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What are my legal obligations as an employer in Illinois in regards to employee wages and hours?

Picture of Chris Battis By   ·  1 minute read

As an employer in Illinois, you have several legal obligations in regards to employee wages and hours. The following are some of the key requirements:

  1. Minimum Wage: Illinois has a state minimum wage of $11.00 per hour for most employees. However, there are some exceptions to this rule, such as employees who receive tips or work on a seasonal basis. You must pay your employees at least the minimum wage, and the rate may be subject to change in the future.
  2. Overtime: If your employees work more than 40 hours in a workweek, you must pay them time and a half for every hour over 40. There are some exemptions to this rule, such as salaried employees who meet certain criteria. Be sure to review the exemptions carefully to ensure that you are complying with the law.
  3. Pay Frequency: You must pay your employees at least twice a month. If your employees are paid hourly or on a commission basis, you must provide them with an itemized wage statement that includes information such as the number of hours worked and any deductions.
  4. Breaks: In Illinois, employees who work more than 7.5 hours per day are entitled to a 20-minute meal break. If your employees work 7 hours or less, you are not required to provide a meal break, but you must provide a 10-minute rest break for every 4 hours worked.
  5. Recordkeeping: You must keep accurate records of your employees' hours worked, wages, and any deductions. These records must be kept for at least 3 years.

It is important to note that there may be additional requirements and exceptions depending on the nature of your business and the type of employees you have. It is always a good idea to consult with an attorney or knowledgeable human resources professional to ensure that you are fully complying with all applicable laws and regulations.

If you are unsure about your legal obligations, it is important to take action to seek guidance and avoid potential legal repercussions. As an employer, it is your responsibility to uphold the rights of your employees and ensure that you are operating within the bounds of the law.