As we previously blogged, effective July 1, 2025, Los Angeles County’s new Fair Work Week Ordinance requires qualifying retailers and grocers (300+ employees nationwide in unincorporated LA County) to give workers predictable schedules, advance notice, rest between shifts, and “predictability pay” for certain schedule changes. It also mandates recordkeeping, posting notices, and limits on hiring new staff before offering existing employees extra hours.

Here’s a quick refresher on the key requirements:

1. Good Faith Estimate of Work Schedule

• Provide every new hire—and any current employee within 10 calendar days of request—a written, non binding estimate of expected hours, days, locations, and potential shifts.
• If actual schedules deviate substantially (20% of hours, different days, location, or shifts outside the estimate in six of 12 weeks), document a legitimate business reason that is unknown at the time of estimate to substantiate the deviation.

2. Advance Notice of Schedules

• Publish each two week schedule at least 14 calendar days before it begins.
• Any employer initiated change after that notice must be made in writing.
• Employees may decline added hours or shifts not in the original schedule; if they accept a late change, the acceptance must be in writing.

3. Right to Request Hours, Times & Locations

• Solicit each covered employee’s preferred work hours, times, or locations.
• Respond in writing to every request, granting or denying with an explanation.

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