Final Rules Published
Chicago Department of Business Affairs and Consumer Protection has published final rules interpreting the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, which as of July 1, 2024, will require Chicago employers to provide employees with up to 40 hours of Paid Sick Leave and up to 40 hours of Paid Leave for any reason.
Chicago Finalizes Interpretive Rules in Advance of July 1, 2024, Effective Date of New Paid Leave and Paid Sick Leave Ordinance
Littler | May 2024
Effective date: 7/1/24
Text of the measure.
Final Rules.
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New Paid Leave Requirements for Chicago Employees Starting July 1 – What to Know and How to Prepare
Levenfeld | Apr 2024
Chicago Employers Get Temporary Relief: City Council Delays New Paid Leave Ordinance Until July 1
Fisher Phillips | Dec 2023
Draft Rules for Chicago’s Expansive Paid Leave and Paid Sick Leave Ordinance Published
Benesch | Dec 2023
The new ordinance applies to all employees who perform at least two hours of work in a two-week period while physically present the City of Chicago.
Preparing for Chicago's New Paid Leave Requirements: Answers to Your Top 5 Questions
Fisher Phillips | Nov 2023
Employers may adopt reasonable policies requiring prior notice, not to exceed seven days, of use for both paid leave and paid sick leave, where applicable. Employers may also reasonably require preapproval for the use of paid leave.
City of Chicago Expands Paid Leave for Employees in New Ordinance
Ogletree | Nov 2023
The new law alters the existing city sick leave requirement creating two separate categories for required paid time off– five general paid leave days and five paid sick leave days. Adding complications for employers, the varying types of leave will have different rules for initial eligibility, minimum usage, rollover and payout upon termination.
Changes to Chicago's Paid Leave Ordinance May Prove Challenging for Chicago Businesses
Quarles & Brady | Nov 2023
Employer Coverage: The Ordinance applies to any person who employs at least one employee. However, certain substantive obligations differ depending on whether an employer is a "Small Employer" (50 or fewer employees), "Medium Employer" (51-100 employees), or an employer who is neither based on the size of its workforce.
Chicago Enacts Novel Dual Paid Sick Leave / Paid Time Off Law
Seyfarth | Nov 2023
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