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A Reminder: Illinois Paid Leave for All Workers Act goes into effect on January 1, 2024

21 Nov


Update Applicable to:

All employers in the state of Illinois.

What happened?

On March 13, 2023, Illinois Governor Pritzker signed the Paid Leave for All Workers Act, making paid leave for any reason available to Illinois employees beyond these localities. The law is effective on January 1, 2024.

What are the details?

In previous Vensure communications here and here, Illinois employees will be entitled to earn and use at least 40 hours of paid leave during 12 months or a pro-rata number of paid leave hours. Leave must accrue at a rate of at least one hour for every 40 hours worked.

“An employer who has a qualifying pre-existing paid leave policy in effect on January 1, 2024, is not required to modify the pre-existing paid leave policy.” – Thompson Coburn LLP.

For what is a qualifying pre-existing paid leave policy, accrual and frontloading, terms of use, employer limitations, notice and more, review the information provided.

Best practices

  • Plan to carve out time to create, review, and incorporate necessary leave or PTO policies, practices and procedures that meet at least the minimum requirements of the Act.
  • Review and revise anti-retaliation, attendance, conduct, and discipline policies to prevent retaliation against employees for taking time off under the Act.
  • Consider a communication plan and training for your managers, leaders, and employees.
  • Consult with a labor attorney for further guidance if needed.

Employers should review additional resources here:

Vensure Communication 28 March 2023.

Vensure Communication 24 January 2023.

Illinois Department of Labor FAQs

Law Firm Articles: Article 1, Article 2

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Illinois PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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