The Predictive Scheduling & Fair Workweek Compliance Landscape for Restaurants

Labor Compliance is Top of Mind

Labor compliance, predictive scheduling, and Fair Workweek are terms on the brain of every restaurateur in America–and for good reason. As strict labor legislation continues to pass in more cities and states around the usa, the danger of compliance fees and legal suits develops for restaurants.

The cost of non-compliance

By 2020, restaurants in the united states will pay an estimated $30M+ in compliance fees, and areas with regulations enacted are already making legal moves.

New York City, which enacted their Fair Workweek laws in 2017, has filed a $1 million lawsuit contrary to Chipotle for alleged violations of regulations. The city says that the brand has”ignored the core tenets of the Fair Workweek laws “–one of the major violations being the final character of the staff scheduling.

Big manufacturers are contending with significant suits, which are driving home the important nature of complying with the new labour laws. These regulations were ultimately designed to enhance the quality of life for restaurant and shift workers.

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However, it is not all grim for restaurateurs.

The Advantage of Fair Workweek for restaurants

Strict labor laws do not necessarily mean increased labor costs for restaurants.

At a pilot program run by Gap, study demonstrated that implementing fair scheduling practices had a positive effect on their bottom line–viewing a 5 percent increase in labour productivity, a 7 percent increase in median earnings, and a general increase in earnings of $290,000 across their 19 shops in the program. This stability provided by fair scheduling practices–creating programs beforehand and removing on-call scheduling–generated happier and more dependable personnel which overall lead to increase in their sales and efficacy.

By solidifying the staff schedule weeks ahead of time, and refraining from making last-minute adjustments, your labour projections will be more precise and reliable. That visibility means more bottom line benefits for your restaurant, like improved sales per labor hour and labour costs.

The Way to Guarantee labor compliance in your restaurant

The restaurant space is among those most-affected businesses by new laws, so every restaurateur ought to know about how to remain compliant. These three tips will get you on the road to compliance, and away from significant fees.

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Use the Perfect restaurant software

By using clever technology solutions, restaurants may take charge of their compliance to prevent legal suits and compliance penalties equally. By way of instance, incorporating your restaurant technology systems such as your Revel point of sale (POS) with 7shifts’ labor-compliant staff scheduling can ensure your supervisors are abiding by local labour laws while they are scheduling.

Utilizing accounting integrations will provide you additional control and visibility over timesheets and employee presence. These factors will continue to keep your records straight and make sure your staff are appropriately paid for their work–overtime hours and all.

Emphasize manager training

In addition, as your business develops, you need to ensure every supervisor is fully trained throughout on-boarding (and on a continuous basis) on the scheduling process to prevent any compliance slip-ups. Supplying them with in-depth training on the technology and tools at their disposal will go a long way to keep your restaurant compliant.

Use your Revel information to forecast future scheduling needs

Build better schedules beforehand by leveraging the Revel + 7shifts integration to predict sales and forecast labor requirements. Using software can make this process simpler by automatically projecting your earnings that will assist you schedule accordingly. The more accurate you’re about forecasting future needs, the less you will pay in last-minute compliance change charges.


As new labour laws continue to maneuver in new states throughout the nation, it’s crucial to implement the perfect practices in your business to remain compliant. Do not take shortcuts on scheduling to save a couple of labour dollars–or you might be hit with charges and legal suits which could put you out of business.

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