Introduction

New Paid Leave Laws for Illinois. The year 2024 brings significant changes to Illinois employment laws as three major paid leave laws are introduced. These laws, varying by employee location, include the Paid Leave for All Workers Act (PLAWA), Cook County’s paid leave ordinance, and Chicago’s paid leave ordinance. Employers must understand and comply with these laws to ensure compliance.

Paid Leave for All Workers Act (PLAWA)   

Effective from January 1, 2024, PLAWA mandates most Illinois employers to provide at least 40 hours of paid leave annually. Furthermore, it applies to part-time and full-time employees, with some exemptions. Employees can use accrued leave for any reason, without the need for documentation. Additionally, PLAWA excludes employees covered by local ordinances like those in Chicago and Cook County. (Link)

Chicago Paid Leave Ordinance

Starting July 1, 2024, employees working at least 80 hours within 120 days in Chicago earn general paid leave and paid sick leave. Moreover, for every 35 hours worked, employees earn one hour each of general paid leave and paid sick leave, up to 10 days per year. New Paid Leave Laws for Illinois.  Furthermore, this applies to all employers with at least one Chicago-based employee, regardless of the employer’s location.

Cook County Paid Leave Ordinance

Effective December 31, 2023, Cook County’s ordinance allows employees to earn at least one hour of paid leave for every 40 hours worked, up to 40 hours in 12 months. Similarly, like other laws, it permits leave for any reason and prohibits employer retaliation.

Commonalities and Specifics

These laws have common features:

Employees can earn up to 40 hours of paid leave annually. In addition to this, paid leave can be used for any reason. Furthermore, employees can carry over a portion of accrued paid leave each year. Likewise, there is a prohibition of employer retaliation against employees for using their leave. Additionally, the “covered employee” determination is based on the employee’s physical work location.

However, accrual rates and usage specifics differ. For example, in Chicago, employees earn one hour each of sick and safe leave and general paid leave per 35 hours worked, while in Cook County and under PLAWA, it’s one hour per 40 hours worked.

Employer Compliance

Employers must review and update leave policies to align with these rules. Subsequently, they should notify employees of current and updated policies in writing and display notices at workplaces. Consequently, employers must identify the applicable law based on employee work location and prepare accordingly.  (Link)

Conclusion

Illinois’ new paid leave laws prioritize employee well-being and flexibility. As a result, employers must stay informed and prepared for effective implementation, ensuring not only legal compliance but also a supportive and equitable work environment.

Illinois Department of Labor (IDOL):

• Website: Illinois Department of Labor
• The official government website often provides updates and information on employment laws in Illinois.

Employment Law Firms:

• Law firms specializing in employment law, such as Littler, Ogletree Deakins, and Seyfarth Shaw, may publish articles and insights on recent legal developments.