Simplify compliance with
New York Fair Workweek for Fast Food Workers
- Easily create and share regular schedules
- Automate key premium pay requirements for last-minute schedule changes
- Reduce unnecessary schedule change premium pay with smart tools and guardrails
The New York Fair Workweek Law for Fast Food Workers
New York’s Fair Workweek ordinance for fast food workers requires regular work schedules, 14 days advance notice of schedules, consent and predictability pay for schedule changes, and other key requirements.
Need to learn more about the law and whether it applies to your business? We break down all the key points in our free Fair Workweek guide.
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Six ways Deputy helps you stay compliant with New York Fair Workweek Laws for Fast Food Workers
Create and update good faith estimates
Easily create a good faith estimate of regular work hours for your employees. Get visual warnings to prevent scheduling outside their good faith estimate or capture consent for working shifts outside the estimate.
Build smart schedules far in advance and instantly publish them to your team
Create schedules based on labor demand forecasts to minimize costly changes and auto-apply the good faith estimate. Instantly publish schedules to staff.
Employee consent from any device
Deputy helps you simplify compliance by helping managers understand which schedule changes require consent and collect employee consent for changes.
Record employee consent for schedule changes and clopenings
Access Fair Workweek reports that track schedule change history and consent. Easily access digital records whenever auditable records are needed.
Simplify tracking and calculations for all Schedule Change Premiums
Deputy’s visual flags act as guardrails for managers to highlight changes that will incur schedule change premiums.
Easily offer available shifts to existing workers
Create open shifts that existing employees can share via email, text, and mobile app notifications. Employees can claim shifts through mobile app or the web.
Why choose Deputy?
Deputy is designed to assist businesses in managing fair workweek requirements. We stay informed about fair workweek developments through regular consultation with industry experts and regularly release new features to aid employers in simplifying compliance.
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Frequently asked questions
- What is the New York City Fair Workweek Ordinance for Fast Food Workers?
New York’s Fair Workweek Ordinance aims to give nonexempt employees in the fast food industry predictable work schedules so that they can reasonably plan their income and their lives. It also aims to provide the opportunity for part-time workers to become full-time if they wish.
Covered employees have several rights under the law including the right to a regular work schedule, the right to decline unscheduled hours, predictability pay for schedule changes, and the right to rest between shifts.
- Who is considered a covered employee by the New York Fair Workweek ordinance for fast food businesses?
All nonexempt employees of fast food restaurants who have 30 or more locations anywhere in the U.S. This includes separately owned franchises if the total number of a franchise brand’s fast food establishments is greater than 30. This includes employees who provide customer service, cooking, food preparation, off-site delivery, security, stocking, cleaning or maintenance.
- Which businesses are affected by New York’s Fair Workweek ordinance for fast food workers?
New York’s ordinance for fast food workers applies to nonexempt employees of fast food chains with 30 or more locations in the U.S., including separately owned franchises with more than 30 locations.
- What are the key requirements of New York City's Fair Workweek Ordinance for Fast Food Workers?
The ordinance requires a regular schedule, 14 days advance notice of the work schedule, consent and predictability pay for schedule changes, consent and premium pay for clopenings, and open shifts must be offered to certain discharged and existing employees before hiring new employees.
- Where can I find a copy of the New York Fair Workweek Ordinance notice?
New York’s Office of Labor Policy and Standards provides the New York Fair Workweek Ordinance notice on their website.
- What kind of rest breaks between shifts are required?
Employees can decline shifts that begin less than 10 hours following the end of the previous day’s shift. If employees agree to work such a shift, they must be paid a $100 premium.
- What is schedule change premium, predictability, or premium pay in New York?
If an employer changes the work schedule after the 14-day notice period, the employer must update the posted schedule and must notify all affected workers within 24 hours. The employer must also pay schedule change premiums within the 14-day notice period. For added time and shift change, the premium currently ranges from $10-$15 per change and for reduced work time, the premium ranges between $20 and $75 per change.
Insights from our compliance experts
Disclaimer: The information provided in this publication is for general informational purposes only. Deputy makes no representations or warranties of any kind, express or implied, with respect to the software or the information contained in this publication. While Deputy’s software is designed to simplify shift work by assisting with hiring, onboarding, scheduling, time and attendance tracking, payroll integration, and wage and hour compliance, it is not a substitute for payroll or legal advice, nor is it intended to relieve you of your obligation to comply with the legal requirements applicable to your business. It is ultimately your responsibility to ensure that your use of Deputy complies with all applicable laws and regulations. Please review our Product Specific Terms for more information about your compliance responsibilities.