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A Reminder: City of Berkeley Fair Workweek Ordinance Operative January 2024

08 Nov

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Update Applicable to:

All employers in the City of Berkeley with 10 or more covered employees in the city.

What happened?

This is a reminder that the ordinance will become effective on January 12, 2024.

What do employers need to do?

Employers should review the resources above and adjust their workweek scheduling policies, as well as review the Ordinance to properly comply with the law.

What are the details?

As we previously communicated (Link), the City of Berkeley passed the Fair Workweek Employment Standards Ordinance regarding how employees are scheduled and the flexibility of scheduling provided to employees.

The purpose of the Ordinance is to stablish MINIMUM labor standards. The enforcement of the Ordinance is done by the City and shall not entail any criminal penalty or cause for damages against the City.

The employers’ obligations are the following:

For more information, please see the links below:

Law Firm Articles: Article 1, Article 2

City of Berkley: Fair Workweek Ordinance pdf

To determine if a business is a covered employer please click here.

To determine if a worker is a covered employee please click here.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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