On July 19, 2021, the city of Evanston, Illinois became the latest municipality to impose a predictive scheduling ordinance on employers. Known as the ‘Fair Workweek Law’, this law stipulates that certain businesses active within designated industries must provide workers with a 14-day notice of any forthcoming changes to their schedules. Deviating from this policy and implementing any changes without providing a two week notice will result in employers having to recompense their workers with “predictability pay”.
The said ordinance was adopted by Evanston with the overarching objective of reducing the often seen employment uncertainty and lack of stability for workers in certain industries. The need for a better work-life balance and more predictable future are key reasons behind this legal regulation.
This is not an isolated legal move. In fact, Evanston joining a burgeoning trend towards ‘Fair Workweek’ laws, highlighting a growing consciousness towards protecting workers’ rights. It is thus critical for legal professionals to stay current on developments around predictive scheduling laws, ensuring their advice remains relevant for employers from various geographies and industries.
While employers look to optimize operational costs, they must also take into account the real-world implications of their scheduling practices. It’s no secret that workers in certain industries often grapple with unpredictability in work schedules. Therefore, such laws are essential in providing a certain degree of control and predictability in lives of worker, enhancing their morale and general productivity.
As always with such laws, the devil is in the details. Legal professionals working with affected enterprises need to deeply understand the nuances and implications of the ‘Fair Workweek Law’ to provide suitable advice. A careful read of the ordinance will be the first step of this critical journey, and it’s imperative to stay abreast of future legal developments in this context.