The onslaught of new labor laws in 2020—including predictive scheduling, paid leave, minimum wage, sexual harassment training, overtime, and employee classification changes—brings many changes for employees. But which regulations do those employees feel would impact them the most—regardless of whether or not the legislation actually impacts their area?

Since the common goal for the new labor laws this year is to improve the lifestyle of the hourly worker, we got curious about what exactly employees care about the most. We surveyed more than 750 employees around the US, and their feedback gives us an inside look at what changes they believe would in fact improve their lives the most. 

Let’s break down the results. 

Insight #1: Employees want more money. 

It’s no secret that money is the main motivation behind employment, right? That rings true in our survey results. Employees were asked to rank the following benefits from 1 to 5 in the order that they would prefer them over others: 

  1. Getting paid more per hour
  2. Getting benefits or health insurance
  3. Getting paid time off or more time off
  4. Getting scheduled to work more hours 
  5. Getting work schedules further in advance
labor law survey

“Getting paid more per hour” took the top-ranked position with almost 60% of the voters prioritizing the benefit over the others. Coming in at second and third place were health benefits and paid time off. 

Insight #2: Employers and employees don’t appear to agree. 

While employees believe wage increases and paid leave will have the most positive impact on their lives, our survey revealed a generally rosy consensus on all of the hot labor law topics in 2020. 

employee survey

Employers, however, don’t seem to have the same outlook. When compared to the employee rankings of how positive of an impact each regulation would have, it appears that employers underestimate just how much workers would appreciate the changes, particularly when it comes to changing from a 1099 status to a W-2 employee—which is what California’s AB5 law is doing.

Insight #3: Paid leave and predictive scheduling would more positively impact those who don’t already have it. 

Employees who do not currently have paid leave seem to value the benefit more than workers who already have it—which is highlighted by their higher rate of ranking it on the “very positive” side of the spectrum. 

labor regulation impact

The same goes for predictive scheduling. Employees who currently receive schedules less than one week before their shifts say getting notice further in advance would have a “very positive” impact on their lives more frequently than those who currently get schedules three or more weeks in advance. 

Insight #4: PTO may increase retention the most. 

While employees said a wage increase would be the most important change, 83% of employees said they would be more likely to stay at their job if paid leave was offered. 

That’s not to say minimum wage was forgotten—77% of employees who currently make minimum wage say they would be more likely to remain in their position if the minimum wage was raised.

homebase employee survey 

To further point out the difference in employer and employee opinion of AB5, 64% of employees who are currently 1099 contractors said the likelihood of retention would increase if they were paid as W-2 employees. 

Insight #5: Every bit of advance scheduling matters. 

The majority of employees who receive advance schedules—80% of those who receive schedules two weeks in advance and 97% of those who receive them three weeks or more in advance—say they are satisfied with the window of time in between the notice and the shift. 

predictive scheduling survey

Only 36% of employees who receive their schedules less than one week in advance think they are getting enough time. 

When it comes to retention, the majority of employees who receive less than three weeks of advance notice—68% of those who get less than one week and 58% of those who get one week—say they would be more likely to stay at their job if they were on a better predictive scheduling plan. 

What does this all mean? 

Whether or not your business is impacted this year by any new legislation, take a look at what matters to your employees. It’s been proven time and time again that happy employees make business better, so closing the gap on priority levels when it comes to pay increases, predictive scheduling, paid leave, and even employee classification could increase retention and improve both work practices and lifestyles for everyone involved. 

Luckily Homebase has plenty of necessary tools needed to make these changes. For example, our Scheduling App comes equipped with several features that take the worry out of building out shifts—including the option to put your schedule on autopilot so that predictive scheduling becomes a complete non-issue. 

Do you have other concerns about 2020 compliance? We can help with those as well. Our new Compliance Homebase (see what we did there?) is filled with tools, tips and information on how to successfully follow every labor law in your area and avoid fines and lawsuits.