The Employer's Guide:


As an employer doing business in San Francisco, you have the overall responsibility for implementing the requirements of the new ordinance. Your managers and employees will have to work through requests for flexible and predictable schedules within the framework you set.

Throughout this guide we describe two approaches to implementing the FFWO:

The first (“Compliant Approach”) explains the minimum needed to process a schedule change
The second (“Collaborative Approach”) meets the FFWO minimum and strengthens outcomes

All covered employers must implement FFWO. On a voluntary basis, they can choose the more inclusive and mutually beneficial approach outlined in the second track.



The basic requirements of the FFWO can be summed up as:  Who? What? Why?

Who is eligible? Those who…

work for any San Francisco employer with 20 employees or more, regardless of location
have been employed for at least six months

work at least eight hours per week on a regular basis

What can they request?

Flexible Work schedules, such as:
Number of hours worked (e.g., part-time)
Times worked (e.g., flextime or compressed week)
Work location (telework)
Work Assignments

Predictable schedules

Why do they qualify? To care for...
child or children under the age of eighteen
person(s) with serious health condition in a family relationship with the employee
parent (age 65 or older) of the employee



A broader, more collaborative approach meets, but exceeds the FFWO standards. Your organization may have such practices in place or can be created from these resources. In such environments:

Who is eligible?
Typically all regular employees with 6 months tenure.

What can they request?
Any common flexible or predictable schedule – or hybrid.

Why do they qualify?
Personal reason does not disqualify; positive or neutral business impact is the goal.

Click on the Tips section to see systems that support this broader approach.


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