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What are the employment laws in Illinois that businesses should be aware of when hiring employees?

Picture of Chris Battis By   ·  1 minute read

As an AI language model, I am not a licensed attorney and cannot provide legal advice. However, I can provide some general information on employment laws in Illinois that businesses should be aware of when hiring employees.

In Illinois, businesses must comply with both federal and state employment laws. Some key provisions of Illinois employment law include:

  1. Minimum wage and overtime requirements: Employers must pay non-exempt employees at least the minimum wage set by state law, which is currently $11.00 per hour. Employers are also required to pay overtime to non-exempt employees who work more than 40 hours per week, at a rate of 1.5 times the employee's regular rate of pay.
  2. Anti-discrimination laws: Illinois law prohibits discrimination against employees and job applicants based on race, color, religion, sex, national origin, ancestry, age, marital status, disability, military status, sexual orientation, and gender identity. Employers are also prohibited from harassing employees based on any of these protected characteristics.
  3. Workers' compensation: Under Illinois law, employers are required to carry workers' compensation insurance to cover employees who are injured on the job. Eligible employees can claim benefits for medical expenses, lost wages, and other costs related to their injury or illness.
  4. Leave requirements: Illinois law requires certain employers to provide eligible employees with unpaid leave for family and medical reasons under the Family and Medical Leave Act (FMLA). Employers with 50 or more employees must provide up to 12 weeks of unpaid leave per year for employees who qualify under the FMLA.
  5. Background check requirements: Employers in Illinois must comply with the Illinois Human Rights Act and the federal Fair Credit Reporting Act when conducting background checks on job applicants. The Illinois Human Rights Act prohibits employers from disqualifying job applicants based on certain criminal convictions, unless the conviction is related to the job.

It is important for businesses to review and comply with all applicable employment laws to avoid legal consequences. Employers should consider consulting with an experienced employment law attorney to ensure compliance with all legal requirements.