Oregon is one of the US states with a predictive-scheduling (Fair Workweek) law 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
Oregon is the only US state with a statewide Fair Workweek law — every other US predictive-scheduling rule is a city or county ordinance. It applies to retail, hospitality, and food-service employers with 500 or more employees worldwide (ORS 653.412–653.485, SB 828) and was one of the earliest such laws in the country.
Rules referenced from ORS 653.412–653.485 (SB 828); verified 2026-06 (web). Thresholds and amounts change — verify against the current ordinance.
Pick Oregon in Settings and the scheduler applies this law'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 Oregon'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 Oregon's coverage test. It surfaces the obligation; you and your counsel confirm what you owe.
Yes. Pick Oregon as your jurisdiction in Settings and Schedaddle applies this law'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.
Oregon's statewide Fair Workweek law 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, hospitality, food service with ≥500 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 Oregon and Schedaddle flags short-notice shifts, insufficient rest, and the predictability pay you may owe — right as you build the week.