Attention Retail Workers in Los Angeles County: New “Fair Work Week” Protections Start July 1, 2025

Big changes are coming for hourly retail workers in unincorporated areas of Los Angeles County. Starting July 1, 2025, the Los Angeles County Fair Work Week Ordinance (L.A. Cnty. Code § 8.203 et seq.) will give you new rights that protect your time, your paycheck, and your peace of mind. If your employer isn’t following these laws, WorkRight Law, APC is here to help.

Do You Work in Retail in L.A. County?

The new ordinance applies to retail businesses in unincorporated Los Angeles County that have 300 or more employees worldwide. If you’re a non-exempt employee (i.e., you’re hourly or entitled to overtime), these rights apply to you — even if you’re part-time or a temporary worker.

Your New Rights Under the Fair Work Week Ordinance:

Starting July 1, 2025, your employer must:

1. Give You Your Schedule in Advance
   You must receive your work schedule at least 14 days in advance. If they change it after that, they may have to pay you extra.

2. Offer Extra Hours to You First
   If your employer needs more help, they must offer additional hours to current employees before hiring new people.

3. Get Your Consent for “Clopenings”
   You have the right to decline shifts that start less than 10 hours after your last shift ends (commonly called a “clopening”). If you agree to work it, you may be entitled to extra pay.

4. Get Predictability Pay
   If your schedule changes with less than 14 days’ notice, you may be entitled to extra pay — up to four hours per change.

5. Say No to Extra Hours Without Fear
   You have the right to refuse unscheduled hours without being punished.

6. Rest Between Shifts
   You’re entitled to at least 10 hours of rest between shifts, unless you voluntarily agree otherwise — and even then, you may be entitled to time-and-a-half pay for the second shift.

7. Get Your Schedule in Writing
   Your employer must provide a written good faith estimate of your work schedule when you’re hired and when your schedule changes significantly.

What If Your Employer Breaks the Law?

If your employer fails to follow the new law, you may be entitled to back pay, penalties, and other damages. Violations may include:

• Not giving you proper notice of your schedule

• Denying you extra pay when they change your shifts

• Retaliating against you for asserting your rights

These are serious violations, and you don’t have to face them alone.

If your employer is violating your new rights under the Fair Work Week Ordinance, WorkRight Law, APC is ready to fight for you. We’ve spent nearly two decades protecting employees from unfair treatment, wage theft, retaliation, and more.

Call us today at (562) 760-8803 or visit WorkRightLaw.com

Free consultations. No fee unless we win. Know Your Rights. Protect Your Time. Demand What You Deserve.

WorkRight Law, APC – Justice for the Working Person.