Fair Workweek Ordinance
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Fair Workweek Ordinance
On April 23, 2024, the Los Angeles County Board of Supervisors adopted the Fair Workweek Ordinance, establishing protections for retail employees. As of July 1, 2025, retail businesses with 300 or more employees worldwide must provide employees supporting retail operations in unincorporated Los Angeles County with predictable work schedules, advance notice of shifts, the right to request or decline schedule changes, adequate rest between shifts, and predictability pay.
(Amendments to the ordinance are expected to Section 8.102.080 – Predictability Pay for Work Schedule Changes. Until those amendments are made, businesses must comply with current requirements.)
The Fair Workweek Ordinance for Employers went into effect July 1, 2025
L.A. County Required Workplace Posting
Every employer shall post, in a conspicuous place at any workplace or jobsite within unincorporated areas of the County of Los Angeles where any worker works, a notice informing workers of their rights under the Fair Workweek Ordinance for Employers.
What are some of the Fair Workweek rights for workers?
* 14-Day Advance Notice of Work Schedule
* Right to request or deny schedule changes
* “Predictability Pay”
* Rest between shifts
Does the ordinance apply to all of Los Angeles County?
The ordinance applies to retail businesses with 300 or more employees globally and to retail employees who are eligible for minimum wage and work at least two hours per week in unincorporated areas of Los Angeles County. To verify a workplace’s location, enter the address of where work is performed on the County Registrar-Recorder’s website. (Follow our guide for step-by-step instructions.) Or you can call DCBA at 800.593.8222.
How DCBA can help
DCBA can investigate alleged violations of the Fair Workweek law by the employer and collect fines on the employee’s behalf.
FAQs and Resources for Fair Workweek
ENGLISH (coming soon)
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FAQs and Resources for Fair Workweek
ENGLISH (coming soon)
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File a Complaint
An Employer may be liable and face administrative fines if they engage in any of the following:
- Did not provide a Good Faith Estimate of the work schedule upon hire.
- Does not provide the retail employee with their work schedule at least 14 days in advance.
- Requires the retail employee to find their own coverage for missed shifts.
- Schedules shifts with less than 10 hours between them without the employee’s consent.
- Fails to pay “Predictability Pay.”
- Fails to offer hours to current employees before hiring new workers.
If you believe your rights have been violated, contact us at:
Phone: 800.593.8222
Email: fww@dcba.lacounty.gov
We do not ask or report your immigration status.
File a Complaint
An Employer may be liable and face administrative fines if they engage in any of the following:
- Did not provide a Good Faith Estimate of the work schedule upon hire.
- Does not provide the retail employee with their work schedule at least 14 days in advance.
- Requires the retail employee to find their own coverage for missed shifts.
- Schedules shifts with less than 10 hours between them without the employee’s consent.
- Fails to pay “Predictability Pay.”
- Fails to offer hours to current employees before hiring new workers.
If you believe your rights have been violated, contact us at:
Phone: 800.593.8222
Email: fww@dcba.lacounty.gov
We do not ask or report your immigration status.
