The proposed "Employee Fair Scheduling Act" mandates that certain employers provide written work schedules to employees, ensuring that these schedules are communicated at least 14 days in advance. Employers are required to compensate employees for any changes made to their schedules without proper notice, including additional pay for shifts added or canceled. The bill also allows employees to request changes to their schedules and prohibits employers from requiring work during specified rest periods. Employers must display a notice outlining employee rights under this act and retain compliance records for a minimum of five years.

The act defines key terms such as "employee," "employer," and "work schedule," and outlines the responsibilities of employers in relation to scheduling practices. It includes provisions to protect employees from retaliation for exercising their rights under the act and establishes a process for employees to file complaints or take civil action in case of violations. Compliance timelines are set based on the size of the employer, with larger employers required to comply sooner than smaller ones. The Department of Labor and Economic Opportunity is tasked with implementing the act and may promulgate rules to facilitate its enforcement.