In a recent development, the Chicago City Council has made significant changes to the Paid Leave, Paid Sick, and Safe Leave Ordinance, pushing the effective date from December 31, 2023, to July 1, 2024. This delay provides employers with additional time to adapt to the impending modifications.
Key amendments include a redefined “Covered Employee,” now requiring a minimum of 80 hours worked within any 120-day period in the city. Employers must communicate their time-off policies in writing, emphasizing clarity in the primary language of each Covered Employee. Medium-sized employers benefit from a partial payout period extension until July 1, 2025, allowing more time for adjustment. Additionally, irrespective of Covered Employee status, employers with workers performing regular duties within Chicago’s boundaries must adhere to comprehensive recordkeeping requirements.
A significant safeguard for employers is the addition of prerequisites to the private cause of action for employee lawsuits, expiring on July 1, 2026. For a detailed understanding of these changes and prerequisites, we invite you to download the PDF from the official source. Stay informed, stay compliant, and navigate the evolving landscape of employment regulations in Chicago.
If you want to dive deeper into the details of this development and its implications, you can download the full PDF below.