Chicago Fair Workweek: 14-day advance schedules for covered employers and industries.
The Chicago Fair Workweek Ordinance covers 7 industries (Building Services, Healthcare, Hotels, Manufacturing, Restaurants, Retail, Warehouse Services) for employers above size thresholds. Covered workers earning at or below $32.60/hr (as of July 1, 2025) get 14-day advance schedules, predictability pay for changes, 10-hour rest between shifts, and hours-offered-first to existing workers. Penalties run $500 per worker per offense.
Chicago Fair Workweek Compliance
Identifies covered employers, industries, and workers. Enforces 14-day notice, predictability pay calculation, 10-hour rest rule, and hours-offered-first workflow.
What those rules do as Chicago covered shifts are scheduled.
The hero card configuration: Block on undernotice publish, Critical on predictability pay, Avoid on rest violations, Flag on hours-offered.
When a covered employer attempts to publish a schedule that gives covered workers less than 14 days notice, the publish is blocked. Workers can voluntarily accept under-notice shifts but cannot be required to.
When a published schedule is changed inside the 14-day window, Teambridge calculates predictability pay (1 hour at minimum wage for added/changed shifts; 50% of cancelled shift hours for shorter notice cancellations).
When a worker's previous shift ends less than 10 hours before the next shift starts, Teambridge warns the manager. The worker can voluntarily accept (and gets 1.25× pay for the second shift), but cannot be required to.
When new shifts become available, Teambridge surfaces existing workers who could fill them — meeting the Ordinance requirement to offer hours to existing workers before hiring new ones.
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Coverage layered — industry, employer size, worker wage threshold.
Fair Workweek coverage is multi-dimensional: only certain industries, only employers above size thresholds, only workers earning at or below the wage threshold. Getting coverage right is half the operational work.
Covered industries — 7 specific
Building Services, Healthcare, Hotels, Manufacturing, Restaurants, Retail, Warehouse Services. Each has its own definition under the Ordinance. A business not in one of these 7 industries is not covered regardless of size.
Employer size thresholds
General: 100+ global employees, of whom at least 50 are covered employees in Chicago. Restaurants: 250+ global employees and 30+ locations. Non-profits: 250+ global employees. Sub-threshold employers in covered industries are not covered. Most Teambridge customers in covered industries fall above the threshold.
Teambridge handles coverage routing, the 14-day clock, predictability pay math, and hours-offered.
Fair Workweek is the most operationally complex scheduling rule outside of California. Manual compliance is essentially impossible at scale; Teambridge runs it at the source.
Industry + size + wage threshold.
Each Chicago worker's coverage is determined by employer industry, employer size, worker wage. Coverage flag is set on the worker record and drives all downstream Fair Workweek logic.
Schedule publish gated.
Schedule publish is gated against the 14-day notice window. Publishing closer than 14 days requires either worker voluntary acceptance or predictability pay.
Changes auto-calculate cost.
When a schedule change happens inside 14 days, Teambridge calculates the predictability pay owed (1 hr min wage for additions/changes; 50% of cancelled hours for short-notice cancellations) and adds it to the worker's pay.
Existing workers see new hours first.
When new shifts become available, the system identifies eligible existing workers and routes the offer to them with a reasonable acceptance window before opening to new hires.
Still evaluating? Get a free Illinois compliance audit.
Send us your existing Illinois scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Illinois-specific exposure ranked by risk and back-pay liability.