Virginia House Bill 962, an omnibus labor bill that included predictive scheduling mandates for hospitality employers, will not advance during the 2026 legislative session after a House subcommittee voted unanimously to strike it from the docket, according to legislative records and the Virginia Campground Association (VCA).
“HB962 did not pass out of subcommittee and will not advance this session,” the VCA stated in a Feb. 16 member newsletter.
House Labor and Commerce Subcommittee #2 voted 7-0 on Feb. 12 to remove the bill, according to the Virginia Legislative Information System.
The vote came five days before the General Assembly’s Feb. 17 crossover deadline, the last day for House bills to pass into the Senate during the 60-day session.
“Tomorrow is Crossover Day and marks the deadline for bills to move out of committee, and those that do not are no longer considered for the 2026 session,” the VCA wrote in the same Monday update.
Introduced by Del. Leslie Chambers Mehta and prefiled Jan. 13, HB962 contained three distinct provisions: a ban on employers seeking wage or salary history from prospective employees, salary range transparency requirements for job postings, and predictive scheduling rules for certain employers.
The scheduling provisions would have required covered employers to provide 14 days advance written notice of work schedules, supply a good-faith schedule estimate at the time of hire, compensate employees for employer-initiated schedule changes made without adequate notice, guarantee a 10-hour rest period between shifts, and prohibit retaliation against workers who declined last-minute schedule changes.
The scheduling mandate applied to retail establishments, hospitality establishments, or food service establishments, including a chain or integrated enterprise, employing 500 or more employees worldwide, as defined by specific NAICS industry codes in the bill text.
The Virginia Restaurant, Lodging, and Travel Association (VRLTA), of which the VCA is a component member, led the industry opposition.
“Nearly 3,000 members of Virginia’s hospitality community responded to the Virginia Restaurant, Lodging & Travel Association alert regarding proposed ‘predictive scheduling’ requirements for hospitality employers,” the VCA stated.
The association added that “VCA is a component member of VRLTA and partners with them to help maintain a positive business climate for Virginia’s outdoor hospitality businesses.”
VRLTA lists opposition to predictive scheduling among its 2026 legislative priorities, stating that government intervention in employee scheduling through a one-size-fits-all approach intrudes on the employer-employee relationship.
The VCA’s own 2026 legislative bill tracker, written by Susan Motley, CAE, listed HB962’s status as “Oppose” and confirmed it as “dead for 2026.”
Virginia does not currently have a predictive scheduling law. Oregon remains the only state with a statewide statute, though several major cities—including New York, Chicago, Los Angeles, Philadelphia, San Francisco, and Seattle—have enacted local ordinances requiring covered employers to provide schedules at least 14 days in advance and offer premium pay for last-minute changes, according to the law firm Greenberg Traurig.
The VCA’s full 2026 legislative bill tracker is available to members through the association’s website.