Los Angeles County, California has enacted a predictive scheduling ordinance, which will take effect on July 1, 2025. Covered employers must provide workers with a written, good-faith estimate of their work schedule before hiring and within 10 days of a request; the right of first refusal to additional shifts before hiring new employees; advance notice of schedule changes; premium pay for schedule changes; and rest time between shifts. The ordinance also provides covered employees with the right to request certain work hours, work times, or locations of work.

Los Angeles County, California, recently joined the cities of Los Angeles, Berkeley, San Francisco, San Jose and Emeryville, California; New York City; Philadelphia; Chicago; Seattle; and Oregon as jurisdictions that have enacted “fair workweek” legislation, also referred to as predictive scheduling.

Similar to the City of Los Angeles’s Fair Work Week Ordinance, the county’s ordinance will apply only to retail businesses that have at least 300 employees worldwide (including franchises, and including those employed through temporary staffing agencies). Employees of such businesses who qualify for minimum wage and perform at least two hours of work in a workweek in the unincorporated area of Los Angeles County¹ will be covered by the ordinance, which contains a host of scheduling and recordkeeping requirements. It is scheduled to go into effect on July 1, 2025.

Good-Faith Estimate

Employers will be required...

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