Chicago’s Paid Leave and Paid Sick and Safe Leave Ordinance
Travis Thickstun, JD
Chicago’s Paid Leave and Paid Sick and Safe Leave Ordinance generally requires employers to provide employees with up to 40 hours of paid leave and up to 40 hours of paid sick leave per year, with at least one hour of each type of leave earned for every 35 hours worked.
This ordinance only applies to employees who work at least 80 hours within any 120-day period for an employer while physically present in Chicago.
Employees can request to use accrued paid leave 90 days after the start of employment. Employees can use paid leave for any reason.
Employees can request to use accrued sick leave 30 days after the start of employment. Employees can use sick leave only for a limited set of reasons, including to recover from an illness, to care for a family member, and to look after a child if the child’s place of care has an unscheduled closure. Employers can require certification for the use of paid sick leave if an employee is absent for three or more consecutive workdays.
The ordinance allows employees who are eligible for overtime under the Fair Labor Standards Act (FLSA) to accrue both paid leave and paid sick leave while working overtime hours. Employees who are not eligible for overtime under the FLSA can only accrue paid leave and paid sick leave on up to 40 hours of work per workweek.
Thickstun Luo LLC may be able to help you pursue a legal claim if your employer has refused to provide you with paid leave or paid sick leave that you are entitled to under the law. Contact us today for a consultation.
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