b>laws in your state and city<\/b><span style=\"font-weight: 400;\"> in case you operate in a location with <\/span><b>specific predictive scheduling regulations<\/b><span style=\"font-weight: 400;\">. You also need to keep in mind any <\/span><b>collective bargaining agreements<\/b><span style=\"font-weight: 400;\"> that may require you to provide advance scheduling notice.<\/span><\/p>\n<h2><b><a name=\"State\"><\/a>State Predictive Scheduling Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">As we just mentioned, predictive scheduling laws are implemented at the <\/span><b>state and local levels<\/b><span style=\"font-weight: 400;\">, with several jurisdictions enacting their own laws to address the issue of unpredictable work schedules. These <\/span><b>local laws<\/b><span style=\"font-weight: 400;\"> vary in their specifics but generally require employers to <\/span><b>provide advance notice of work schedules, compensate employees for last-minute schedule changes, and offer additional hours to current employees before hiring new staff<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, which states have predictive scheduling laws? Let\u2019s explore.<\/span><\/p>\n<h3><b>California<\/b><\/h3>\n<p><a href=\"https:\/\/factorialhr.com\/blog\/california-employment-laws\/\"><span style=\"font-weight: 400;\">California<\/span><\/a><span style=\"font-weight: 400;\"> has made significant strides in implementing predictive scheduling laws to enhance workplace fairness, particularly in cities like <\/span><b>San Francisco<\/b><span style=\"font-weight: 400;\">, <\/span><b>Emeryville<\/b><span style=\"font-weight: 400;\">, and <\/span><b>Berkeley<\/b><span style=\"font-weight: 400;\">. While predictive scheduling laws in California are <\/span><b>not statewide<\/b><span style=\"font-weight: 400;\">, these <\/span><b>local ordinances<\/b><span style=\"font-weight: 400;\"> have set important precedents.<\/span><\/p>\n<p><b>San Francisco<\/b><span style=\"font-weight: 400;\"> was the <\/span><b>first city in the U.S. to adopt predictive scheduling laws<\/b><span style=\"font-weight: 400;\"> with its <\/span><a href=\"http:\/\/retailworkerrights.com\/get-the-facts\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Retail Workers Bill of Rights<\/span><\/a><span style=\"font-weight: 400;\"> in 2014. This ordinance applies to <\/span><b>retail chains<\/b><span style=\"font-weight: 400;\"> and certain <\/span><b>fast-food establishments<\/b><span style=\"font-weight: 400;\"> with <\/span><b>20 or more locations<\/b><span style=\"font-weight: 400;\"> worldwide. Under this local law, employers in San Francisco must <\/span><b>provide work schedules at least two weeks in advance<\/b><span style=\"font-weight: 400;\">. If any changes occur with <\/span><b>less than seven days&#8217; notice<\/b><span style=\"font-weight: 400;\">, employees are entitled to &#8220;<\/span><b>predictability pay<\/b><span style=\"font-weight: 400;\">,&#8221; which compensates them for the inconvenience.<\/span><\/p>\n<p><b>Emeryville <\/b><span style=\"font-weight: 400;\">followed suit in 2017 with its <\/span><a href=\"https:\/\/www.ci.emeryville.ca.us\/1136\/Fair-Workweek-Ordinance\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Fair Workweek Ordinance<\/span><\/a><span style=\"font-weight: 400;\">. This law applies to <\/span><b>retail and fast-food companies with 56 or more employees<\/b><span style=\"font-weight: 400;\"> around the world and requires schedules to be posted <\/span><b>14 days in advance<\/b><span style=\"font-weight: 400;\">. Similar to San Francisco&#8217;s ordinance, it mandates <\/span><b>compensation for last-minute changes<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, <\/span><b>Berkeley <\/b><span style=\"font-weight: 400;\">also passed a <\/span><b>Fair Workweek Ordinance<\/b><span style=\"font-weight: 400;\"> in 2019, which mirrors the requirements found in San Francisco and Emeryville.<\/span><\/p>\n<h3><b>Illinois<\/b><\/h3>\n<p><a href=\"https:\/\/factorialhr.com\/blog\/illinois-minimum-wage\/\"><span style=\"font-weight: 400;\">Illinois<\/span><\/a><span style=\"font-weight: 400;\"> has taken significant steps in terms of predictive scheduling with the implementation of a <\/span><b>Fair Workweek Ordinance<\/b><span style=\"font-weight: 400;\"> in <\/span><b>Chicago<\/b><span style=\"font-weight: 400;\">. Effective July 1, 2020, this ordinance applies to <\/span><b>large employers<\/b><span style=\"font-weight: 400;\"> in specific industries, including <\/span><b>building services, healthcare, hotels, manufacturing, restaurants, retail, and warehouse services<\/b><span style=\"font-weight: 400;\">. The law mandates that covered employers provide employees with their work schedules <\/span><b>at least 10 days in advance<\/b><span style=\"font-weight: 400;\">. This notice period increased to <\/span><b>14 days<\/b><span style=\"font-weight: 400;\"> in 2022.<\/span><\/p>\n<p>Additionally, if a covered employer in Chicago changes an employee&#8217;s <a href=\"https:\/\/factorialhr.com\/blog\/restaurant-shift-scheduling\/\">restaurant schedules<\/a> with less than 14 days&#8217; notice, the ordinance requires them to provide predictability pay, which compensates the employee for the last-minute change.<\/p>\n<p><span style=\"font-weight: 400;\">Under <\/span><a href=\"https:\/\/www.chicago.gov\/city\/en\/depts\/bacp\/supp_info\/fairworkweek.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Chicago\u2019s Fair Workweek Ordinance<\/span><\/a><span style=\"font-weight: 400;\">, if employers make changes to the schedule with <\/span><b>less than the required notice<\/b><span style=\"font-weight: 400;\">, they must compensate employees with &#8220;<\/span><b>predictability pay<\/b><span style=\"font-weight: 400;\">.&#8221; This compensation generally includes <\/span><b>one hour of pay at the employee&#8217;s regular rate<\/b><span style=\"font-weight: 400;\"> for each shift that is altered with less notice. Moreover, the ordinance requires employers to offer <\/span><b>additional work hours to existing employees before hiring new staff<\/b><span style=\"font-weight: 400;\">, ensuring that current employees have the opportunity to secure more<\/span><b> stable and consistent work<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>New York<\/b><\/h3>\n<p><a href=\"https:\/\/factorialhr.com\/blog\/new-york-state-employment-law\/\"><span style=\"font-weight: 400;\">New York<\/span><\/a><span style=\"font-weight: 400;\"> has implemented some of the <\/span><b>most comprehensive<\/b> <b>predictive scheduling laws in the United States<\/b><span style=\"font-weight: 400;\">, particularly through the <\/span><a href=\"https:\/\/www.nyc.gov\/site\/dca\/businesses\/fairworkweek-deductions-laws-employers.page#:~:text=Under%20the%20Fair%20Workweek%20Law,for%20schedule%20changes%20or%20clopenings\" target=\"_blank\" rel=\"noopener\"><b>Fair Workweek Law<\/b><\/a><span style=\"font-weight: 400;\"> in <\/span><b>New York City<\/b><span style=\"font-weight: 400;\">. This law specifically targets the <\/span><b>retail and fast-food industries<\/b><span style=\"font-weight: 400;\">. It mandates that employers provide employees with their work schedules <\/span><b>at least 14 days in advance<\/b><span style=\"font-weight: 400;\">. If employers make schedule changes with less than this required notice, they must offer &#8220;<\/span><b>predictability pay<\/b><span style=\"font-weight: 400;\">&#8221; to compensate employees for last-minute alterations.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition to <\/span><b>schedule notice requirements<\/b><span style=\"font-weight: 400;\">, the Fair Workweek Law includes provisions that prohibit <\/span><b>&#8220;on-call&#8221; scheduling<\/b><span style=\"font-weight: 400;\"> for retail employees. This means that retail employers <\/span><b>cannot require workers to work on short notice without committing to a scheduled shift<\/b><span style=\"font-weight: 400;\">. Fast-food employers must also <\/span><b>offer additional hours to existing employees<\/b><span style=\"font-weight: 400;\"> before hiring new staff. This ensures that current workers have the opportunity to <\/span><b>work more hours if they desire<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While there is no statewide predictive scheduling law in New York, the regulations in New York City set a <\/span><b>significant precedent<\/b><span style=\"font-weight: 400;\"> and are among the <\/span><b>most stringent in the nation<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Oregon<\/b><\/h3>\n<p><a href=\"https:\/\/factorialhr.com\/blog\/oregon-minimum-wage\/\"><span style=\"font-weight: 400;\">Oregon<\/span><\/a><span style=\"font-weight: 400;\"> is a <\/span><b>pioneer <\/b><span style=\"font-weight: 400;\">in predictive scheduling, as it is the <\/span><b>first state in the U.S.<\/b><span style=\"font-weight: 400;\"> to enact a <\/span><b>statewide law <\/b><span style=\"font-weight: 400;\">regulating employee work schedules. The <\/span><a href=\"https:\/\/www.oregon.gov\/boli\/workers\/pages\/predictive-scheduling.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Oregon Fair Workweek Act<\/span><\/a><span style=\"font-weight: 400;\">\u00a0applies to <\/span><b>large employers in the retail, hospitality, and food service industries<\/b><span style=\"font-weight: 400;\"> that have <\/span><b>500 or more employees<\/b><span style=\"font-weight: 400;\"> worldwide.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Under this law, employers must provide employees with their work schedules at least <\/span><b>14 days in advance<\/b><span style=\"font-weight: 400;\"> (this figure increased from 7 days in 2020). If employers make changes to the schedule with less than the required notice, they must compensate employees with &#8220;<\/span><b>predictability pay.<\/b><span style=\"font-weight: 400;\">&#8221; This is typically <\/span><b>one hour of pay at the employee&#8217;s regular rate<\/b><span style=\"font-weight: 400;\"> for each shift change without sufficient notice.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The law also includes provisions that require employers to <\/span><b>offer additional work hours to existing part-time employees<\/b><span style=\"font-weight: 400;\"> before hiring new staff. Moreover, employers cannot <\/span><b>schedule employees for shifts that are too close together<\/b><span style=\"font-weight: 400;\">, a practice often referred to as &#8220;<\/span><b>clopening<\/b><span style=\"font-weight: 400;\">,&#8221; unless the employee consents to it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Oregon\u2019s statewide approach to predictive scheduling sets a <\/span><b>robust standard<\/b><span style=\"font-weight: 400;\">, emphasizing <\/span><b>fairness and stability<\/b><span style=\"font-weight: 400;\"> in work schedules across key industries.<\/span><\/p>\n<h3><b>Pennsylvania<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Although <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pennsylvania-minimum-wage\/\"><span style=\"font-weight: 400;\">Pennsylvania<\/span><\/a><span style=\"font-weight: 400;\"> does not have a statewide predictive scheduling law yet, there is a <\/span><b>growing movement<\/b><span style=\"font-weight: 400;\"> in favor of it<\/span><span style=\"font-weight: 400;\">, particularly in <\/span><b>urban areas<\/b><span style=\"font-weight: 400;\"> where unpredictable work schedules are a significant concern for employees. This growing movement is being driven by <b>labor groups and workers&#8217; rights organizations<\/b> in the state.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Most notably, <\/span><b>Philadelphia <\/b><span style=\"font-weight: 400;\">is currently considering the implementation of <\/span><b>fair workweek practices<\/b><span style=\"font-weight: 400;\">. The city council has proposed legislation similar to those enacted in other major cities (as we saw above). Although a formal predictive scheduling law is yet to be passed, the proposed regulations would likely target <\/span><b>large employers in industries such as retail and hospitality<\/b><span style=\"font-weight: 400;\">, requiring them to provide employees with <\/span><b>advance notice of their schedules<\/b><span style=\"font-weight: 400;\"> and compensating workers for <\/span><b>last-minute changes<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Washington<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employment-laws-in-washington-state\/\"><span style=\"font-weight: 400;\">Washington state<\/span><\/a><span style=\"font-weight: 400;\"> has emerged as a <\/span><b>leader<\/b><span style=\"font-weight: 400;\"> in implementing predictive scheduling laws, particularly through the <\/span><b>Secure Scheduling Ordinance in Seattle<\/b><span style=\"font-weight: 400;\">, which is one of the most comprehensive regulations of its kind<\/span> <span style=\"font-weight: 400;\">in the U.S. Effective since July 1, 2017, this ordinance targets <\/span><b>large employers in the retail and fast-food industries with 500 or more employees globally,<\/b><span style=\"font-weight: 400;\"> as well as <\/span><b>full-service restaurants <\/b><span style=\"font-weight: 400;\">with <\/span><b>500 or more employees <\/b><span style=\"font-weight: 400;\">and <\/span><b>40 or more locations <\/b><span style=\"font-weight: 400;\">worldwide.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Under the <\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/secure-scheduling#:~:text=The%20Secure%20Scheduling%20Ordinance%20requires%20employers%20to%3A&amp;text=Post%20work%20schedules%20at%20least,not%20on%20originally%20posted%20schedules.\" target=\"_blank\" rel=\"noopener\"><b>Seattle Secure Scheduling Ordinance<\/b><\/a><span style=\"font-weight: 400;\">, employers must provide employees with their work schedules at least <\/span><b>14 days in advance<\/b><span style=\"font-weight: 400;\">. If changes are made within this two-week window, employers must compensate employees with &#8220;<\/span><b>predictability pay<\/b><span style=\"font-weight: 400;\">,&#8221; generally amounting to <\/span><b>one hour of pay at the employee&#8217;s regular rate<\/b><span style=\"font-weight: 400;\"> for each shift change made with less than the required notice.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, Seattle\u2019s ordinance includes provisions to protect workers from being scheduled for <\/span><b>shifts that are too close together<\/b><span style=\"font-weight: 400;\"> (unless the employee consents to it). Employers must also offer <\/span><b>additional work hours to current employees<\/b><span style=\"font-weight: 400;\"> before hiring new staff.<\/span><\/p>\n<h2><b><a name=\"Changes\"><\/a>Why It\u2019s Important to Inform Employees of Shift Changes<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Although not all cities and states have predictive scheduling laws, it&#8217;s still <\/span><b>important to inform employees of shift changes in advance<\/b><span style=\"font-weight: 400;\">. Why? Because clear communication <\/span><b>builds <\/b><a href=\"https:\/\/factorialhr.com\/blog\/employee-relations\/\"><b>trust and respect<\/b><\/a><span style=\"font-weight: 400;\"> and helps you foster a more <\/span><b>positive work environment<\/b><span style=\"font-weight: 400;\">. It allows employees to <\/span><b>plan their personal lives <\/b>and<span style=\"font-weight: 400;\">\u00a0manage commitments (such as <\/span><b>childcare or education<\/b>). It also <a href=\"https:\/\/factorialhr.com\/blog\/stress-leave-from-work\/\"><b>reduces stress<\/b><\/a><b> associated with last-minute changes<\/b><span style=\"font-weight: 400;\">. Additionally, when employees know their schedules in advance, they are more likely to be <\/span><b>engaged, <\/b><a href=\"https:\/\/factorialhr.com\/blog\/workplace-motivation\/\"><b>motivated<\/b><\/a><b> and productive at work<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Advance notice of shift changes also helps to <\/span><b>avoid misunderstandings<\/b><span style=\"font-weight: 400;\"> and reduces the likelihood of <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-absenteeism\/\"><b>absenteeism<\/b><\/a><b> or <\/b><a href=\"https:\/\/factorialhr.com\/blog\/causes-high-turnover-rate\/\"><b>turnover<\/b><\/a><span style=\"font-weight: 400;\">, which can be costly for businesses. Even in regions without <strong>formal predictive scheduling laws<\/strong>, adopting <strong>scheduling best practices<\/strong> reflects a <\/span><b>commitment to<\/b> <b>employee <\/b><a href=\"https:\/\/factorialhr.com\/blog\/employee-mental-health-2\/\"><b>well-being<\/b><\/a><span style=\"font-weight: 400;\">. It can also enhance your company\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employer-branding\/\"><span style=\"font-weight: 400;\">reputation<\/span><\/a><span style=\"font-weight: 400;\"> as a <\/span><b>fair and responsible employer<\/b><span style=\"font-weight: 400;\">. Moreover, consistent and fair scheduling practices can boost <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-morale-pms\/\"><span style=\"font-weight: 400;\">employee morale<\/span><\/a><span style=\"font-weight: 400;\"> and lead to <\/span><b>higher <\/b><a href=\"https:\/\/factorialhr.com\/blog\/fringe-benefits-examples\/\"><b>employee satisfaction<\/b><\/a><span style=\"font-weight: 400;\">. This, in turn, fosters <\/span><b>loyalty and long-term <\/b><a href=\"https:\/\/factorialhr.com\/blog\/retention-rate\/\"><b>retention<\/b><\/a><span style=\"font-weight: 400;\">, which ultimately benefits the organization as a whole.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Essentially, keeping employees <\/span><b>informed about their work schedules<\/b><span style=\"font-weight: 400;\"> is not just a legal requirement in certain states and cities; it\u2019s a strategic tool for building a <\/span><b>strong, loyal and motivated workforce<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Hours\"><\/a>How to Track Working Hours<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Regardless of whether you have to comply with local predictive scheduling laws, it\u2019s important to <\/span><b>accurately track employee working hours<\/b><span style=\"font-weight: 400;\">. Accurate tracking helps you <\/span><b>provide advance notice of schedules <\/b>and<span style=\"font-weight: 400;\">\u00a0<\/span><b>avoid penalties for last-minute changes<\/b><span style=\"font-weight: 400;\">. It&#8217;s also essential for <\/span><b>compensating your workers fairly<\/b><span style=\"font-weight: 400;\">. Plus, time tracking helps you <\/span><b>monitor work patterns<\/b><span style=\"font-weight: 400;\">, preventing <\/span><b>excessive hours<\/b><span style=\"font-weight: 400;\">, and avoiding <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-burnout-in-remote-workers\/\"><span style=\"font-weight: 400;\">burnout<\/span><\/a><span style=\"font-weight: 400;\">. By maintaining clear records, you can foster <\/span><b>transparency and trust<\/b><span style=\"font-weight: 400;\"> with your employees. This, in turn, helps you build a more <\/span><b>satisfied and productive workforce<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Managers have <\/span><b>several tools<\/b><span style=\"font-weight: 400;\"> at their disposal for tracking employee working hours. <\/span><a href=\"https:\/\/factorialhr.com\/blog\/top-time-tracking-software\/\"><span style=\"font-weight: 400;\">Time-tracking software<\/span><\/a><span style=\"font-weight: 400;\"> offers <\/span><b>real-time insights into employee attendance and hours worked<\/b><span style=\"font-weight: 400;\">, ensuring compliance with labor laws. <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-card-app\/\"><span style=\"font-weight: 400;\">Time card apps<\/span><\/a><span style=\"font-weight: 400;\"> allow employees to <\/span><b>clock in and out easily<\/b><span style=\"font-weight: 400;\">, while <\/span><a href=\"https:\/\/factorialhr.com\/blog\/timesheet-software\/\"><span style=\"font-weight: 400;\">timesheet software<\/span><\/a><span style=\"font-weight: 400;\"> provides a <\/span><b>detailed overview of hours logged<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another essential tool in terms of compliance with predictive scheduling laws is <\/span><a href=\"https:\/\/factorialhr.com\/blog\/factorial-shift-management-software\/\"><span style=\"font-weight: 400;\">shift management software<\/span><\/a><span style=\"font-weight: 400;\">. This solution helps you <\/span><b>schedule shifts efficiently<\/b><span style=\"font-weight: 400;\"> and you can usually <\/span><b>integrate the software with other systems<\/b><span style=\"font-weight: 400;\"> to streamline the entire process.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By using these tools, your managers can <\/span><b>maintain accurate records, manage labor costs, and ensure that employees are working within the agreed-upon schedules<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.com\/time-management\"><img decoding=\"async\" class=\"aligncenter wp-image-116215 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/09\/08153208\/time-management-and-team-management-300x200.jpeg\" alt=\"time management and team management\" width=\"662\" height=\"441\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/09\/08153208\/time-management-and-team-management-300x200.jpeg 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/09\/08153208\/time-management-and-team-management.jpeg 640w\" sizes=\"(max-width: 662px) 100vw, 662px\" \/><\/a><\/p>\n<h2><b><a name=\"Solutions\"><\/a>Factorial\u2019s Scheduling &amp; Time-Tracking Solutions<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And there you have it! Hopefully, today\u2019s post has helped you understand <\/span><b>everything you need to know about predictive scheduling laws in the U.S<\/b><span style=\"font-weight: 400;\">. All that remains now is to ensure that <\/span><b>your business complies<\/b><span style=\"font-weight: 400;\"> with legal requirements. And the best way to do this is to use the right <\/span><b>tools and technology<\/b><span style=\"font-weight: 400;\"> to <\/span><b>track working hours<\/b><span style=\"font-weight: 400;\"> and <\/span><b>schedule employee shifts<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/time-management\"><span style=\"font-weight: 400;\">time management software<\/span><\/a><span style=\"font-weight: 400;\"> has all the tools you need for this<\/span><span style=\"font-weight: 400;\">. With Factorial, managers can <\/span><b>easily create and modify work schedules<\/b><span style=\"font-weight: 400;\">, ensuring that employees receive timely <\/span><b>updates <\/b><span style=\"font-weight: 400;\">about their shifts. Managers can also benefit from the <\/span><b>shift management tool<\/b><span style=\"font-weight: 400;\">, which allows them to <\/span><b>assign shifts, handle last-minute changes, and offer additional hours to current employees<\/b><span style=\"font-weight: 400;\">, all within a few clicks.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The software also includes <\/span><b>automatic time tracking<\/b><span style=\"font-weight: 400;\">, which records <\/span><b>when employees start and finish their shifts<\/b><span style=\"font-weight: 400;\">. This feature, which relies on an <strong>electronic time card<\/strong>, minimizes errors and ensures that <\/span><b>employees are paid accurately for the hours they work<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ultimately, Factorial\u2019s tools are designed to <\/span><b>simplify the administrative aspects of workforce management<\/b><span style=\"font-weight: 400;\">, making it easier for businesses to <\/span><b>keep accurate records and maintain compliance with predictive scheduling laws<\/b><span style=\"font-weight: 400;\">. By using our solution, you can <\/span><b>improve communication<\/b><span style=\"font-weight: 400;\"> with your employees, reduce <\/span><b>scheduling conflicts<\/b><span style=\"font-weight: 400;\">, and foster a more <\/span><b>organized and engaged workforce<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In recent years, predictive scheduling laws have become an increasingly important aspect of workforce management, particularly for employers in industries with variable hours and shift-based work. These laws are designed to provide employees with greater stability and predictability in their work schedules, while also ensuring fair treatment in the workplace. For employers, understanding and complying<a href=\"https:\/\/factorialhr.com\/blog\/predictive-scheduling-laws-employers-guide\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":139256,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-139255","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"time-time-planning"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Predictive Scheduling Laws: Employer\u2019s Guide | Factorial<\/title>\n<meta name=\"description\" content=\"Predictive scheduling laws in the U.S. - everything employers need to know to ensure compliance and build a motivated &amp; productive workforce\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.com\/blog\/predictive-scheduling-laws-employers-guide\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Predictive Scheduling Laws: Employer\u2019s Guide\" \/>\n<meta property=\"og:description\" content=\"Predictive scheduling laws in the U.S. - everything employers need to know to ensure compliance and build a motivated &amp; productive workforce\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.com\/blog\/predictive-scheduling-laws-employers-guide\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-08-15T17:42:12+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-08-19T10:08:11+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/08\/15190934\/Predictive-Scheduling-Laws.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"11 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.com\/blog\/predictive-scheduling-laws-employers-guide\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/predictive-scheduling-laws-employers-guide\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/39a0e312e3aae9ac2b6461196e8b1620\"},\"headline\":\"Predictive Scheduling Laws: Employer\u2019s Guide\",\"datePublished\":\"2024-08-15T17:42:12+00:00\",\"dateModified\":\"2025-08-19T10:08:11+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/predictive-scheduling-laws-employers-guide\/\"},\"wordCount\":2350,\"publisher\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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