Fair Workweek scheduling software — predictive scheduling compliance

What are Fair Workweek (predictive scheduling) laws?

Predictive scheduling laws — often called Fair Workweek rules — can require covered employers to give employees their schedules in advance, pay “predictability pay” for late changes, and avoid back-to-back “clopening” shifts without enough rest in between.

Rules and coverage thresholds vary by jurisdiction, industry, employer size, and location. This page is general information, not legal advice — check the rules that apply in your city and state.

Post schedules in advance

Build and publish the weekly schedule early so employees get the notice these laws require. EasyTeamPlan records when a schedule is published and tracks every change made afterward.

Track changes and predictability pay

When a schedule changes after it's posted, EasyTeamPlan keeps a clear, auditable record — so you can identify changes that may trigger predictability pay and document them.

Keep audit-ready records

Federal FLSA recordkeeping expects accurate hours and pay records (commonly retained for two to three years). EasyTeamPlan keeps schedules, edits, and hours in one place so you're ready if you're ever asked.

Because local predictive scheduling rules can change, audit-ready history matters: every published schedule, request, approval, and edit should be easy to find.