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Chicago, United States Attorneys in related practice areas.
Browse our 6 legal questions about Employment & Labor in United States and the lawyer answers, or ask your own questions for free.
Employment and labor law in Chicago encompasses a broad range of practices that regulate the relationship between employees, employers, trade unions, and the government. Chicago, deeply rooted in a historically industrial region, is subject to both federal and state employment laws that define minimum standards for workplace conditions, wage regulations, discrimination laws, and more. Employment and labor laws exist to ensure fair treatment, prevent workplace abuses, and protect both employers and employees. Legal frameworks in this field cover topics such as wage and hour laws, occupational health and safety regulations, anti-discrimination provisions, and rights related to union activities.
There are numerous situations where individuals may require legal assistance in employment and labor matters in Chicago:
Employment and labor laws in Chicago are influenced by both Illinois state laws and federal laws, such as the Fair Labor Standards Act (FLSA). Key local laws include:
As of the latest updates, the minimum wage in Chicago varies based on the size of the business and can be higher than the federal minimum wage. It's important to consult the latest city ordinances for precise figures as these can change annually.
The Illinois Human Rights Act prohibits employment discrimination on the basis of race, color, religion, sex, national origin, ancestry, age, order of protection status, marital status, physical or mental disability, military status, sexual orientation, and gender identity.
If you believe you’ve been wrongfully terminated, you should document the circumstances surrounding your dismissal, gather any relevant documents or communications, and seek legal advice promptly.
Employees covered by the Illinois Minimum Wage Law or the Fair Labor Standards Act may be eligible for overtime pay for hours worked beyond 40 hours per week at a rate of one and one-half times the regular rate of pay, unless exempted.
Document instances of discrimination meticulously, report the behavior to your HR department or a supervisor, and, if necessary, file a complaint with the Illinois Department of Human Rights (IDHR) or the U.S. Equal Employment Opportunity Commission (EEOC).
No, it is illegal for an employer to retaliate against an employee for reporting violations of employment laws, including discrimination or safety complaints.
Under OSHA regulations and Illinois state law, employees have the right to a safe and healthful workplace. You can request an OSHA inspection if you believe your workplace is unsafe or unhealthful.
Chicago’s paid sick leave ordinance allows employees to accrue paid sick leave based on the number of hours worked, capped annually, to deal with personal or immediate family health needs or in cases of domestic violence or sexual offense.
Non-compete agreements must be reasonable in time, geographic scope, and the scope of activity restricted. Illinois also enacts specific rules to protect low-wage workers from overly restrictive non-compete covenants.
To file a worker’s compensation claim, report the injury to your employer as soon as possible and seek legal assistance to ensure your claim is processed promptly and fairly under Illinois law.
If you believe you need legal assistance for an employment or labor issue, consider the following steps:
