Who does the Los Angeles County (unincorporated) rule cover?

The employer is a retail business (NAICS 44-45) with 300 or more employees globally, selling mainly to end users for personal, household or family use; The employee does at least 2 hours of work in a week in unincorporated Los Angeles County, with a primary work location supporting retail operations (store or warehouse). Check coverage with the labor office.

Does a split shift count?

The text counts from the employee's last shift with no calendar-day condition, so two shifts on the same day less than the window apart are flagged here. Check how the labor office applies it to split shifts.

Los Angeles County (unincorporated): 10 hours between shifts

Los Angeles County Fair Workweek Ordinance (County Code § 8.102.100), retail. Time and a half for each hour of the second shift. After any previous shift.

Sample data: a 3 PM to 11 PM close, then a 7 AM open. Type your own shifts.

Where the shifts were worked

Closing shift startedClosing shift endedNext shift startedNext shift ended

Hourly rate of the next shift$/hThe rate the premium multiplies.

Times in local time; the gap is the real elapsed time, so the nights the clocks change count one hour more or less. Nothing you type leaves this browser.

Result

Premium owed: $80.00
Rest between the shifts: 8 h
Los Angeles County (unincorporated) rest window: 10 h
Inside the window?: Yes
Hours the premium applies to: 8 h
Pay for those hours at the rest rate: $240.00

Time and a half for each hour of the second shift. After any previous shift. Premium owed = what the rule adds over straight time for those hours. Applies the rest-between-shifts rules of the jurisdiction you choose to the shifts you load. Coverage depends on your industry and size — check with the city or state labor office. Not legal advice. Not affiliated with any city or state agency.

Written consent obtained before scheduling, and time and a half on each hour of the second shift. The Los Angeles County (unincorporated) rule, coverage and source.

Many shifts? Load the whole timecard file.

The free timecard audit finds every pair for every employee; Pro turns it into an Excel workbook and a printable summary per employee.

Open the timecard audit

Every pair from your file in Excel with live formulas, totals per employee and pay period, and a printable summary per employee. See Pro.

The rule

A retail employer must not schedule a Retail Employee to work a shift that starts less than ten (10) hours from the Retail Employee's last shift. Unless the Retail Employer obtains the Retail Employee's written consent and pays the Retail Employee a premium of time and a half. [Poster:] Employers are prohibited from scheduling shifts that start less than ten (10) hours apart unless the employee consents and is paid time and half (1.5) for each hour of the second shift.

Quoted from: LA County Department of Consumer and Business Affairs, Fair Workweek Ordinance FAQs (6/25/2025), read 2026-09-30.

Who is covered (you decide)

The employer is a retail business (NAICS 44-45) with 300 or more employees globally, selling mainly to end users for personal, household or family use
The employee does at least 2 hours of work in a week in unincorporated Los Angeles County, with a primary work location supporting retail operations (store or warehouse)

Consent

Written consent obtained before scheduling, and time and a half on each hour of the second shift.

How it is counted

Counted from the employee's last shift. The County FAQ and poster do not carve out same-day split shifts, so any two consecutive shifts less than 10 hours apart are flagged here.

In force since 2025-07-01.

Worked example

Sample data: a 3 PM to 11 PM close, then 7 AM to 3 PM the next day at $20 an hour: 8 h of rest, under Los Angeles County (unincorporated)'s 10-hour window. The premium applies to 8 h: $240.00 at the rest rate, $80.00 more than straight time.

A whole week for every employee: the timecard audit with Los Angeles County (unincorporated) selected. Applies the rest-between-shifts rules of the jurisdiction you choose to the shifts you load. Coverage depends on your industry and size — check with the city or state labor office. Not legal advice. Not affiliated with any city or state agency.

Sources

Los Angeles County (unincorporated): LA County Department of Consumer and Business Affairs, Fair Workweek Ordinance FAQs (6/25/2025) — https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-FAQs-6.25.25.pdf, read on 2026-09-30
Los Angeles County (unincorporated) (2): LA County DCBA, Fair Workweek Ordinance required posting (LACC § 8.102.100 Rest Between Shifts) — https://dcba.lacounty.gov/wp-content/uploads/2025/06/FINAL-DCBA-OLE-Fair-Workweek-Required-Posting-6.23.2025.pdf, read on 2026-09-30

Frequently asked questions

How many hours between shifts in Los Angeles County (unincorporated)?: 10 hours. Time and a half for each hour of the second shift. After any previous shift.
Is clopening illegal in Los Angeles County (unincorporated)?: Not banned: Written consent obtained before scheduling, and time and a half on each hour of the second shift.
Who does the Los Angeles County (unincorporated) rule cover?: The employer is a retail business (NAICS 44-45) with 300 or more employees globally, selling mainly to end users for personal, household or family use; The employee does at least 2 hours of work in a week in unincorporated Los Angeles County, with a primary work location supporting retail operations (store or warehouse). Check coverage with the labor office.
Does a split shift count?: The text counts from the employee's last shift with no calendar-day condition, so two shifts on the same day less than the window apart are flagged here. Check how the labor office applies it to split shifts.

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