Congress moves to end unpredictable scheduling in low-wage work
H.R. 6786 — Schedules That Work Act · Filed by Rosa DeLauro (D-CT) · 54 cosponsors · Introduced Dec 17, 2025 · Referred to committee
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What it does
The Schedules That Work Act requires employers with 15+ employees to give workers in retail, food service, hospitality, warehouse, and cleaning jobs at least 14 days' advance notice of their work schedules, and to pay extra compensation ('predictability pay') when schedules change with less notice. It also gives all employees the right to request flexible or stable work schedules and requires employers to engage in good-faith discussion, with mandatory approval for requests tied to caregiving, health conditions, or education. Employees gain the right to decline shifts with fewer than 11 hours' rest between them, and employers must pay 1.5x pay for violations.
Why we flagged it
The bill's core function is to establish enforceable labor standards around work schedule notice, predictability, and worker input—a direct regulation of employer scheduling practices in low-wage sectors. It is not a tax measure, subsidy, or commemorative act.
What the text implies
- The 'bona fide business reason' standard is broad and employer-friendly; courts will likely interpret it generously, potentially limiting the practical impact of the right-to-request provisions in Section 3.
- Collective bargaining agreements can opt out entirely (Section 12), which may create a two-tier system where unionized workers retain stronger protections while non-union workers in the same workplace have weaker rights.
The full analysis lists 5 implications of this text.
Who stands to gain
Low-wage workers in retail, food service, hospitality, warehouse, and cleaning sectors; Workforce management software vendors (e.g., Workday, if they develop scheduling compliance tools); Labor advocacy organizations and legal aid providers (enforcement and litigation)