Large employers operating in the retail sector in Los Angeles County, California, will be impacted by an ordinance regarding scheduling practices. It will go into effect July 1, 2025, and apply to employers with covered employees working in unincorporated areas of LA County.
The requirement is to provide each prospective employee with a written, good-faith estimate of their work schedule. It may be based on prior hours worked by an employee in a similar situation, forecasts, or other relevant details. It also must include a copy of the Notice of Retail Employee’s Workweek Rights.
An employer must meet all of the following criteria to be covered:
- Employ at least 300 employees (worldwide)
- Be classified in the North American Industry Classification System (NAICS) as a retail business within retail trade categories, subcategories 44 through 45 or have revenue primarily generated from the sale of tangible products primarily for family, household, or personal purposes to end users
- Exercise control over the working hours, wages, or conditions of an eligible employee indirectly, directly, or through an agent
If an employee’s actual work schedule deviates significantly from the estimate, the employer must provide a legitimate, documented business reason to support the change.
Review the full ordinance for additional details.
This article is informational and does not constitute legal or financial advice. Consult with an employment lawyer or accountant for additional clarification on how these changes impact your company.
