Labor law violations are one of the most common sources of employee disputes and litigation. Missed break penalties, unpaid overtime, and scheduling errors might seem small individually, but they add up — and they can result in costly claims, back-pay obligations, and reputational damage.
Available compliance rules
Workforce Management covers a wide range of labor law areas, including:
Overtime — Daily and weekly overtime thresholds, double-time rates, and consecutive days worked are all configurable.
Breaks — Paid and unpaid break requirements are calculated based on shift length. Missed meal break and missed rest break penalties can also be calculated.
Public holidays — Define which holidays your company recognizes and set the penalty rate that applies to time worked on those days (e.g. 200% of base rate).
Penalty hours — Apply premium rates to hours worked at certain times or on certain days, such as weekends or late nights.
Split shifts — Apply to employees who work non-consecutive hours in a single day.
Spread of hours — Applies when the span between the start and end time of a shift exceeds a defined threshold.
Call-in pay — Ensure employees are compensated fairly if a shift is cut short or cancelled after they've already reported for work.
Certification management — Prevent employees without the required credentials (e.g. Responsible Service of Alcohol) from being scheduled for shifts.
Example overtime rules in Workforce Management
How compliance works in Workforce
For US and Canadian customers, Workforce Management defaults daily, daily double, and weekly overtime rules (as applicable) based on your state or province.
From there, you can configure those rules and enable additional compliance rules to match your company's specific requirements.
Warnings & Restrictions
Compliance rules don't just apply after the fact — they work proactively too. When a manager builds a schedule, Workforce Management checks each shift against your compliance rules in real time. If scheduling an employee for a shift would push them into overtime, trigger a penalty, or violate a break requirement, you'll see a warning before you publish. That gives you the chance to make a change before it becomes a problem — rather than discovering it on a timecard after the fact.
You can choose how Workforce Management should respond when a compliance rule is triggered:
Take no action - when a rule is triggered it is not flagged in anyway
Mark as warning - when a rule is triggered a warning is created on both shifts and timecards as appropriate
Restrict - when a rule is triggered by a shift in the schedule then a warning is created and the shift is restricted from being published
Custom Rule Groups
When your business has sets of workers that require different compliance rules you can manage this by creating custom rule groups.
Learn more about custom rule groups