2025 Guide to Chicago’s Paid Sick Leave: Updates and New Regulations Explained

According to Chicago Substitute Ordinance SO2023-0002980, employers are required to offer workers up to 40 hours of paid leave per year for any cause and up to 40 hours of paid sick leave. Employees will have access to both general-purpose paid time off and particular sick leave provisions thanks to this extensive ordinance.

The bill creates one of the most extensive leave programs in the country by instituting a special dual-track system that offers workers flexible paid time off while preserving dedicated sick leave benefits.

Frequently Asked Questions Regarding Paid Leave in Chicago

Maintaining workplace compliance and promoting employee well-being need an understanding of Chicago’s paid leave regulations. The law offers thorough worker protections and specifies precise rules for both kinds of leave. What you need to know to maintain compliance is as follows.

In Chicago, who is eligible for paid leave?

This leave is available to any employee who works in Chicago for at least 80 hours within a 120-day period. Employees are eligible for as long as they work there once they become eligible.

Which companies are required to offer this leave?

This leave must be offered to Chicago workers by all businesses.

How much leave must businesses offer?

For every 35 hours worked, employees in Chicago are entitled to one hour of paid leave and one hour of paid sick leave, up to a total of 40 hours annually. Unless they normally work less hours, in which case accrual is based on their average workweek, exempt employees are assumed to work 40 hours each week.

What is the use of Chicago paid leave?

The ordinance offers two forms of leave: paid sick leave, which can be used for the following purposes, and paid leave, which can be used for any cause.

• disease, care, or treatment of the employee (including substance misuse and mental health)
• illness, care, or quarantine of a family member
• Needs connected to sex offenses or domestic violence
• Closure of the workplace or school because of a public health emergency
• Observance of public health directives or advice from medical professionals

What does this have to do with other kinds of leave?

If they offer at least as much leave and permit for the same reasons, employers can comply by using their current paid time off or unlimited time off policies. Before utilizing any of the other leave options, employees have the option to take paid leave or paid sick leave.

Can businesses restrict the number of sick days that workers can take in a given year?

There is no use cap, however employers may set an annual accrual cap of 40 hours for each form of leave. Workers are free to use as much of their accumulated leave as they like.

Is it possible for companies to offer all of the leave at once rather than allowing it to accrue?

Both forms of leave (40 hours each) can be frontloaded by employers at the beginning of the benefit period. While frontloading removes the requirement to carry over paid leave, frontloading does not negate the requirement for paid sick leave to carry over.

Does unused leave have to be carried over by employers?

Up to 80 hours of paid sick leave may be carried over by employees annually, or up to 16 hours of paid leave. Frontloaded leave arrangements and unlimited time off policies have different carryover requirements.

What is the minimum amount of leave that an employee is permitted to take?

For paid leave and paid sick leave, employers may mandate minimum use increments of four and two hours, respectively.

What notice is required of both employers and employees?

Employers are required to show postings in languages that at least 5% of their workforce speaks, give notification during onboarding, and send out paychecks every year. On every payday, they must also give regular updates regarding the amount of leave that is still available.

Workers are required to supply:

• Seven days’ notice and prior authorization for paid time off
• Seven days’ notice is required for predictable sick leave.
• Notification of unforeseen sick leave as soon as possible

What kind of proof are employers allowed to request?

Verification of paid leave used for any purpose cannot be required by employers. Employers may ask for proof of leave need for paid sick leave that lasts more than three consecutive workdays, but employees are free to select the type of paperwork they want.

When workers take this vacation, are their employment and benefits protected?

Employers are required to provide group health coverage while employees are on leave. Employer size affects payout criteria at separation:

• 50 or less workers: No compensation is necessary.
• 51 or more workers: All unused paid leave must be paid out (starting July 1, 2025)

Chicago Paid Sick Leave Laws and Requirements for 2025.