Fair Workweek & predictive-scheduling laws, by city
If you schedule shift workers, a growing list of cities and states now dictate when and how far ahead you must post that schedule — and charge you “predictability pay” when it changes. The rules differ sharply by jurisdiction. Here is what each one actually requires of employers, side by side, with a dated source for every figure.
7 jurisdictions · last checked 2026-06-03 · advance notice, predictability pay, access-to-hours, who's covered, and penalties — no product pitch, just the obligations
Employer obligations by jurisdiction
Every value links to that jurisdiction's own labor-department or ordinance text. Tap a row for the full obligation breakdown and sources.
Why this is hard to look up
There is no federal predictive-scheduling law — it is a patchwork of city and state ordinances, each with its own advance-notice window (72 hours to 14 days), its own predictability-pay formula, its own employer-size threshold, and its own covered industries. A scheduling vendor's “city-by-city guide” usually buries the obligation under a pitch for their software. This page leads with the obligation and cites the source.
Built your schedule here?
This reference is a companion to our free, no-signup employee schedule maker and the rest of the work-schedule tools. Build the rota first, then check whether your city's advance-notice and predictability-pay rules apply before you post it.