How Predictive Scheduling Laws Are Creating a Better Workplace

Predictive scheduling proposals—or laws that are meant to protect employees from unfair schedule changes—are beginning to become more common, with at least seven having been passed into law in the past two years. Largely aimed at protecting employees, these laws generally require that employees receive their work schedules in advance and that employers refrain from altering those schedules. 

Not taking labor issues seriously can have major consequences for franchisors. Chipotle recently came under fire when New York City Bill de Blasio's administration alleged that the fast-food chain violated "nearly every aspect" of the city’s Fair Workweek law. The legislation prohibits companies from changing a worker's schedule less than two weeks before the work date. More than 30 Chipotle employees from five Brooklyn locations claimed that they weren't given their schedules at least 14 days in advance.

The lawsuit came just weeks after Chipotle was praised for a new employee bonus program that gave workers the chance to earn up to an extra month's worth of pay each year. Recently, perhaps in response to the New York City lawsuit, Chipotle’s announced new employee incentives that includes a new Chipotle Cultivate Education program intended to ease the burden of student debt.

While some cities have gone the opposite direction and adopted laws that preempt such legislation, recent studies have shown that unpredictable schedules are a significant burden for workers, even harming workers' health by creating stress and sleep issues. Whether by creating budget uncertainty, childcare problems or missed doctors' appointments, sudden schedule changes can lead to serious issues. 

As the restaurant industry faces chronic difficulties with retaining employees in light of the low unemployment rate, QSRs are offering a variety of incentives, like Shake Shack's four-day workweeks for managers and Sweetgreen's five months of paid paternal leave. 

While helping employees should be incentive enough, franchisors should also be conscious of the growing expectations customers have for fair workplace policies from their favorite brands. Gone are the days of sweeping these lawsuits under the rug. According to the Harvard Business Review, if brands are unfair to employees, such treatment can easily result in the loss of business and a tarnished reputation.