Local payroll and employment requirements that differ from or exceed Illinois state law
Last updated: January 2025
Applies to employers with 21+ employees. Smaller employers: $15.00. Adjusted annually for CPI. Domestic workers: $16.20 regardless of employer size.
Chicago Paid Leave and Paid Sick and Safe Leave Ordinance. Two separate leave banks: 40 hours general paid leave + 40 hours sick/safe leave. Total 80 hours per year.
Fair Workweek Ordinance applies to: (1) Building services (100+ employees), (2) Healthcare (250+ employees), (3) Hotels (100+ employees), (4) Manufacturing (250+ employees), (5) Restaurants (250+ employees and 30+ locations), (6) Retail (250+ employees), (7) Warehouse services (250+ employees). Includes 10-hour rest period, access to hours, and anti-retaliation.
The head tax ($4/employee/month) is currently suspended. Check for updates on reinstatement.
Employees must receive 24 consecutive hours of rest in every calendar week. Employers must keep records for 3 years.
Annual sexual harassment prevention training required. 2 hours for all employees. Additional hour for managers. 2 hours for bystander training.
Cannot ask about criminal history on initial application. Must wait until after interview or conditional offer to inquire.
Domestic workers covered by minimum wage with no small employer exception. Written notice of terms required. 24-hour rest period weekly.
Panic buttons, workload limits, anti-human trafficking training, and retention rights during ownership changes.
These local rules apply in addition to Illinois state law. Employers must comply with whichever law provides greater protection to employees. Always verify current requirements with official sources.