Every year, on the first Monday of September, millions of Americans get up and go to work. Servers and retail clerks manage holiday crowds. Bus and delivery drivers get people and goods from place to place. Farm workers still pick fruit and vegetables. For roughly a quarter of all workers nationwide, many of them who receive low wages, Labor Day is just another Monday.

Of course, most of these workers continue to clock in for good reason. While much of the country takes time off, these workers keep the country running. But they also need the chance to rest, take care of personal responsibilities, and pursue education or job training. On a day meant to celebrate the hardworking people powering America’s economy, it’s worth asking: Who are we leaving out?

Flexible and stable scheduling practices can help give workers back some of their time. More than just a workplace perk, flexible schedules are vital for the health, well-being, and long-term retention of essential workers. And research shows that employers who incorporate flexible scheduling see greater productivity and higher worker retention.

This Labor Day, employers and policymakers can celebrate American workers by taking simple steps to ensure everyone has the time and the resources to live their life outside of work.

Why scheduling matters

Imagine a home health aide working double shifts to cover for understaffing. Or a server called in on their day off. Or a retail clerk having a shift cancelled on short notice when they need the money to make rent. All of these workers are at the whims of unstable, unpredictable schedules, which can cause them to miss family events, work on little sleep, and worry about having enough income for necessities.

Stable and flexible work schedules can give workers, especially low-wage workers, more control over their lives, improve business productivity, and support upward mobility. Research has shown that flexible and stable scheduling can improve worker happiness and productivity. Yet workers with low incomes are the least likely to have stable schedules or scheduling flexibility.

Currently, few places guarantee stable and flexible work schedules. Only one state and roughly a dozen localities have passed ordinances requiring employers to provide workers with an estimate of upcoming work hours. Codified protections can lead to improved worker well-being and economic security. Indeed, Oregon’s statewide law led to employee wage increases of 5 percent, decreased worker turnover, and workers reporting more time to rest.

These benefits extend to employers as well. Generally, US businesses are reluctant to offer scheduling stability because they worry about the associated costs, but preventing workers from having control over their schedules often leads to burnout. Studies have shown that when employees can take a break without fear of losing hours or wages, they tend to stay longer and perform better. In California, 90 percent of companies found that policies allowing for more rest for workers were a net benefit to their bottom line.

Offering flexible scheduling is a win-win: Employees are happier, and companies are more likely to retain workers.

How employers can support flexible scheduling

Despite the mutually beneficial nature of flexible scheduling laws, many states and cities nationwide have curbed attempts to expand these policies. Currently, 13 states across the country have passed preemption laws that block local governments from enacting fair scheduling laws. As a result, workers in these states have less control over their time.

But employers can act now to give workers back some measure of control. Even in states with preemption laws, employers can make the following changes to improve their workers’ lives and boost their businesses’ productivity:

• Early scheduling. Nearly 20 percent of American workers know their work schedule less than a week in advance. With at least two weeks’ notice for schedules, employees can better plan for child care, bill payments, and generally have a greater sense of autonomy, which increases worker happiness and economic security.
• Protected hours. For many workers in low-wage jobs, having hours cut unexpectedly can make it more difficult to make ends meet. By guaranteeing a set number of hours, employers can ensure stability for employees, which has shown to increase productivity.
• Flexible shifts. By allowing for shift swapping or self-scheduling, employers can give workers the autonomy to manage responsibilities outside of work as needed. When instituted thoughtfully, this added flexibility can also reduce employer costs and better align staffing.

How policymakers can support flexible scheduling

In the longer term, federal and state policymakers can enact legislation that gives workers more say in scheduling. House policymakers have introduced the Schedules That Work Act every year since 2017, which would require employers to provide stable scheduling in specific industries. The US is also part of a small minority of countries without a national paid family and medical leave program guaranteeing at least four weeks of time off for maternity leave, paternity leave, or health problems. Members of both parties have introduced legislation to increase access to paid leave, which has been shown to improve working conditions and bolster the economy.

State policymakers could repeal preemption laws and pass legislation that requires employers to provide advanced notice of shifts and options to swap shifts or self-schedule in their state. And local leaders, including mayors and city council members, can draft new legislation or revise existing policies to introduce fair workweek laws or similar protections. Where these laws already exist, local policymakers can increase funding to support the education, implementation, and enforcement or rewrite laws to avoid ambiguity and minimize exceptions.

Flexible scheduling can give the workers who power America autonomy

As government offices and businesses close their doors this Labor Day, policymakers and other economic leaders should remember that the day is meant to honor the people who keep our country running: workers with families, friends, and responsibilities.

Flexible and stable scheduling not only offers people—our neighbors—the time to live their lives outside of work, but it’s also good for business. By protecting workers’ rights to control their own time, policymakers and employers can create a happier, more productive workforce and allow workers to pursue career development opportunities like education and training.

Ultimately, everyone deserves autonomy over their lives, and an empowered workforce is good for workers, employers, and communities.