Retail employers should note that the Los Angeles County Fair Workweek Ordinance will go into effect on July 1, 2025.

This ordinance applies to employers in unincorporated areas of Los Angeles County. Businesses can check on the Los Angeles County Consumer & Business Affairs website to see if they are located in an unincorporated area of the county.

New obligations for retail employers under this ordinance, include:

  • Good-Faith Estimate: Provide new hires with a written good-faith estimate of their work schedule, including their rights under the ordinance.
  • Advance Notice: Post or transmit work schedules at least fourteen (14) days in advance.
  • Work Shift Intervals: Ensure employees have at least ten (10) hours between shifts unless they consent in writing and receive time-and-a-half pay for the second shift.
  • Predictability Pay: Compensate employees for changes to their schedules that occur after the advance notice period.

With regard to predictability pay, employers must provide:

  • One additional hour of pay for each change to the work schedule that results in no loss of time or additional work time exceeding fifteen (15) minutes.
  • Half the regular rate of pay for time not worked due to subtracted hours, changes to start or end times, date changes, cancellations, or on-call shifts where the employee is not called in.

Retail employers must also post notice of the covered employee’s workweek rights, which will be published by the Department of Consumer & Business Affairs. The Department of Consumer & Business Affairs has not published this Notice yet. Retail employers must also retain all required records for three years.

Prepare to comply with these regulations by July 1, 2025. For assistance, contact a Jackson Lewis attorney.

Tags: good faith estimate, Los Angeles County, predictability pay, scheduling, unincorporated
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Photo of Ellen E. Cohen Ellen E. Cohen

Ellen E. Cohen is a principal in the Los Angeles, California, office of Jackson Lewis P.C., providing comprehensive representation for management in employment disputes. She handles cases involving harassment, discrimination, retaliation, and wrongful termination in state and federal courts, as well as arbitration…

Ellen E. Cohen is a principal in the Los Angeles, California, office of Jackson Lewis P.C., providing comprehensive representation for management in employment disputes. She handles cases involving harassment, discrimination, retaliation, and wrongful termination in state and federal courts, as well as arbitration and administrative hearings.

Ellen takes a proactive approach in supporting her clients, providing valuable advice on a host of employment-related issues including employee discipline, termination, lay-off procedures, or accommodations under the ADA and FEHA. She knows how to offer strategic advice that is as practical as it is legally sound. Her adept handling of complex issues such as Family Medical Leave Act and state laws, wage and hour laws, and harassment and discrimination has made her an indispensable ally to her clients.

Perhaps most notable is Ellen’s commitment to understanding her clients’ businesses. She places great emphasis on working closely with clients, getting to know their unique operations, and building longstanding partnerships based on trust and mutual understanding. This approach allows her to devise tailored solutions that take into account not only legal risks but also business objectives.

Ellen is currently engaged in serving clients across various sectors such as restaurants, fitness, distribution, and warehousing. Her experience in these sectors enables her to effectively address industry-specific legal challenges and provide her clients with the confidence to focus on their business operations.

Just as clients have relied on Ellen’s legal knowledge, they also appreciate her compassionate approach to service. She understands the weighty implications of employment disputes and is committed to guiding her clients through the complexities with empathy and diligence. Whether it’s the most stressful litigation or a proactive advisory, Ellen ensures her clients are never alone in the process, striving always to secure the best possible outcomes.

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