Rules, dates and scope
Reviewed September 12, 2026 against the official sources below. This estimates one employer-requested change for a covered, non-tipped employee, assuming no exception applies. Enter the hourly rate required by the relevant rule. It does not calculate overtime, clopening pay, damages, unused on-call shifts, changes of date/location, or establish employer coverage.
For extensions or cuts, enter hours changed at one end of one existing shift. Changes at both ends require a separate review of each city’s rules. NYC allows up to 15 minutes at each end; Chicago’s 15-minute grace applies to only one end. Philadelphia allows up to 20 minutes at each end. San Francisco timing-only moves require direct review of OLSE guidance. A zero estimate does not certify compliance with all scheduling laws.
| Jurisdiction | Key premium rule | Official source |
|---|---|---|
| NYC fast food | Calendar dates before schedule start: 8–14 days = $10 added/moved, $20 reduced; 2–7 days = $15/$45; previous day or later = $15/$75. Earlier = $0. Up to 15 minutes at each end is exempt. | DCWP FAQ, September 2023, p.16 |
| Seattle | Within 14 days of shift: 50% for hours lost; 1 hour for additions, with permitted proration under 1 hour. Minor adjustments have a 15-minute grace period. | OLS FAQ, August 2025, pp.24–26 |
| Chicago | 1 hour inside the 14-day schedule window; 50% for lost hours cancelled under 24 hours before the affected shift. Single-end changes up to 15 minutes have a grace period. | OLS FAQ, December 2025 |
| Philadelphia | 1 hour added/moved or 50% for hours lost, after the posting/revision window. A 20-minute start/end exception applies. | Official FAQ, December 2023, pp.9–13 |
| San Francisco | 24h–<7 days: 1 hour. Under 24h: 2 hours if up to 4 hours added/removed; 4 hours if more than 4. Separate 14-day posting duty. | OLSE FAQ, August 2025, p.12 |
| Oregon | Inside 14 days: 50% for lost hours; 1 hour for a new shift, a time change without hour loss, or an extension over 30 minutes. | BOLI predictive scheduling |
Frequently asked questions
Does this apply to every employer?
No. Industry, employer size, location and employee coverage vary. Check the linked official rules before relying on a premium estimate.
Does agreeing to a change waive the premium?
Not necessarily. Employee-requested changes, voluntary trades and other exceptions have jurisdiction-specific conditions. Consent to an employer-requested change does not automatically waive a premium.
Does a zero result mean the schedule is compliant?
No. This result covers only the selected premium calculation. Posting duties, consent, minimum rest, ordinary wages and other claims are separate.