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Los Angeles, CA Employment Preemption: Worker Scheduling Preemption (2026)

Some Restrictions
Compiled from the official code textEditor Martyn O'NeillLast verified May 2026

Key Facts

Ordinance number
187534 (LAMC §185.00)
Effective date
April 1, 2023
Covered employers
Retail with 300+ workers
Advance notice
14 days
Rest between shifts
10 hours minimum

Summary

LA's Fair Workweek Ordinance 187534 (LAMC §185.00) requires retail employers with 300 or more workers to give 14-day advance schedules, predictability pay for changes, and right of refusal for clopening shifts.

(2) (A) The hourly minimum wage for fast food restaurant employees shall be twenty dollars ($20) per hour, effective April 1, 2024. Thereafter, the council may establish, pursuant to this subdivision, minimum wages for fast food restaurant employees that take effect on an annual basis, beginning on January 1, 2025. (B) The hourly minimum wage established by the council may increase on an annual basis by no more than the lesser of the following, rounded to the nearest ten cents ($0.10): (i) 3.5 percent.

Source: LA Fair Workweek Ordinance 187534View official code

Full Breakdown

Effective April 2023, the Fair Workweek Ordinance applies to retail businesses with at least 300 employees globally. Covered employers must post written schedules 14 days in advance, pay one hour of predictability pay for employer-initiated changes, and offer a minimum 10-hour rest between shifts. Workers may decline clopening shifts (closing then opening within 10 hours) without retaliation. Employers must offer additional hours to current part-time staff before hiring new workers. The Office of Wage Standards enforces under LAAC authority. California has no statewide predictive-scheduling law, so LA's rule operates without preemption conflict.

Violations & Fines

Predictability-pay restitution to affected workers, plus civil penalties up to $500 per violation. Retaliation against scheduling-complaint workers triggers $1,000 per-incident fines and possible reinstatement orders.

Frequently Asked Questions

What counts as a covered retail employer?
Any retail business with 300 or more employees worldwide that operates a location in Los Angeles. Headcount includes part-time, temporary, and out-of-state staff under common ownership.
Do I have to accept a clopening shift?
No. You may decline any shift starting fewer than 10 hours after your previous shift ended. If you accept, the employer owes time-and-a-half for those hours.

Sources & Official References

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All Los Angeles rules

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