Oh no, another HR law? Yes!

Predictive scheduling laws are mostly straightforward. They require employers to post employee work schedules a certain number of days in advance of when the work will be performed.

Once the schedule is posted, however, employers looking to make any scheduling changes will be penalized.

Designed to protect the respective interests of both employers and employees— these laws strike a balance that was recently addressed in a landmark California decision. This decision stated that a certain degree of predictability was essential for employees to plan around childcare, second jobs, and school schedules, to name but a few.

However, it also failed to recognize the employer’s perspective - that changing shift requirements are often the result of unforeseen market circumstances; think weather events, illness, or community events.

Legislators are not yet in agreement on an overarching model for predictive scheduling laws, which leaves employers in the difficult position of navigating multiple state & local jurisdictions in order to apply consistent scheduling practices.  Once you know your local guidelines, ensure you also know how implementing a new predictive scheduling model will affect other aspects of your business; knowledge that will help you avoid unanticipated pitfalls.

The bottom line – check your state and know the law about posting schedules. Keep up to date on the latest changes to the law and related compliance strategies.