CITY, COUNTY & STATE

Paid Leave Laws

Cook County - Effective December 31, 2023, Enforcement Effective February 1, 2024

State of Illinois - Effective January 1, 2024

City of Chicago - The Chicago Paid Leave and Paid Sick and Safe Leave Ordinance does not take effect until July 1, 2024. 

Click here for information on all three paid leave laws. 

STATE

Minimum Wage Increase

In Illinois, the minimum wage will increase to $14 an hour for non-tipped workers, $8.40 an hour for tipped workers and $12 an hour for youths under 18 working less than 650 hours per calendar year.

Click here for more information. 

Smoke-free Means Vape-free, Too.

Under this new law, use of electronic cigarettes, or vapes, are prohibited in public places and within 15 feet of building entrances. 

Transportation Benefits Program Act

The Transportation Benefits Program (TBP) requires employers with 50 or employees in designated transit zones to provide transit benefits to their covered employees. Employers subject to the law must give covered employees the ability to purchase transit passes (such as bus and train passes) through pre-tax payroll deductions for commuting to and from work. The pre-tax commuter benefit allows transit costs to be excluded from the employee’s taxable wages and compensation up to the maximum amount permitted by the federal tax law (26 U.S.C. 132(f)). A covered employer may comply with this Act by participating in a program offered by the Chicago Transit Authority or the Regional Transportation Authority.

Click here for your account set up guide.

Click here to read the Illinois Transportation Benefits Act (HB2068).

FEDERAL

Joint Employer Status

The National Labor Relations Board (NLRB) issued the final rule redefining what constitutes joint employer status under the National Labor Relations Act (NLRA). Under this new, expanded standard, a company can be deemed a joint employer of a second company’s employees if they share or codetermine “those matters governing employees’ essential terms and conditions of employment,” as defined by NLRB. This change increases liability risks for operators in a franchisor-franchisee relationship, as well as for operators that use outside workers or benefit from their services. 

Click here for more information.