StatutePayFirst punch → last punch

Philadelphia · Fair Workweek · Phila. Code §§ 9-4603, 9-4604 · 250+ employees / 30+ locations

Philadelphia pays one extra hour when the posted schedule moves, half the lost hours when a shift is cut, and a flat $40 — not 1.25× — when the rest gap is under nine hours.

Phila. Code § 9-4603 Predictability Pay is one hour at the regular rate for an employer add or date/time/location change with no loss of hours after the 14-day Posted Work Schedule, and no less than ½× the regular rate per scheduled hour not worked for subtract, cancel, or unused on-call. A 20-minute start/end grace is in the ordinance. § 9-4604 right to rest: decline hours less than 9 hours after the previous day’s shift (or during the 9 hours after a two-day-spanning shift); if that shift is worked, $40 for each such shift — a flat amount, not Chicago 1.25× and not NYC $100. Retail / hospitality / food, 250+ employees and 30+ locations worldwide — labeled, not gated.

Sourced lines: 1-hour PP, ½× lost hours, $40 / 9-hour rest, 20-minute grace

Pay lines are pinned to the City of Philadelphia Fair Workweek ordinance PDF and the two OWP HTML pages fetched 28 August 2026. The $40 / 9-hour rest line is in the PDF and the report-a-violation page; it is not in the 19 March 2020 predictability-pay explainer.

Employer add inside 14 days, 8h @ $20 → $160 wages + $20 Predictability Pay
Cancel 4 scheduled hours @ $20 → +$40 (½ × 4h × $20), not hours worked
Last-out 22:00 / first-in 08:00 (10-hour gap) → $0 rest
Last-out 22:00 / first-in 06:00 (8-hour gap) → +$40 flat (still $40 at a $30 rate; not Chicago’s extra quarter)

Subtract/cancel is ½× after posting for any notice inside 14 days — there is no Chicago MCC 6-110-050(b)(2) extra 50% band that applies only with less than 24 hours’ notice. Schedule-change exceptions (employee written request, voluntary swap, operations cannot begin or continue) turn Predictability Pay and the ½× line off — toggles default off so those premiums apply. The $40 rest line still follows the punches if the short-rest shift is worked.

Coverage is a label, not a fake headcount check

§ 9-4601 Covered Employer: a Retail Establishment, Hospitality Establishment, or Food Services Establishment that employs 250 or more employees and has 30 or more locations worldwide, including chain establishments and franchises counted in the aggregate. The employee’s job duties must involve retail trade, food services, or hospitality services inside Philadelphia. This calculator does not gate the math behind a checkbox for 250 or 30 locations.

In scope

  • 1 hour Predictability Pay for add / no-loss date-time-location change after the 14-day posting
  • ½× regular rate per scheduled hour not worked for subtract, cancel, or unused on-call
  • 20-minute start/end grace (§ 9-4603(2)(d))
  • $40 for each shift starting <9 hours after the previous day’s last-out (or during 9 hours after a two-day-spanning shift)
  • Right to decline those hours (labeled; $40 still applies if worked)
  • Retail / hospitality / food; 250+ employees and 30+ locations worldwide — disclosed
  • FLSA weekly 40 on hours worked

Out of scope

  • Chicago 1.25× entire next shift (MCC 6-110-070) and NYC $100 clopening
  • Chicago’s <24-hour 50% cancel band (Philly ½× is not limited to 24 hours)
  • Seattle / Oregon 1.5× only for hours inside a 10-hour rest window
  • Offer of work to existing employees (§ 9-4605) as a computed pay line
  • Headcount / location-count eligibility as a calculator gate
  • Ticketed-event, hotel-banquet, and 24-hour-after-posting correction exceptions as computed lines

FAQ

What is Philadelphia Predictability Pay?

Phila. Code § 9-4603(1): after the 14-day Posted Work Schedule, one hour of Predictability Pay at the regular rate when the employer adds time or changes the date, time, or location of a shift with no loss of hours; and no less than one-half times the regular rate per scheduled hour not worked when hours are subtracted from a regular or on-call shift or a regular or on-call shift is cancelled. A 20-minute start/end grace is in § 9-4603(2)(d). Cancelling 4 hours is 0.5×4h×rate. There is no Chicago-style extra 50% band that applies only under 24 hours’ notice.

Is the rest premium $40 or 1.25×?

Forty dollars, flat, per such shift. § 9-4604(2): a Covered Employer shall compensate the employee for each instance that the employee works a shift less than 9 hours after the previous day’s shift (or during the 9 hours following a two-day-spanning shift) in the amount of $40 for each such shift. Last-out 22:00 / first-in 08:00 (10-hour gap) is $0. Last-out 22:00 / first-in 06:00 (8-hour gap) is +$40. Not Chicago MCC 6-110-070 1.25× the entire next shift, and not NYC $100 clopening.

Who is covered?

A Retail Establishment, Hospitality Establishment, or Food Services Establishment that employs 250 or more employees and has 30 or more locations worldwide, including chain and franchise networks counted in the aggregate. Job duties must involve retail trade, food, or hospitality services in Philadelphia. This calculator discloses coverage and does not invent a headcount gate.

When is Predictability Pay not owed?

§ 9-4603(2): employee-requested change in writing; mutually agreed shift trade; operations cannot begin or continue (threats, utility failure, fire/flood, declared emergency, severe weather); employee begins or ends no more than twenty minutes before or after the scheduled start or end; voluntary extra hours after a mass written communication about covering an absence; subtraction for termination; a 24-hour correction window after posting; documented multi-day disciplinary suspension; ticketed-event and hotel-banquet exceptions. Exception toggles default off so the premium applies. The $40 rest line still follows the punches if the short-rest shift is worked.