Employer Cutting Work Hours Despite a Promised Schedule

Q: Is an employer required to give written notice before cutting an employee's scheduled hours?

Many states require written notice before reducing previously promised wages or hours, though whether guaranteed days specifically are covered can vary.

Q: What can an employee do if an employer breaks a written promise about work hours?

Generally, keep the written agreement and scheduling records, request a written explanation, and consult an employment attorney about possible wage-notice or contract claims.

Q: How long do I have to pursue a claim for breach of a written work agreement?

Many states set a multi-year deadline for breach-of-written-contract claims, so it's best to have the documents reviewed by an attorney promptly.

Question

We are homeless and we work at a retail store. They put us on the schedule for only 2 days and never put us back on the schedule, never given a reason for that either

1. It was a document acknowledging how much we would be getting paid and we were told that they would guarantee us like 3-4 days a week, but we never even made it a week 2. Yes I tried discussing they are very secretive and will not tell the full truth about why they not scheduling us

A. Jason Velez · Accepted Answer

This isn't a wrongful-termination issue since no one was fired — it's a dispute over a retail employer going back on a written promise of 3-4 scheduled days a week, better framed as a breach of a written agreement and a possible wage-notice violation.

North Carolina General Statutes § 95-25.13 requires an employer to notify employees in writing, at hiring, of the promised wages and pay schedule, and to give written notice at least one pay period before reducing any promised wages. A written document promising 3-4 days a week, followed by an unexplained cut to two days with no notice, may run afoul of that requirement — though whether guaranteed "days" counts as a covered wage term under the statute isn't fully settled and would need case-by-case evaluation. Separately, under North Carolina General Statutes § 1-52, a claim for breach of a written agreement generally must be filed within three years, so this shouldn't be left unresolved indefinitely, especially given the current housing situation.

What you can do:

1. Keep the written document promising 3-4 days a week and any records of the actual schedule since the cut.

2. Request an explanation for the reduced hours in writing and note the employer's response, or lack of one.

3. Have a local employment lawyer review whether the wage-notice requirement was violated and whether the written promise is enforceable.

4. Ask about free or low-cost legal aid resources if cost is a concern.

⏱ Time limits apply. A breach of a written pay/schedule agreement generally must be filed within a set number of years in North Carolina, and the wage-notice timing rules add another layer — a local attorney should review the specific documents promptly to confirm the deadlines that apply.

Employer Cutting Work Hours Despite a Promised Schedule

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