Understanding the New LA County Fair Workweek Law

For many retail workers in Los Angeles County, the days of unpredictable schedules, last-minute shift changes, and insufficient rest periods are coming to an end. As of July 1, 2025, the new LA County Fair Workweek Law is in effect, bringing significant changes designed to provide greater stability and work-life balance for eligible employees. 

If you work in retail in the unincorporated areas of Los Angeles County, it's crucial to understand your rights under this new ordinance. Here's a breakdown of what you need to know:

Who is Covered?

The LA County Fair Workweek Law applies to retail employers with 300 or more employees globally. This includes full-time, part-time, and temporary employees, as well as workers employed through staffing agencies or franchises. To be a covered employee, you must:

• Perform at least two hours of work per week within the unincorporated areas of Los Angeles County.
• Qualify for California's minimum wage.
• Be assigned a primary work location and duties that support retail operations.

Key Requirements for a Fair Work Week:

The new law introduces several core provisions aimed at creating more predictable and transparent work environments:

1. Good Faith Estimate of Work Schedule:
   • New Hires: Your employer must provide a written, good-faith estimate of your expected work schedule, including projected hours, shifts, and locations, before you're even hired.
   • Current Employees: You can request this estimate, and your employer must provide it within 10 days.
   • Deviations: Substantial deviations (e.g., a 20% difference in hours, or different days/locations in six out of 12 weeks) require a documented, legitimate business reason.
2. 14-Day Advance Notice of Work Schedules:
   • Your employer must provide your work schedule at least 14 calendar days in advance.
   • Right to Decline Changes: If your employer makes changes with less than 14 days' notice, you generally have the right to decline, and your consent must be in writing if you agree.
3. Predictability Pay for Schedule Changes:
   • If your employer changes your schedule with less than 14 days' notice, you may be entitled to additional compensation.
   • Increased Hours/Location/Time Change: You receive one additional hour of pay at your regular rate for each change.
   • Reduced Hours/Cancellations: You'll be paid one-half of your regular rate of pay for the time not worked if your hours are reduced by at least 15 minutes, a shift is canceled, or you're scheduled for an "on-call" shift but not called in.
   • Exceptions: Employee-initiated changes, voluntarily covering a shift for a co-worker, or changes made to avoid overtime are exceptions.
4. Rest Between Shifts (10-Hour Rule):
   • Your employer can't schedule you for a shift starting less than 10 hours after the end of your previous shift without your written consent.
   • If you do agree to work such a shift, your employer must pay you a premium of time and a half for each hour of the second shift that falls within that 10-hour rest period. 
5. Offer of Additional Hours to Current Employees First:
   • Before hiring new employees or using contractors/temporary workers, your employer must first offer available additional work hours to current qualified employees at least 72 hours in advance. Current employees have 48 hours to accept in writing.
6. Right to Request Schedule Preferences:
   • You have the right to request preferences for certain hours, times, or locations. Your employer must respond in writing, providing a reason if denied.

What Should You Do If You Suspect a Violation?

If you believe your employer isn't complying with the Fair Workweek Law, contact Sani Law today.