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Florida Enacts Restrictions on Predictive Scheduling

04 Jul



Update Applicable to:Effective date
All employers with at least 1 worker who physically performs work in FloridaJuly 1, 2024

What happened?

On April 12, 2024, Governor Ron DeSantis signed HB 433, which restricts local governments from enacting their heat safety regulations, influencing wage rates and employee benefits through contracts, and creating scheduling rules for private employers.

What are the details?

Predictive scheduling laws require employers to provide work schedules to employees in advance.

As per HB 433, the Florida Legislature and Governor hold the exclusive authority to mandate the adoption of predictive scheduling policies by private employers. This law notably curtails the power of local governments in this domain.

Business Considerations

  • Although not mandatory, employers should consider providing employees with their work schedules in advance. This can help improve employee satisfaction and reduce turnover.
  • Employers should monitor any news, rules, or law that could regulate this issue.

Source References


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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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