What Is Predictive Scheduling? A Complete Guide
Work scheduling regulations are being implemented across cities and states in America in a bid to protect and enhance employee rights. When it comes to predictive scheduling laws, it’s not just employees who benefit. These practices help employers get ahead of common scheduling issues and fall-outs, too.
Whether it’s mandatory or optional for your business, this complete guide to predictive scheduling covers everything you need to know.
Who’s affected by these regulations?
Predictive scheduling regulations affect businesses that allocate working hours using shifts, especially if those shifts change regularly.
This predominantly affects service sector workers, such as those working in retail shops, restaurants, fast-food establishments, hotels, and leisure facilities. However, any business with part-time, shift, seasonal, on-call, minimum wage, or hourly workers should implement and can benefit from advance scheduling.
Please note: The California Assembly Bill 5 (AB5) went into effect January 1, 2020, and requires employers to classify some independent contractors as employees in the state of California (although there are exceptions). This might affect your scheduling requirements, so make sure to read more about AB5 and follow state laws regarding employee classification.
Predictive scheduling laws by state
Your legal requirement to implement predictive scheduling depends on your business location, industry, and size of your team.
At the time of writing, predictive scheduling is a legal requirement in eight cities and states. While the details and requirements of each law differs, most of them mandate:
- A good faith estimate of expected schedules upon hire.
- A defined period of rest between shifts.
- Advance notice of work schedules.
- Extra pay for a schedule change or shifts during a rest period.
Frequently asked questions
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