Schedules That Work Act
Sponsored By: Senator Warren, Elizabeth [D-MA]
Introduced
Summary
Predictable scheduling is the core goal of the Schedules That Work Act. The bill would give hourly workers in retail, food service, cleaning, hospitality, and warehouse jobs stronger rights to advance notice, rest between shifts, and pay when employers change schedules at the last minute.
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- Caregivers and students would be able to request schedule changes for child or family care, serious health conditions, or education and training, and employers must grant those requests unless they show a bona fide business reason.
- Covered sector employees would get work schedules posted at least 14 days ahead or receive $75 per affected day if notice is late. Workers could decline unposted hours, and the bill creates extra pay for short-notice changes and split shifts.
- Employers would face new posting and recordkeeping duties, civil penalties and private suits for violations, and the Secretary of Labor would issue implementing rules and may designate additional occupations within 180 days.
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Bill Overview
Analyzed Economic Effects
5 provisions identified: 3 benefits, 0 costs, 2 mixed.
Enforcement, penalties, and worker remedies
If enacted, the bill would give the Secretary of Labor investigatory and subpoena authority to enforce the scheduling rules and require employer records. Workers could sue to recover lost wages, benefits, interest, and, unless the employer proves good faith, liquidated damages; courts must award reasonable attorney and expert fees to prevailing plaintiffs. Willful and repeated violations could bring civil penalties ranging from $500 to $5,000 per violation depending on the section, and posting failures can cost up to $100 per offense. Time limits to bring claims would generally be 2 years, and 3 years for certain willful violations.
Predictable schedules and extra pay
If enacted, the bill would require covered employers to post work schedules at least 14 days before the schedule starts. Employers who fail to provide the schedule would owe $75 per affected day to each affected employee. Late schedule changes would trigger predictability pay: added or moved hours pay the regular rate plus one extra hour per change, and canceled or reduced scheduled hours pay at least one‑half the regular rate per canceled hour. Employers must give written minimum expected monthly hours for the next 12 months (new hires by first day; existing workers within 90 days), list extra pay reasons on pay stubs, pay one extra hour for split shifts, and pay 1.5× for hours worked with less than 11 hours' rest between shifts.
Right to request schedule changes
If enacted, the bill would give covered workers a formal right to request changes to hours, shift times, location, or the amount of schedule notice. Employers would have to engage in a timely, good‑faith interactive process and either grant or deny requests and explain bona fide business reasons for denials. Requests tied to serious health conditions, caregiving, career education/training, or another job would have to be granted unless the employer shows a bona fide business reason.
Research pilots and new scheduling data
If enacted, the bill would fund pilots, research, guidance, and technical help to test fair scheduling practices like longer notice, minimum hours guarantees, cross‑training, and electronic scheduling systems. The Department of Labor would evaluate and publish pilot results and offer outreach and assistance to states and employers. The bill would add questions to the Current Population Survey and related supplements about schedule notice, hour fluctuations, employee input, and preferred hours.
Which workers and employers are covered
If enacted, the bill would treat any employer with 15 or more employees as "covered" for the new scheduling rules. Employers must count full‑time, part‑time, and temporary workers and may use last year's average when staff fluctuates. It would cover nonexempt workers in retail, food service, cleaning, hospitality, and warehouse jobs, and the Secretary of Labor could add more occupations within 180 days. Workers under a union contract would be exempt only if the contract both governs scheduling and expressly waives this Act.
Sponsors & CoSponsors
Sponsor
Warren, Elizabeth [D-MA]
MA • D
Cosponsors
Sen. Blumenthal, Richard [D-CT]
CT • D
Sponsored 12/17/2025
Sen. Van Hollen, Chris [D-MD]
MD • D
Sponsored 12/17/2025
Sen. Baldwin, Tammy [D-WI]
WI • D
Sponsored 12/17/2025
Sen. Durbin, Richard J. [D-IL]
IL • D
Sponsored 12/17/2025
Sen. Reed, Jack [D-RI]
RI • D
Sponsored 12/17/2025
Sen. Booker, Cory A. [D-NJ]
NJ • D
Sponsored 12/17/2025
Sen. Markey, Edward J. [D-MA]
MA • D
Sponsored 12/17/2025
Sen. Sanders, Bernard [I-VT]
VT • I
Sponsored 12/17/2025
Sen. Whitehouse, Sheldon [D-RI]
RI • D
Sponsored 12/17/2025
Sen. Murphy, Christopher [D-CT]
CT • D
Sponsored 12/17/2025
Amy Klobuchar
MN • D
Sponsored 12/17/2025
Sen. Duckworth, Tammy [D-IL]
IL • D
Sponsored 12/17/2025
Peter Welch
VT • D
Sponsored 12/17/2025
Charles Schumer
NY • D
Sponsored 12/17/2025
Sen. Hirono, Mazie K. [D-HI]
HI • D
Sponsored 12/17/2025
Sen. Merkley, Jeff [D-OR]
OR • D
Sponsored 12/17/2025
Sen. Wyden, Ron [D-OR]
OR • D
Sponsored 12/17/2025
Sen. Murray, Patty [D-WA]
WA • D
Sponsored 12/17/2025
Sen. Padilla, Alex [D-CA]
CA • D
Sponsored 12/17/2025
Sen. Fetterman, John [D-PA]
PA • D
Sponsored 12/17/2025
Roll Call Votes
No roll call votes available for this bill.
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