What are the labor laws and regulations that employers need to comply with in Illinois?

As a lawyer, I can advise that employers in Illinois are subject to various labor laws and regulations, both at the federal and state level. The following are some of the key laws that employers need to comply with:

1. Minimum wage: The Illinois minimum wage is currently $11.00 per hour for non-tipped workers and $6.00 per hour for tipped workers, which is higher than the federal minimum wage of $7.25 per hour. Employers must pay their employees at least the minimum wage for all hours worked.
2. Overtime: Under the Fair Labor Standards Act (FLSA), employers must pay their non-exempt employees overtime pay for any hours worked over 40 in a workweek, at a rate of one and a half times their regular rate of pay. Illinois law also has its own overtime requirements, which are more generous than the federal law in some cases.
3. Child labor: Employers are prohibited from employing children under the age of 16 in certain hazardous occupations, and must comply with various restrictions on hours and types of work for minors.
4. Discrimination: Employers are prohibited from discriminating against employees or job applicants based on their race, color, religion, sex, national origin, age, disability, or other protected status. The Illinois Human Rights Act provides additional protections for employees against discrimination and harassment based on sexual orientation, gender identity, and other traits.
5. Workers' compensation: Employers are required to carry workers' compensation insurance to provide benefits to employees who are injured or become ill as a result of their job.
6. Leave laws: Illinois has several laws governing employee leave, including the Illinois Human Rights Act, the Family and Medical Leave Act (FMLA), and the Illinois Pregnancy Accommodation Act. These laws provide for various types of leave, including sick leave, family leave, and accommodations for pregnant employees.

In addition to these laws, employers should also be aware of their obligations under other federal and state laws, including the Americans with Disabilities Act (ADA), the Occupational Safety and Health Act (OSHA), and various anti-discrimination laws.

It is important for employers to comply with these laws and regulations, as failure to do so can result in legal liability and penalties, including fines, damages, and legal fees. Employers should work with an experienced employment law attorney to ensure that they are in compliance with all applicable labor laws and regulations, and to develop policies and procedures that minimize legal risks and protect their interests.