What’s new in 2026
- Changes to Chicago’s minimum wage
- Reduction in Chicago’s tipped wage credit
- Paid breaks for nursing mothers
- Updated UI tax rates and weekly benefits caps
- Introduction of the Family Neonatal Intensive Care Leave Act
- Restrictions on employment agreements
- Use of AI tools in hiring
Labor Law Posters
Wage and Hour Laws
Minimum Wage
In 2026, the minimum wage for employees aged 18 or over in Illinois is $15 per hour. The subminimum wage for minors working less than 650 hours per calendar year is $13.00 per hour.
Chicago applies its own minimum wage requirements for businesses with 4 or more employees operating in the city. This increases every July 1 in line with the consumer price index or 2.5%, whichever is lower. Until June 30, 2026, the minimum wage in Chicago is:
- $16.50 per hour for youth workers in certain employment programs.
- $16.60 per hour for employees.
Outside of Chicago, Cook County’s minimum wage is the higher of 1) the federal minimum wage, 2) the state minimum wage, or 3) a calculation based on the Consumer Price Index. Currently, the Cook County minimum wage is $15 per hour.
Tipped Minimum Wage
The tipped minimum wage in Illinois is $9 per hour in 2026.
This increases in line with the state minimum wage and equals 60% of the state minimum wage. Employers may apply a maximum tip credit of 40%, but must be able to show that the employee received the minimum wage when the tip allowance and employer-paid wages are combined.
The tipped minimum wage for workers in Chicago is:
- $12.62 per hour for standard employers with 4 or more employees.
- $12.54 per hour for youth workers in certain employment programs.
However, the tipped minimum wage in Chicago is to be phased out by 2028 under its One Fair Wage Ordinance. From 1 July 2026, the tipped wage credit will be reduced from 24% of Chicago’s minimum wage to 16% of Chicago’s minimum wage.
Meanwhile, the tipped minimum wage in Cook County is $9.00 per hour (same as the state).
Equal Pay Reporting
Under the Illinois Equal Pay Act, employers with at least 100 employees in Illinois must apply to the Illinois Department of Labor (IDOL) to receive an Equal Pay Registration Certificate.
The application will require businesses to share the following:
- A list of all employees from the prior calendar year, separated by race, ethnicity, and gender categories, in a text-searchable format (e.g., Excel).
- An optional document explaining any pay disparities and which employees they affect.
- Details of each employee’s place of work, start date, hours worked, whether they’re paid hourly or by salary, total wages, and whether a collective bargaining agreement applies.
- An Equal Pay Compliance Statement signed by a corporate officer, legal counsel, or authorized agent.
New businesses will be assigned a due date and be notified by the Illinois Department of Labor at least 120 days before the application is due. Existing businesses will be notified at least 180 days before the due date. Recertification is required every 2 years.
Meal Breaks
Meal breaks are required in Illinois.
Illinois employees who work a shift of 7.5 continuous hours are entitled to a meal break of at least 20 minutes. The meal break must be given no later than 5 hours after the shift starts.
Employees working more than 7.5 hours in their shift are entitled to an additional 20-minute meal break for every additional 4.5 continuous hours worked.
Rest Breaks
Illinois does not mandate rest breaks during work shifts (other than meal breaks, covered above). Reasonable restroom breaks, however, must be provided in addition to meal breaks. Employers should also note that short rest breaks of 5–20 minutes must still be paid under federal law.
From January 1, 2026, Illinois’ Nursing Mothers in the Workplace Act requires employers to provide nursing mothers a paid, reasonable break each time an employee needs to express breast milk, for up to one year following the child’s birth.
The break may run concurrently with existing breaks, but must be compensated at the employee’s regular rate regardless.
Employee Scheduling Laws
The Illinois One Day Rest in Seven Act (ODRISA) requires employers to provide at least 24 hours of consecutive rest within each consecutive 7-day period. However, employers may request IDOL to relax this rule and permit work on the 7th consecutive day if they can prove that the employee volunteers to do so.
Each non-compliant 7-day period counts as a separate violation for the purposes of calculating penalties.
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Recordkeeping
Under the Illinois Equal Pay Act, employers must maintain employment records for at least 5 years.
Records must include the following:
- Employee name and address
- Occupation of the employee
- Wages paid to the employee
- All job postings, along with pay scales and benefits (for employers with 15 or more employees)
Employers are also required to follow federal recordkeeping requirements.
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Employee Compensation and Benefits
Overtime Laws
Illinois overtime law mimics the federal Fair Labor Standards Act (FLSA) requirements to pay overtime when employees work more than 40 hours in a workweek. Overtime is paid at a rate of 1.5 times the employee’s standard hourly rate.
There are some state-level exemptions to overtime regulations. These include agricultural labor workers, some vehicle sales or service-based roles, radio and TV-based roles in a city with a population of less than 100,000, employees of certain non-profit childcare institutions, and employees exempt as per the Fair Labor Standards Act.
Mandatory overtime is allowed in Illinois, as long as the hours worked don’t result in the employee working 7 or more consecutive days without 24 hours of rest.
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Reporting Time Pay
Illinois employers are required to pay employees only for hours they’ve actually worked.
Illinois labor laws do not require employers to pay employees when they report to work if no work is performed. Employers are also not required to pay a minimum number of hours if the employee is sent home early.
Payday Frequency and Method
Employees who are non-exempt under the FLSA must be paid at least semi-monthly. Wages must be paid no later than 13 days after the pay period in which the work was performed.
FLSA-exempt employees must be paid at least once per month.
Earned commissions must be paid at least once per month for both exempt and non-exempt employees.
The default method for issuing payment to employees is with a check. Employees may also opt to either receive pay via direct deposit or through an authorized payroll card.
Pay Stub Requirements
Employers must provide employees with a pay stub that includes the following:
- Hours worked
- Rate of pay
- Overtime hours
- Overtime pay
- Gross wages
- Itemized deductions
- All wages and deductions for the year to date
Pay stubs can be delivered on paper or electronically. There is no requirement for employees to consent to electronic pay stubs.
Employers must keep these pay stubs for 3 years and provide employees with copies if they request them.
Wage Deductions and Garnishments
Employers can make deductions or garnish employee wages only for limited purposes. These include:
- Deductions required by law (such as taxes).
- Employee benefits (such as insurance premiums or union dues).
- Complying with a valid wage order made with the employee’s written consent (such as a cash advance).
Any withholding of compensation requires the employee’s express written consent at the time the deduction is made.
Employers cannot deduct from final pay or withhold final pay when employees fail to return work equipment or fail to give separation notice. An employee who accepts pay with deductions is still able to file a claim for improper wage deductions.
Wage garnishments in Illinois are limited to the lesser of:
- 15% of an employee’s gross weekly wages.
- Any disposable earnings above an amount that exceeds 45 times the federal or Illinois minimum wage (whichever is higher at the time).
Final Paycheck Laws
Illinois law requires final payments to be made no later than the next regularly scheduled payday for the employee. Final pay includes regular wages, earned bonuses or commissions, and accrued vacation pay.
Payment can be made by any agreed method, including direct deposit. However, the law requires final compensation to be paid by mailed check if the employee requests this.
Employers who fail to accurately pay departing employees may be subject to additional damages and penalties. Damages are payable to the employee and are equal to 5% of the underpayment per month for each month during which the final pay remains unpaid.
Additionally, the Illinois Department of Labor may order an employer to pay administrative fees between $250 and $1,000 when they’re issued a demand to pay final compensation to an employee. Failure to comply with the demand or final order may result in a penalty of 20% of the underpayment to IDOL, plus 1% per day of the underpayment to the employee.
Workers’ Compensation
Illinois requires all businesses with employees to have workers’ compensation insurance, regardless of how many people they employ. Sole proprietors, corporate officers, business partners, and members of LLCs, however, can elect to exempt their own coverage.
Businesses can purchase insurance directly through a provider, or they can apply through the Illinois Workers’ Compensation Commission (IWCC) for permission to self-insure.
Negligent failure to secure workers’ compensation insurance is punishable by a Class A misdemeanor (up to 12 months imprisonment and a $2500 fine). Knowing failure to provide coverage is punishable by a Class 4 felony (1–3 years imprisonment and a $25,000 fine). Employers can also be fined $500 per uncovered day as a civil penalty, with a minimum $10,000 fine.
There are 7 types of workers’ compensation benefits available:
- Medical cover, for treatment of a workplace injury or illness.
- Temporary total disability benefits for recovering employees who are off work entirely due to a workplace injury or illness.
- Temporary partial disability benefits for employees who are able to work light duty or reduced hours while they recover from a workplace injury or illness.
- Permanent total disability benefits for employees who are permanently unable to work due to a workplace injury or illness.
- Permanent partial disability benefits for employees who can work following a workplace injury or illness but now have a permanent disability.
- Vocational rehabilitation benefits for employees participating in an approved vocational rehabilitation program following a workplace injury or illness.
- Death benefits for the surviving family members of an employee who died as a result of a workplace injury or illness.
Employers must post a notice in each workplace that lists the insurance provider and explains employee rights.
Employees must report workplace injury or illness to their employer within 45 days. Employers are obligated to report any accidents that result in more than 3 days of lost work to the IWCC.
The IWCC also resolves workers’ compensation disputes between employees and employers. Claims are initially heard by an arbitrator, whose decision is reviewed by a panel of 3 commissioners. Cases may be appealed through the state court system.
Unemployment Insurance
All employers who have employees working in Illinois will need to pay Illinois unemployment insurance tax.
An unemployment insurance tax account must be established with the Illinois Department of Employment Security (IDES) within 30 days of starting business as an employer.
Unemployment insurance tax is calculated as a percentage of employee wages. The tax rate changes annually, and current rates are published by IDES. The tax rates for 2026 range from 0.75% to 7.05%. The taxable wage base for 2026 is $14,250.
Unemployment tax reports and payments are due on a quarterly basis, with the following due dates each year:
- April 30 – 1st quarter returns and payments due
- July 31 – 2nd quarter returns and payments due
- October 31 – 3rd quarter returns and payments due
- January 31 – 4th quarter returns and payments due
Due dates falling on a weekend or holiday are extended to the next business day.
To be eligible for unemployment benefits, an employee must:
- Have been dismissed from work through no fault of their own.
- Have worked in Illinois during the past 12 months.
- Have generated at least $1,600 of income during a recent 12-month period.
- Were paid at least $440 outside the base period quarter in which their earnings were the highest.
- Be able and available to find work.
- Be actively seeking work and register with Illinois Employment Services.
An employee who quit without good cause or was terminated for misconduct is generally not eligible for unemployment benefits.
Approved unemployment claims are paid weekly. Benefits are taxable and capped at:
- $628 per week for workers with no dependents.
- $748 per week for workers with a non-working dependent spouse.
- $859 per week for workers with dependent children.
A claim for unemployment benefits can be filed online through IDES. Eligible workers can claim unemployment benefits for up to a maximum of 26 full weeks in a 1-year period.
Workplace Rights and Protections
Discrimination and Harassment
The Illinois Human Rights Act (IHRA) prohibits discrimination and harassment in employment based on any of the following:
- Race or traits associated with race (hair texture and protective hairstyles, for example)
- Color
- Religion
- National origin
- Age
- Sex
- Marital status
- Disability
- Military status
- Unfavorable discharge from service
- Sexual orientation
- Pregnancy
- Citizenship status
- Work authorization status
- Family responsibilities
- Reproductive health decisions
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Employers are responsible for preventing discrimination and harassment in the workplace. The employer is also responsible for acts of discrimination or harassment by supervisory employees. Discrimination or harassment by a non-supervisory employee can be attributed to the employer if the employer became aware of the discrimination or harassment and did not take action.
All employers are required to provide annual sexual harassment training to employees. A model sexual harassment training curriculum and routine courses are available from the Illinois Department of Human Rights.
Additional sexual harassment prevention policies apply to restaurants and bars. These businesses must establish a written sexual harassment prevention policy and provide a copy to all employees.
Supplemental training is also required for employees in restaurants and bars. A model training curriculum for the supplemental training is available from the Illinois Department of Human Rights.
The Illinois sexual harassment training curriculum meets the requirements for sexual harassment prevention training for employees.
The City of Chicago has adopted an enhanced definition of sexual harassment and requires employers to provide training beyond what’s required in the rest of the state. The following training must be completed annually:
- Sexual harassment prevention training: 1 hour for non-supervisory employees and 2 hours for managers and supervisors
- Bystander training: 1 hour for all employees.
From January 1, 2026, the IHRA prohibits employers from using AI that results in discrimination against classes the IHRA protects. This includes recruitment, promotions, discipline, and termination. Employers may be held liable for breaking this law even when discriminatory results aren’t intended. Employers also must notify affected individuals when they use AI.
Under the same law, it’s also illegal to use zip codes as a proxy for protected classes. This includes any discriminatory actions, for example, excluding candidates because of their zip code.
Employees who believe they have been discriminated against in their employment can file an employment charge with the Illinois Department of Human Rights. Discrimination charges must be filed for the alleged discrimination within 2 years.
Leave Laws
| Leave Type | Leave Law Details |
|---|---|
| ✅ Paid General Leave | Under the Paid Leave for All Workers Act, employers must provide employees with at least 40 hours of paid leave per 12-month period. Employees accrue 1 hour of paid leave for every 40 hours worked. Paid leave can be used for any reason, and employees will not be required to provide documentation in order to take paid leave. New employees can start using paid leave after 90 days from their start date. |
| ❌ Family and Medical Leave | Illinois does not have legal requirements to provide family and medical leave, but follows the federal Family and Medical Leave Act (FMLA). Under this law, employers with 50 or more employees in 20 or more workweeks in the current or previous calendar year must provide qualifying employees with up to 12 workweeks of unpaid leave in a 12-month period. Employees are eligible if they’ve worked for their employer for at least 12 months, have worked for at least 1,250 hours, and work at a location where the employer has at least 50 employees within 75 miles. |
| ✅Family Neonatal Intensive Care Leave Act | From 1 June 2026, employers with between 16 and 50 employees must grant an employee up to 10 days of unpaid leave if their child is in the neonatal intensive care unit (NICU). Employers with 51+ employees must provide up to 20 days of unpaid leave. Employees can use the leave continuously or intermittently (in increments of at least 2 hours). Employees eligible for Family and Medical Leave (under FMLA) must use that first, and can use this leave for any additional days required. |
| ✅ Paid Sick Leave | Illinois employers outside of Chicago are not obligated to provide dedicated paid sick leave benefits. However, employers who choose to offer paid sick leave may be required to allow employees to use this benefit under the Employee Sick Leave Act. The Employee Sick Leave Act requires employers to let employees use accrued sick leave time to care for certain relatives. Qualifying relatives include the employee’s:
The law also prohibits retaliation against an employee who takes sick leave to care for a relative. This law does not require employers to provide personal sick leave benefits to employees if they do not already offer it. Chicago’s Paid Leave and Sick Leave ordinance requires employers to provide: 40 hours of paid leave for general purposes. 40 hours of paid sick leave to employees. Employees are eligible for paid sick leave under the ordinance if they work at least 80 hours for an employer in Chicago within a 120-day period. Employees accrue 1 hour of paid leave and 1 hour of paid sick leave for every 35 hours worked. |
❌ Paid Family Leave | Employers are not required to offer paid family leave. Unpaid employee leave related to childbirth may be protected under FMLA. |
| ✅ Family Bereavement Leave | Under the Illinois Family Bereavement Leave Act (FBLA), employers with 50 or more employees must grant unpaid leave to eligible employees in the event of any of the following:
The affected employee is entitled to up to 2 weeks of unpaid leave. A maximum of 6 weeks is allowed during a 12-month period if the employee experiences multiple qualifying events. Where the reason for leave qualifies under both laws, FBLA leave runs concurrently with FMLA leave and cannot exceed the 12-week unpaid leave allowance under the FMLA, though employers may voluntarily allow additional leave. Employees must give at least 48 hours notice before taking family bereavement leave (unless it’s not reasonable or practical). They must complete the leave no later than 60 days from the qualifying event. Employers can request that employees provide reasonable documentation to support the family bereavement leave. This may include an obituary or death certificate in the event of a death. For fertility or pregnancy-related leave, the Illinois Department of Labor has created a leave form to be certified by a healthcare practitioner or adoption organization. |
| ✅ Child Extended Bereavement Leave | Employees who experience the suicide or homicide of their child can access extended bereavement leave under the Child Extended Bereavement Leave Act. To be eligible for this leave, employees must be full-time and have worked for the employer for at least 2 weeks. They can access:
Employees can use this leave within 1 year of notifying their employer of their child’s death—all at once or in increments of no less than 4 hours. Employers may require documentation for these leave requests. |
| ✅ Domestic Violence Leave | Under the Victims’ Economic Security and Safety Act (VESSA), employees can access up to 12 weeks of unpaid leave if they or a family or household member is a victim of domestic, sexual, or gender violence or another violent crime.
Employees can also take 2 weeks of unpaid leave following the death of a family or household member resulting from a violent crime. |
✅ Military Leave | The Illinois Service Member Employment and Reemployment Rights Act (ISERRA) expands upon federal military leave protections. These protections include:
ISERRA applies to employers in Illinois regardless of size. |
| ✅ Blood and Organ Donation Leave | Under the Employee Blood and Organ Donation Leave Act, employers with at least 51 workers must give employees:
Employees must have worked for their employer for at least 6 months to access this leave. |
| ✅ Jury Duty Leave | Employers are required to provide unpaid time off for an employee to report to jury selection or jury duty. Employers can require that employees provide their jury summons before approving the leave. |
| ❌ Pregnancy and Parental Leave | Employers are not required to offer parental leave or pregnancy leave. Unpaid employee leave related to childbirth may be protected under FMLA. |
| ❌ Vacation and Personal Leave | Employers are not required to offer vacation or personal leave but must follow their policies when they choose to offer such leave. Employers may adopt a “use it or lose it” policy as long as they’ve provided employees with a reasonable opportunity to use their vacation leave. However, upon separation, the employer must pay out any already accrued but unused vacation time if the employer’s policy or the employee’s contract provides for paid vacation. |
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Child Labor Laws
The Child Labor Law of 2024 regulates employment for workers under the age of 16. Employment is generally prohibited for children aged 13 or younger, except for narrow exemptions (see the full list here).
Minors are restricted from over 30 hazardous occupations in addition to those prohibited under the FLSA. These occupations include sawmills, hazardous manufacturing, or oil refinery jobs. They’re also restricted by the time of day and number of hours that can be worked.
With some limited exceptions, children under 16 may not work:
- More than 18 hours in a school week.
- More than 40 hours in a non-school week.
- More than 8 hours in a 24-hour period.
- More than 3 hours a day on school days.
- More than 8 hours a day when combining school and work hours.
- Before 7 am or after 7 pm between Labor Day and June 1.
- Before 7 am or after 9 pm from June 1 through Labor Day.
A minor employee must always be supervised by an adult (21 years or older). Minors who work more than 5 consecutive hours are also entitled to a 30-minute meal break.
Before a child under 16 may be employed, they must obtain an employment certificate from their school district. The application for this certificate must include an employer statement detailing the nature of employment and the exact hours and days the child will be employed.
A copy of the certificate must be retained by the employer throughout the child’s employment and kept for 3 years after they leave.
Violations of the Child Labor Law of 2024 generally attract penalties of up to $10,000. There are higher penalty limits for serious violations—for example, a $15,000 fine for employing a minor in a prohibited occupation, up to $30,000 if the minor is injured, or up to $60,000 if the minor dies while employed in violation of the act. Wilful violations or obstructing an investigation can attract criminal penalties.
Workplace Safety and Health
Illinois extends state occupational safety and health law only to public sector employers, such as government agencies.
Private employers are covered by the federal Occupational Safety and Health Act (OSH Act), administered by the Occupational Safety and Health Administration (OSHA). The OSH Act has extensive recordkeeping and reporting requirements, all of which apply in Illinois.
Employees can report workplace safety or health violations online or contact one of the OSHA offices in Illinois.
Illinois offers free consultation services to help small to medium-sized businesses comply with regulations and maintain health and safety in the workplace.
Labor Union Regulations
Illinois is not a right-to-work state. This means that employment in some workplaces may require an employee to join the representative labor union for that workplace. Payment of union dues can be a requirement for employment. An employee who refuses to join the union or fails to pay union dues may be terminated or lose a job offer.
Employers may not discriminate or retaliate against employees for their union membership or any reasonable associated activities.
In Illinois, the Worker Freedom of Speech Act prohibits employers from penalizing employees who decline to attend employer-sponsored meetings on religious or political topics (which includes labor organization membership).
The interaction between this act and the federal National Labor Relations Act (NLRA) is an evolving area of law, so employers should consult legal counsel if needed.
Employment Contracts and Severance
Employment Contract Laws
Illinois is an “at-will” employment state. Employment can be terminated by the employer or the employee at any time, without stating a reason.
The “at-will” rule does not apply if employers and employees agree to different terms in an employment contract. This includes employees whose work is subject to a collective bargaining agreement.
Employment contracts can be:
- Written.
- Oral.
- Implied.
An implied contract arises when an employer’s actions lead to reasonable expectations, such as when an employment policy states employees will be terminated only following set disciplinary steps.
Non-compete and non-solicitation agreements are legal in Illinois but subject to significant limitations:
- Employers must advise the employee in writing to consult an attorney before agreeing.
- Employees must be given at least 14 days to review the agreement.
- Non-compete agreements cannot be used if the employee earns less than $75,000 per year.
- Non-solicitation agreements cannot be used if the employee earns less than $45,000 per year.
Additional restrictions exist for limited types of employment in construction, mental health practitioners serving veterans and first responders, broadcasting, and nursing staffing agencies.
From January 1, 2026, the Workplace Transparency Act invalidates any unilateral (non-negotiable) employment agreement that:
- Prevents or restricts employees, applicants, and former employees from reporting allegations of unlawful conduct, including unlawful employment practices.
- Prevents or restricts employees from taking part in concerted activity to ‘address work-related issues.’
- Requires an employee to waive or diminish claims relating to unlawful employment practices, including provisions that:
- Shorten statutes of limitation.
- Apply non-Illinois law to claims.
- Require disputes to be resolved outside of Illinois.
Confidentiality clauses relating to unlawful employment practices are only valid and enforceable when:
- Confidentiality is the documented preference of the employee, former employee, or prospective employee, and is mutually beneficial.
- The employee receives separate, valid consideration for confidentiality in addition to any other payment.
- The agreement doesn’t waive future unlawful employment claims.
- The agreement is provided in writing, and the employee is allowed 21 calendar days to consider it (unless lawfully waived).
- The employee, former employee, or prospective employee has 7 calendar days to revoke the agreement (unless lawfully waived).
Severance Pay
Employers in Illinois are not required by law to offer employees severance pay when terminating employment. Employees should refer to their employment policies for guidance on severance pay.
Additional Laws That Might Apply to You
Gun Laws
An employer who wishes to prohibit employees from bringing firearms to work must post a conspicuous sign stating this at the building entrance.
Employers cannot prevent employees from storing their firearms or ammunition in the employee parking lot if they hold a concealed carry permit. These items must be stored out of view in a locked vehicle.
Whistleblower Protection
Employers may not adopt policies that prevent employees from disclosing potential legal violations to the government or a law enforcement agency.
Employers are also prohibited from retaliating against an employee who discloses information they had reasonable cause to believe was evidence of a violation.
Artificial Intelligence Video Interview Act
Employers who use artificial intelligence technology to conduct hiring interviews must take the following steps:
- Notify the applicant that artificial intelligence will be used to analyze their interview.
- Provide an explanation to the applicant of how artificial intelligence works.
- Obtain applicant consent prior to the artificial intelligence review.
- Delete the interview upon the applicant’s request and instruct anyone who received a copy of the video interview to delete the copy within 30 days.
- Collect and report demographic data about applicants to the Department of Commerce and Economic Opportunity (DCEO). This applies to employers who rely solely on AI to decide which applicants to interview.
Smoke-Free Illinois Act
This law prohibits smoking in workplaces and public spaces. Smoking is prohibited within 15 feet of any entrance to a place of employment.
Recreational Drug Use
Illinois has legalized recreational marijuana for individuals aged 21 or older. Employers cannot take disciplinary action against an employee based on lawful use of marijuana outside of work unless they believe the employee is under the influence or impaired to perform work (in this case, the employee must be provided a reasonable opportunity to contest this allegation).
However, employers can prohibit employees from using marijuana at work, while performing job duties, or while on call.
A drug-free workplace policy is permitted as long as the policy is not applied in a discriminatory manner.
Pay Transparency
Employers with 15 or more employees must state the pay scale and benefits in each of their job postings. They must also notify current employees of any promotion opportunities within 14 days of posting jobs externally.
Navigating Legal Issues and Resources
Illinois hosts a range of government agencies that provide employment guides and resources to employees and employers. These agencies include:
- Illinois Department of Labor
- Illinois Department of Human Rights
- Illinois Workers’ Compensation Commission
- Illinois Department of Employment Security
- The Illinois Attorney General’s Military and Veterans Rights Bureau
- Illinois offices of the Occupational Safety and Health Administration
- Illinois Department of Commerce and Economic Opportunity
- Chicago Commission on Human Relations
Legal Aid also provides guidance and free legal advice to Illinois workers.
In addition to the labor laws in Illinois discussed above, federal and local laws can also apply to employers and employees. These laws may sometimes be contradictory. Speaking to an attorney about your specific obligations as an employer or your rights as an employee is the best way to ensure accurate information for your situation.
Disclaimer
The information presented on this website about Illinois labor laws is intended to be accurate and informative. However, laws and regulations can change and may vary depending on individual circumstances. While we have made every effort to ensure the information provided is up-to-date and reliable, we cannot guarantee its completeness or accuracy. Therefore, we strongly recommend that readers seek guidance from their legal department or a qualified attorney to ensure compliance with applicable laws and regulations. Please note that we cannot be held liable for any actions taken or not taken based on the information presented on this website.
