Fair Workweek Law

Under the Fair Workweek Law, fast food, retail, and utility safety employers in New York City must give workers predictable work schedules.

Also, fast food employers:

Must give existing workers the chance to work more hours before hiring new workers
Cannot fire or lay off workers or reduce their hours by more than 15% without just cause or a legitimate economic reason

Fast food, retail, and utility safety workers and employers in New York City can get more information and assistance from the Department of Consumer and Worker Protection (DCWP) about:

Legal rights for fast food, retail, and utility safety workers
Legal responsibilities for fast food, retail, and utility safety employers
Complaints about employers

Online

Get more information about the Fair Workweek Law
Live Chat with a DCWP representative for more information
- Live Chat is available for employer inquiries only.
- When you open the webpage, click the "Live Chat" button. Then, click the button in the middle of the screen that says "Live Chat with a DCA Representative" to open a chat window.
Submit questions by email to OLPS@dca.nyc.gov

By Phone

A DCWP representative can answer questions during regular business hours.

Call 311 for assistance.

Retail and utility safety worker rights under the Fair Workweek Law include:

72 hours’ advance notice of work schedule
No on-call shifts
No call-in shifts within 72 hours of the start of the shift
No shift cancellations with less than 72 hours’ notice
No shift additions with less than 72 hours’ notice unless worker consents in writing
Updated written schedule from employers if changes are made with less than 72 hours’ notice

Fast food worker rights include:

No firing or reduction of hours without just cause
No layoffs except for economic reasons
Written explanation for firing, reduction of hours, or layoff
Regular schedule and first work schedule in writing on or before first day of work
14 days’ advance notice of work schedule
Premium pay for schedule changes by employer less than 14 days before the first shift on the work schedule and the right to say no to additional hours
$100 premium to work “clopening” shifts and the right to say no
Priority to laid-off or current workers to work newly available shifts before employer hires new employees

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