Los Angeles is one of the US cities with a predictive-scheduling (Fair Workweek) ordinance that covers certain retail and food employers. Below is what it asks of a store manager every week — advance notice, predictability pay, and rest between shifts — and how Schedaddle flags each one as you build the schedule. This is general information, not legal advice.
Last reviewed: June 2026
Los Angeles’s Fair Work Week Ordinance is among the newest, taking effect in 2023, and is focused on large retail employers — those with 300 or more employees worldwide. It brings the 14-day-notice, predictability-pay, and right-to-rest framework to the city’s big-box and chain retailers.
Rules referenced from LA Fair Work Week Ordinance (Ord. 187674); verified 2026-06 (web). Thresholds and amounts change — verify against the current ordinance.
Pick Los Angeles in Settings and the scheduler applies this ordinance's 14-day notice window, 10-hour rest threshold, and predictability-pay rules. As you build the week it flags, live: a schedule posted with too little notice, close-then-open shifts under the required rest hours (with the premium owed), and the predictability pay you may owe when you change a posted shift inside the notice window — calculated from a version-stamped record of every edit.
The Smart Shift Builder de-prioritizes clopens and treats availability as a hard constraint, so there are fewer violations to begin with. Advance publishing with app and email notifications, plus a change log, give you the documentation trail Los Angeles's recordkeeping rules expect.
Honest about the limits. Schedaddle flags and estimates — it is not a substitute for legal advice and does not evaluate whether your store meets Los Angeles's coverage test. It surfaces the obligation; you and your counsel confirm what you owe.
Yes. Pick Los Angeles as your jurisdiction in Settings and Schedaddle applies this ordinance's 14-day advance-notice window, 10-hour rest threshold, and predictability-pay rules — flagging short-notice posting, insufficient-rest "clopen" shifts, and the premium you may owe on changed shifts. These are estimates to act on, not legal advice or guaranteed compliance.
Los Angeles's Fair Workweek ordinance requires the written schedule to be posted 14 days ahead of the work week. Schedaddle flags a week posted with less notice, and the auto-scheduler is built to draft a complete week well before the deadline.
You may not be legally covered (Retail with ≥300 employees worldwide.). You can still switch the rules on in Settings to offer the same protections — advance notice, rest between shifts, predictability — to your team as a voluntary policy. Schedaddle does not evaluate coverage for you; confirm applicability with the ordinance or counsel.
General information current as of 2026, not legal advice. Verify current rules with your jurisdiction or employment counsel.
Pick Los Angeles and Schedaddle flags short-notice shifts, insufficient rest, and the predictability pay you may owe — right as you build the week.