Chicago Employment Ordinances

Key Laws Protecting Workers 

The City of Chicago has enacted a series of employment ordinances to safeguard workers’ rights and ensure fair treatment in the workplace. These ordinances set standards for wages, scheduling, and workplace safety, offering protections beyond federal and state laws. Below is a summary of the most important employment ordinances in Chicago.

Chicago Minimum Wage Ordinance

• Overview: Employers in Chicago must comply with the city’s minimum wage, which is higher than the federal and Illinois minimum wage.
• Annual Adjustments: Wages are adjusted annually based on the Consumer Price Index (CPI).

Fair Workweek Ordinance

• Purpose: Ensures predictable work schedules for employees in certain industries, including hospitality, healthcare, retail, and manufacturing.
• Key Provisions:
  • Employers must provide schedules in advance.
  • Employees are entitled to compensation for last-minute schedule changes.

Paid Sick Leave Ordinance

• Eligibility: Employees working at least 80 hours within any 120-day period in Chicago.
• Accrual:
  • Workers earn 1 hour of paid sick leave for every 40 hours worked, up to 40 hours annually.
  • Unused hours may carry over to the following year, subject to limits.
• Usage: Sick leave can be used for personal illness, caring for a sick family member, or addressing domestic violence.

Anti-Retaliation Ordinance

• Protections: Prohibits employers from retaliating against employees for exercising their rights under Chicago ordinances, such as filing complaints or requesting sick leave.
• Enforcement: Violations can lead to fines, penalties, and compensation for affected workers.

COVID-19 Anti-Retaliation Ordinance

• Purpose: Protects workers impacted by COVID-19-related health issues.
• Rights: Employees cannot be fired, demoted, or disciplined for taking time off to comply with public health guidelines, such as quarantining or isolating.

Wage Theft Ordinance

• Definition: Wage theft occurs when employers fail to pay workers their earned wages, including overtime and tips.
• Penalties: Employers found guilty of wage theft may face fines, back pay requirements, and potential loss of city contracts or licenses.

Chicago Human Rights Ordinance

• Scope: Prohibits workplace discrimination based on race, gender, age, disability, sexual orientation, and other protected characteristics.
• Application: Applies to all employers, landlords, and businesses operating in Chicago.

Domestic Workers Ordinance

• Coverage: Protects domestic workers such as nannies, house cleaners, and caregivers.
• Key Provisions:
  • Requires written contracts outlining wages, hours, and job responsibilities.
  • Ensures domestic workers are paid at least Chicago’s minimum wage.

Day and Temporary Labor Services Registration Ordinance

• Purpose: Regulates temporary staffing agencies to ensure fair treatment of workers.
• Requirements: Agencies must register with the city and comply with standards regarding wages, safety, and transparency.

Enforcement

The Chicago Office of Labor Standards (OLS) oversees the enforcement of these ordinances. Workers can file complaints with OLS if their rights are violated. Employers found in violation may face fines, penalties, and legal action.

Conclusion

Chicago’s employment ordinances create a fair and equitable workplace for employees while providing clarity for employers. Whether you’re a worker seeking to understand your rights or an employer aiming to comply with the law, staying informed about these regulations is essential.

Speak with one of our attorneys in Chicago by contacting us at (312) 818-2407.