HOURLY WAGE INDEX

Let’s talk wages in Illinois

scale-img
$15.00

What is the minimum wage in Illinois?

The minimum wage in Illinois is $15.00 per hour for employees 18 years of age and older and the Illinois minimum wage for tipped employees is $7.80 per hour. Workers under 18 who work fewer than 650 hours a year will earn a minimum wage of $10.50 per hour beginning January 1.

The Illinois minimum wage is set to increase to $14.00 per hour on January 1, 2024, $15.00 per hour on January 1, 2025, and $15.00 per hour on January 1, 2026.

There are some exceptions to the minimum wage law. For example, employers may pay sub-minimum wages to learners and certain workers with physical and mental limitations. Overtime must be paid after 40 hours of work per week at time and one-half the regular rate.

statistics-img
$26.92

What is the average wage in Illinois?

The average hourly wage for all occupations in Illinois is $26.92 according to the Bureau of Labor Statistics (BLS). Some of the highest paying industries in Illinois include Management, professional and related occupations, and legal occupations. The average hourly wage for management occupations is $41.99 and for legal occupations is $24.76.

money-img
$23.56

What is the living wage in Illinois?

money-img
$15.40

What is the minimum wage in Chicago, Illinois?

Since July 1, 2022 the minimum wage in Chicago has been at $15.40 per hour for employers with 21 or more workers and $14.50 per hour for employers with 4 to 20 workers.

A guide to hourly labor laws in Illinois

  • Standard Minimum Wage:
    • Workers 18 and older: $14.
    • Youths under 18: $13.50, or $0.50 below minimum wage.
    • Youths under 18 working less than 650 hours per calendar year: $12 (Illinois DoL) (820 ILCS 105/4).
  • Tipped Minimum Wage: $8.40, totaling at least minimum wage after tips (Illinois DoL) (820 ILCS 105/4).
  • Overtime: Paid at 1.5 times the regular rate for all hours beyond 40 in a workweek (Illinois DoL) (820 ILCS 105/4).
  • Meal Breaks: Federal law allows unpaid, non-working, bona-fide meal breaks over 30 minutes; exceptions may apply (29 C.F.R. § 785.19) (DoL). Illinois law requires employees who work at least 7.5 continuous hours to receive a 20-minute unpaid meal break no later than five hours after the work period begins. Employees receive an additional 20-minute meal period for each additional 4.5 hours worked (820 ILCS 140/3). However, federal law requires 5-20 minute breaks to be paid (29 C.F.R. § 785.18). 
  • Rest Breaks: No state or federal law requires rest breaks. Breaks lasting 5–20 minutes must be paid (29 C.F.R. § 785.18). 
  • Wage Deductions: Employers cannot make wage deductions unless required by law, to benefit the employee, in response to a valid deduction order, made with the employee's written consent, or other unique qualifiers. Third-party deductions benefitting the employer may not reduce wages below the applicable minimum (29 C.F.R. § 4.168) (29 US Code § 203) (820 ILCS 115/9).

 

  • Final Paychecks: Immediately upon termination or resignation, if possible, or by the next regularly scheduled payday. Employers must issue final payment by check mailed to the employee when requested in writing (820 ILCS 115/5).
  • Wage Payment Frequency: Semi-monthly (820 ILCS 115/3).
  • Paid Sick Leave: No state/federal law (DoL). Specific localities, including Chicago and Cook County, require paid sick leave accrued at one hour for every 35 hours worked (City of Chicago).
  • Paid Family and Medical Leave: No Illinois paid leave law. The FMLA provides up to 12 unpaid weeks per year for eligible employees (FMLA).
  • Maximum Daily and Weekly Hours for Children Under 16:
    • School session: No working during school hours; three hours per day; 18 hours per week.
    • Non-school session: Eight hours per day; 40 hours per week.
    • Working Hours: Only between 7 a.m. and 7 p.m., extended until 9 p.m. June 1 through Labor Day (820 ILCS 205/3) (29 C.F.R. § 570.35).
  • Maximum Daily and Weekly Hours for Children 16 and 17: No Illinois state or federal law restricting 16- and 17-year-olds’ working hours in non-hazardous occupations. Youth are prohibited from working during required school hours (820 ILCS 205/7) (DoL).

Frequently asked questions

What is the difference between gross wages and net wages?

It's important to remember that the Hourly Wage Index data above reflects gross wages, or the amount of money an employee earns before accounting for payroll deductions like taxes, benefits, or wage garnishments. Due to variability in tax rates across locations, slightly lower gross wages in a certain location might result in higher take home pay, or vice versa.

What is a good hourly wage?

This question is a difficult one to answer, as a "good hourly wage" is highly subjective according to experience, work responsibilities, cost of living, and other factors. We recommend using Hourly Wage Index data as a starting point. Once you have established a baseline for certain positions, do further research into similar businesses in your area. Lastly, consider surveying your employees. They're the best resource to help you know what is a good hourly wage, what competitive pay looks like in your location, and how competitive wages change in your industry over time.

Offering competitive pay is one of my top priorities—what other resources do you have that might help?

We know that getting applicants to pay attention to your business can be extremely challenging, and that offering competitive pay is a huge part of that. Wages aren’t everything, however! Applicant experience is another important factor that can help set you apart from your competition. A few examples include:


  • Short, easy to understand job descriptions
  • Mobile-friendliness
  • Quick communication
  • Streamlined interview stages
Resources

Become a hiring and onboarding expert.

blog_3
GUIDE

Checking the box on hiring and retention

blog_2
BLOG

5 Steps to build your convenience store brand

blog_1
BLOG

Social media recruiting: Why your employees should help

We're here to help!

A Workstream hiring specialist can help you identify high impact ways to improve your applicant experience, and even help you determine what is a good hourly wage for your location and business.

Sign up for a free 30 minute chat with a hiring specialist now

Learn about wages in your city

Personal Information and Sensitive Personal Information

Before we discuss the right to limit and the right to opt-out, we must first define personal information and how it relates to sensitive personal information.

Personal information is any data that identifies, relates to, or could reasonably be linked to you or your household. A few examples of personal information include:

  • Name or nickname
  • Email address
  • Purchase history
  • Browsing history
  • Location data
  • Employment data
  • IP address
  • Profiles businesses create about you, including pseudonymous profiles (“user1234”)
  • Sensitive personal information

Sensitive personal information or “SPI” is a subset of personal information, defined as:

  • Identifying information (e.g. social security number, driver’s license)
  • Financial data (e.g. debit or credit card numbers)
  • Precise geolocation (within a radius of 1,850 feet)
  • Demographic or protected-class information (e.g. race/ethnicity, religion, union membership)
  • Biometric and genetic data (e.g. fingerprints, palm scans, facial recognition)
  • Communications and content (e.g. mail, email, text messages)
  • Health and sexual orientation (e.g. vaccine records, health history)

Right to Opt-Out

Californians have the right to opt-out of the sale and sharing of their personal information. That means you have the right to opt-out of the sale of your personal information to third parties (e.g. data brokers, advertisers). You also have the right to opt-out of the sharing of your personal information to prevent the targeting of ads across different businesses, websites, apps, or services.

CCPA-covered businesses must provide a link to allow you to exercise this right. It is usually found at the bottom of a webpage and will say “do not sell or share my personal information” or “your privacy choices.” Sometimes businesses offer privacy choices through a pop-up window or form

To opt-out of the sale and sharing of your personal information, click on the link or use the toggle provided by the business and follow the directions. Doing this on every website you visit can feel burdensome, but to ease the burden you can automatically select your privacy preferences for every website by using an opt-out preference signal, or OOPS for short.

An OOPS is a user-friendly and straightforward way for consumers to automatically exercise their right to opt-out of the sale and sharing of their personal information with the businesses they interact with online. An OOPS, such as the Global Privacy Control. It can either be a setting on your internet browser or a browser extension. With an OOPS, consumers do not have to submit individual requests to opt-out of sale or sharing with each business.

Right to Limit

Californians also have the right to direct businesses to limit the use and disclosure of their sensitive personal information.

Businesses covered under the CCPA must provide a link on their website that allows you to request the limiting of your SPI, if they plan on using it in certain ways. That link will also typically be at the bottom of a webpage and will say: “limit the use of my sensitive personal information” or “your privacy choices.” Once you send this request, the business must stop using your SPI for anything other than to:

  • Provide requested goods or services
  • Ensure security and integrity
  • Prevent fraud
  • Maintain system functionality
  • Comply with legal obligations

Bringing it Together

In summary, the CCPA gives you the right to opt-out of the sale and sharing of your personal information and gives you additional rights to further limit the use and disclosure of your sensitive personal information.

When you exercise these rights together, you exert greater control in protecting your personal data which is important for your identity, safety, and financial health.

If you are on a business’s website and you can’t find the links to exercise your rights, remember to check their privacy policy. The privacy policy should tell you how you can exercise your rights under the law.

If you find your rights being violated, you can submit a complaint to CalPrivacy.

Next in the LOCKED series, we will explore the right to correct and right to know. Follow us on social media to get live updates or check back in one week for the next post.

Essential

Required to enable basic website functionality. You may not disable essential cookies.

Targeted Advertising

Used to deliver advertising that is more relevant to you and your interests. May also be used to limit the number of times you see an advertisement and measure the effectiveness of advertising campaigns. Advertising networks usually place them with the website operator’s permission.

Personalization

Allow the website to remember choices you make (such as your username, language, or the region you are in) and provide enhanced, more personal features. For example, a website may provide you with local weather reports or traffic news by storing data about your general location.

Analytics

Help the website operator understand how its website performs, how visitors interact with the site, and whether there may be technical issues.

Right to Limit Use of Sensitive Personal Information

You also have the right to limit how we use sensitive personal information (such as precise geolocation, financial data, etc.).

Your preference has been saved. We will not sell or share your personal information.