Arkansas bars local governments from imposing predictive-scheduling or fair-workweek rules on private employers. A 2017 state preemption law leaves scheduling practices to state law and individual employer policies statewide.
Arkansas's 2017 employment-preemption law prevents cities and counties from adopting predictive-scheduling, fair-workweek, or rest-period ordinances applicable to private employers. Advance-notice, on-call-pay, and similar scheduling requirements cannot be locally mandated, and Arkansas has enacted no statewide predictive-scheduling requirement of its own. Federal Fair Labor Standards Act overtime and recordkeeping rules continue to apply. Employers remain free to adopt voluntary scheduling practices that exceed legal minimums. The preemption helps multi-location employers keep consistent policies across Arkansas.
Local scheduling ordinances are unenforceable; employers may seek declaratory and injunctive relief against political subdivisions attempting enforcement.
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See how Washington County's worker scheduling preemption rules stack up against other locations.
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