14 days advance schedule. Predictability pay for changes. Clopening needs consent.
NYC's Fair Workweek Law for fast food workers requires schedules to be posted 14 days in advance for chains with 30+ locations nationally. Schedule changes within the 14-day window trigger predictability pay ($10-$75 per change). Clopening shifts (closing then opening within 11 hours) require written consent plus $100 premium. Hour reductions of 15%+ require just-cause termination procedures.
NYC Fast Food Fair Workweek
Auto-detects fast food employer status (30+ locations nationally). Enforces 14-day advance schedule posting. Calculates predictability pay for changes. Manages clopening consent. Tracks hours-offered protections.
What the rule does at schedule creation and changes.
The hero card configuration: Block on late publish, Critical on unconsented clopening. Here's what each does at runtime.
When a manager attempts to publish a schedule with less than 14 days advance notice, Teambridge blocks the publish. Resolution requires either earlier publish OR documented predictability pay for the affected workers.
Scheduling a worker for both a closing shift and the next morning's opening (with under 11 hours between) requires written consent. Without consent, the schedule blocks. With consent, $100 premium auto-applies.
Deploy NYC Fast Food FWW in your Teambridge.
Tell us about your NYC fast food workforce. We'll spin up Fair Workweek scheduling, predictability pay, clopening, and hours-offered logic — in a sandbox tenant.
Schedule certainty + predictability pay + clopening rules.
NYC's Fair Workweek law applies to fast food chains with 30+ locations nationally — covering most major QSRs. Independent operators below the threshold are exempt.
Coverage: 30+ locations nationally
Fast food chains with 30+ locations under common ownership or franchise nationwide are covered. Single-store franchisees of national chains are covered (the 30-location threshold counts the chain, not the franchisee). Independent operators with fewer locations are exempt — though best practice often follows similar standards.
14-day advance schedule posting
Each schedule must be posted at least 14 days before the start of the schedule period. Posted means delivered to workers, not just available. The schedule includes shift dates, times, locations, and assigned worker. Once posted, changes trigger predictability pay.
Teambridge enforces the 14-day window and auto-pays predictability premiums.
Fair Workweek violations are easy to find on inspection — schedule timestamps and pay records tell the whole story. Teambridge handles the rules by structure.
30+ location threshold.
Employers configured as fast food with 30+ national locations get Fair Workweek rules applied. Smaller employers operate without these rules. Threshold tracked at employer level.
Schedules locked at posting.
When a manager publishes a schedule, the 14-day clock starts. Subsequent changes within the window trigger predictability pay calculations.
$10/$15/$45/$75 based on notice.
Each schedule change is logged with timestamp. Pay tier auto-applied based on notice given to the affected worker. Premiums itemized on wage statements.
Consent required, hours offered first.
Clopening shifts require explicit written consent before scheduling. New shifts or new hires gated by 'hours-offered to existing workers first' check — defensible against private actions.
Still evaluating? Get a free New York compliance audit.
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