In California, employers generally have the right to change an employee’s work schedule without prior notice, unless local laws, company policies or collective bargaining agreements impose specific restrictions. 

While there is no statewide law for predictive scheduling, certain cities have enacted ordinances to provide additional protections for employees. For example, San Francisco, Emeryville and Berkeley require employers to give at least 14 days notice for scheduling changes in specific industries. Employers must also pay predictability pay if changes are made with less than the required notice. San Jose, while not requiring advance notice, mandates that employers offer additional hours to part time workers before hiring new employees. 

Additionally, California enforces a reporting time pay rule which ensures that if an employee reports to work but is sent home early or has their hours reduced, they must still be paid for at least half of their scheduled shift. While statewide predictive scheduling laws have been proposed, such as the Fair Scheduling Act of 2020 (SB 850), none have been passed. 

Employees working in cities with scheduling ordinances should check local regulations to understand their specific rights.