As a reminder to Los Angeles County employers, the Fair Workweek Ordinance for Unincorporated Areas will go into effect on July 1, 2025.

The Ordinance imposes new scheduling and compensation requirements on large retail employers (300+ employees globally) classified under NAICS codes 44–45, such as:

• Good-Faith Estimate: Provide new hires with a written estimate of their expected work schedule and a summary of their rights under the ordinance.

• Advance Notice: Post or distribute employee schedules at least 14 days in advance.

• Rest Between Shifts: Ensure a minimum of 10 hours between shifts unless the employee consents in writing and is paid time-and-a-half for the second shift.

• Predictability Pay:
  
  • One hour of additional pay for each schedule change with no time loss or more than 15 minutes of added work.
  • Half the regular rate of pay for hours lost due to reduced or canceled shifts, or unfulfilled on-call shifts.

• Notice Posting: Employers must display a notice of employee rights once published by the Department of Consumer & Business Affairs.

• Recordkeeping: Maintain all required records for at least three years.

Employers should review their scheduling, payroll, and communication practices to ensure compliance.

For additional information:

• Los Angeles County Fair Workweek Ordinance for Unincorporated Areas Passes (VensureHR)
• Los Angeles County Consumer & Business Affairs website
• Unincorporated Areas: To find out if your employee performs work in an Unincorporated Area of L.A. County, visit the following webpage: you will have the option to look up by address, or, under “District Type”, click on the drop-down and choose “Unincorporated,” which will open another drop-down allowing you to see all of the Unincorporated towns listed.

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