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Chicago · Fair Workweek · MCC 6-110 · OLS notice 1 July 2026

Chicago pays one extra hour when the schedule moves inside 14 days, half the lost wages when the cancel is inside 24 hours, and 1.25× for the entire next shift after a short night.

MCC 6-110-050 Predictability Pay is one hour at the regular rate for an employer add, move, or >24-hour-notice subtract/cancel inside 14 days — in addition to wages for hours worked. Subtract or cancel with less than 24 hours’ notice: 50% of the regular rate for the lost hours (not hours worked). MCC 6-110-070 right to rest: decline hours starting less than 10 hours after the previous day’s shift; if that next shift is worked, 1.25× for the entire shift, not 1.5× only for hours inside the window. Seven industries, 100+ global employees — labeled, not gated.

Sourced lines: 1-hour PP, 50% lost hours, 1.25× entire next shift

The OLS hub page states the 1-hour Predictability Pay and the right to decline hours starting <10 hours after the prior shift. The 50% and 1.25× lines are in the ordinance and the 2026 notice:

Employer add inside 14 days, 8h @ $20 → $160 wages + $20 Predictability Pay
Cancel 4 scheduled hours with 12 hours’ notice @ $20 → +$40 (50% × 4h × $20), not hours worked
Last-out 22:00 / first-in 06:00 (8-hour gap) → entire next 8h shift at 1.25× ($160 + $40 extra quarter)
11-hour gap → regular only

OLS FAQ (Dec 2025): right to rest has no exceptions, even when the employee agrees in writing; overtime hours inside a rest-window shift stay at 1.5× (not 1.25). A shift occurs on the day it started. Schedule-change exceptions (emergencies, employee written request, voluntary swap) turn Predictability Pay and the 50% line off — toggles default off so those premiums apply. The 2024 notice PDF URL remains 404; this page uses the live 2026 notice and the MCC body.

Coverage is a label, not a fake headcount check

Building services, healthcare, hotels, manufacturing, restaurants, retail, warehouse. 100 or more employees globally (250 for nonprofits; restaurants/franchise: 250 employees and 30 locations). 2026 notice wage/salary cap $33.85 / $64,945.55. Temp workers on assignment 420 hours in 18 months. This calculator does not gate the math behind a checkbox for headcount.

In scope

  • 1 hour Predictability Pay for add / move / >24h subtract-or-cancel inside 14 days
  • 50% of regular rate for hours cancelled or subtracted with <24 hours’ notice
  • 1.25× regular rate for the entire next shift starting <10 hours after the previous day’s last-out
  • Right to decline those hours (labeled; 1.25× still applies if worked)
  • Seven industries; 100+ global employees (250+30 locations restaurants) — disclosed
  • FLSA weekly 40 on hours worked

Out of scope

  • Seattle / Oregon / LA Fair Workweek (1.5× only for hours inside the rest window)
  • NYC $10–$75 table and $100 clopening (different city, different statute)
  • Illinois ODRISA meal/rest (no Chicago municipal rest-break wage premium)
  • Headcount / wage-cap eligibility as a calculator gate
  • Self-scheduling, banquet, healthcare-disaster, and ticketed-event special exceptions as computed lines

FAQ

What is Chicago Predictability Pay?

MCC 6-110-050(b)(1): after the 14-day posting deadline, one hour of Predictability Pay, in addition to the regular rate, for each shift in which the employer adds hours, changes the date or time with no loss of hours, or, with more than 24 hours’ notice, cancels or subtracts hours. An employer add inside 14 days on an 8-hour day at $20 is $160 wages + $20 Predictability Pay.

What is the 50% cancelled-hours line?

MCC 6-110-050(b)(2): no less than 50 percent of the Covered Employee’s regular rate of pay for any scheduled hours the employee does not work because the employer, with less than 24 hours’ notice, subtracts hours from a regular or on-call shift or cancels a regular or on-call shift. Those dollars are not hours worked. Cancelling 4 scheduled hours with 12 hours’ notice at $20 is +$40. Sourced from the ordinance body and the OLS Fair Workweek Notice effective 1 July 2026.

Does Chicago pay 1.25× for a short rest window?

Yes. MCC 6-110-070(b): when a Covered Employee works a shift that begins less than 10 hours after the end of the previous day’s shift, the employer shall pay 1.25 times the regular rate for that shift — the entire next shift, not only the hours inside the 10-hour window (OLS FAQ Q40). The employee may decline those hours (6-110-070(a)). There are no exceptions to right to rest, even with written agreement. An 8-hour gap (last-out 22:00, first-in 06:00) puts the whole next shift at 1.25×. An 11-hour gap does not.

Who is covered?

Seven industries: building services, healthcare, hotels, manufacturing, restaurants, retail, warehouse. Employers with 100 or more employees globally (250 for nonprofits; restaurants/franchise also 250 employees and 30 locations). The 2026 OLS notice also posts a wage/salary cap ($33.85 / $64,945.55). This calculator discloses coverage and does not invent a headcount gate.