Fair Labor Standards Act (FLSA): Federal law governing minimum wage, overtime pay, exempt vs. non-exempt employee classification, and record-keeping requirements. Must be considered when changing employee hours to ensure compliance with wage and hour regulations.

State-Specific Labor Laws: State-level regulations regarding minimum wage, overtime, notification requirements for schedule changes, and predictive scheduling laws that may vary by jurisdiction.

Americans with Disabilities Act (ADA): Federal law ensuring that hour changes don't discriminate against employees with disabilities and addressing any accommodation-related schedule modifications.

Family and Medical Leave Act (FMLA): Federal law protecting employees' rights to medical and family leave, which must be considered when changing hours to ensure continued eligibility and compliance.

Employment Contract/Collective Bargaining Agreement: Existing contractual obligations, required notice periods for schedule changes, and union agreements that may affect how hours can be modified.

Patient Protection and Affordable Care Act (ACA): Federal healthcare law that must be considered regarding how hours changes affect benefits eligibility and full-time vs. part-time status.

State Workers' Rights Laws: State-specific requirements for advance notice of schedule changes and reporting time pay requirements that must be followed when modifying work hours.

Equal Employment Opportunity (EEO) Laws: Federal anti-discrimination laws ensuring that hour changes are implemented fairly and don't discriminate based on protected characteristics.