Chicago Paid Leave and Sick Leave
Under the Chicago Paid Leave ordinance, all employers in the city are required to offer both paid leave and paid sick leave to their workers. The following are important details:
- Eligibility: Employees who have worked a minimum of 80 hours for an employer within any 120-
day timeframe in Chicago are entitled to benefits under this ordinance. - Accrual: For every 35 hours worked, employees earn one hour of paid leave, capping at 40 hours over a 12-month period.
- Usage: Employees may use up to five days each of paid leave and paid sick leave annually.
Notice: Employers are required to prominently display a notice at all workplaces and incorporate it with the first paycheck issued to qualified employees.
This ordinance is designed to ensure employees have the ability to take leave for personal or medical needs, promoting a workplace that supports health and balance.
For more information: City of Chicago :: Paid Leave and Paid Sick Leave.
Illinois Captive Audience Law
The Illinois Captive Audience Law, officially known as the Worker Freedom of Speech Act, was signed into law by Governor JB Pritzker on Jul. 31, 2024. This law prohibits employers from taking adverse actions against employees who refuse to attend employer-sponsored meetings or receive communications concerning the employer’s views on religious or political matters, including unionization. The law aims to protect employees from being coerced into listening to their employer’s opinions on these topics and will take effect on Jan. 1, 2025.
Other states with similar captive audience laws include:
- Connecticut
- Maine
- Minnesota
- New York
- Oregon
- Washington
These laws generally prevent employers from disciplining or threatening employees who choose not to attend meetings where the employer discusses religious or political matters. Some states also require employers to post notices informing employees of their rights under these laws.
Click here for more information.
The information provided here is intended for informational purposes only and should not be construed as legal advice. We strongly recommend consulting with a qualified legal professional for any legal advice pertaining to your company.