Illinois Compiled Statutes
Information maintained by the Legislative Reference Bureau
Updating the database of the Illinois Compiled Statutes (ILCS) is an ongoing process. Recent laws may not yet be included in the ILCS database, but they are found on this site as Public Acts
soon after they become law. For information concerning the relationship between statutes and Public Acts, refer to the Guide
Because the statute database is maintained primarily for legislative drafting purposes, statutory changes are sometimes included in the statute database before they take effect. If the source note at the end of a Section of the statutes includes a Public Act that has not yet taken effect, the version of the law that is currently in effect may have already been removed from the database and you should refer to that Public Act to see the changes made to the current law.
820 ILCS 140/1
(820 ILCS 140/1)
(from Ch. 48, par. 8a)
The words and phrases mentioned in this section, as used in this Act,
and in proceedings pursuant hereto shall, unless the same be inconsistent
with the context, be construed as follows:
"Employer" shall mean a person, partnership, joint stock company or
corporation, which employs any person to work, labor or exercise skill in
connection with the operation of any business, industry, vocation or
(Source: P.A. 78-917
820 ILCS 140/2
(820 ILCS 140/2)
(from Ch. 48, par. 8b)
Hours and days of rest in every calendar week.
(a) Every employer shall allow every employee except those specified
Section at least twenty-four consecutive hours of rest in every calendar
week in addition to the regular period of rest allowed at the close of each
A person employed as a domestic worker, as defined in Section 10 of the Domestic Workers' Bill of Rights Act, shall be allowed at least 24 consecutive hours of rest in every calendar week. This subsection (a) does not prohibit a domestic worker from voluntarily agreeing to work on such day of rest required by this subsection (a) if the worker is compensated at the overtime rate for all hours worked on such day of rest. The day of rest authorized under this subsection (a) should, whenever possible, coincide with the traditional day reserved by the domestic worker for religious worship.
(b) Subsection (a) does not apply to the following:
(1) Part-time employees whose total work hours for
one employer during a calendar week do not exceed 20; and
(2) Employees needed in case of breakdown of
machinery or equipment or other emergency requiring the immediate services of experienced and competent labor to prevent injury to person, damage to property, or suspension of necessary operation; and
(3) Employees employed in agriculture or coal mining;
(4) Employees engaged in the occupation of canning
and processing perishable agricultural products, if such employees are employed by an employer in such occupation on a seasonal basis and for not more than 20 weeks during any calendar year or 12 month period; and
(5) Employees employed as watchmen or security
(6) Employees who are employed in a bonafide
executive, administrative, or professional capacity or in the capacity of an outside salesman, as defined in Section 12 (a) (1) of the federal Fair Labor Standards Act, as amended, and those employed as supervisors as defined in Section 2 (11) of the National Labor Relations Act, as amended; and
(7) Employees who are employed as crew members of any
uninspected towing vessel, as defined by Section 2101(40) of Title 46 of the United States Code, operating in any navigable waters in or along the boundaries of the State of Illinois.
(Source: P.A. 99-758, eff. 1-1-17
820 ILCS 140/3
(820 ILCS 140/3)
(from Ch. 48, par. 8c)
Every employer shall permit its employees who are to work for 7 1/2
continuous hours or longer, except those specified in this Section, at
least 20 minutes for a meal period beginning no later than 5 hours after
the start of the work period.
This Section does not apply to employees for whom meal periods are
established through the collective bargaining process.
This Section does not apply to employees who monitor individuals with
developmental disabilities or mental illness, or both, and who, in the course
of those duties, are required to be on call during an entire 8 hour work
period; however, those employees shall be allowed to eat a meal during the 8
hour work period while continuing to monitor those individuals.
This Section does not apply to individuals who are employed by a private company and licensed under the Emergency Medical Services (EMS) Systems Act, are required to be on call during an entire 8-hour work period, and are not local government employees; however, those individuals shall be allowed to eat a meal during the 8-hour work period while on call.
(Source: P.A. 100-1067, eff. 8-24-18.)
820 ILCS 140/3.1
(820 ILCS 140/3.1)
Hotel room attendants.
(a) As used in this Section, "hotel room attendant" means a person who cleans or puts in order guest rooms in a hotel or other establishment licensed for transient occupancy.
(b) This Section applies only to hotels and
other establishments licensed for transient occupancy that are located in a county with a population greater than 3,000,000.
(c) Notwithstanding any other provision of law, every hotel room attendant shall receive a minimum of 2 15-minute paid rest breaks and one 30-minute meal period in each workday on which the hotel room attendant works at least 7 hours. An employer may not require any hotel room attendant to work during a break period.
(d) Every employer of hotel room attendants shall make available at all times a room on the employer's premises with adequate seating and tables for the purpose of allowing hotel room attendants to enjoy break periods in a clean and comfortable environment. The room shall have clean drinking water provided without charge.
(e) Each employer of hotel room attendants shall keep a complete and accurate record of the break periods of its hotel room attendants.
(f) An employer who violates this Section shall pay to the hotel room attendant 3 times the hotel room attendant's regular hourly rate of pay for each workday during which the required breaks were not provided.
(g) It is unlawful for any employer or an employer's agent or representative to take any action against any person in retaliation for the exercise of rights under this Section. In any civil proceeding brought under this subsection (g), if the plaintiff establishes that he or she was employed by the defendant, exercised rights under this Section, or alleged in good faith that the defendant was not complying with this Section, and was thereafter terminated, demoted, or otherwise penalized by the defendant, then a rebuttable presumption shall arise that the defendant's action was taken in retaliation for the exercise of rights established by this Section. To rebut the presumption, the defendant must prove that the sole reason for the termination, demotion, or penalty was a legitimate business reason.
(h) In addition to the remedies provided in Sections 6 and 7, a person claiming violation of this Section shall be entitled to all remedies available under law or in equity, including but not limited to damages, back pay, reinstatement, or injunctive relief. Any person terminated in violation of this Section shall recover treble his or her lost normal daily compensation and fringe benefits, together with interest thereon, and any consequential damages suffered by the employee. The court shall award reasonable attorney's fees and costs to a prevailing plaintiff in an enforcement action under this Section.
(Source: P.A. 96-328, eff. 8-11-09
820 ILCS 140/4
(820 ILCS 140/4)
(from Ch. 48, par. 8d)
Before operating on the first day of the week, which is commonly
known as Sunday, every employer shall post in a conspicuous place on the
premises, a schedule containing a list of his employees who are required
or allowed to work on Sunday, and designating the day of rest for each.
Anything in this Act to the contrary notwithstanding, no employee shall
be required to work on the day of rest so
designated for him.
(Source: P.A. 80-1294.)
820 ILCS 140/5
(820 ILCS 140/5)
(from Ch. 48, par. 8e)
Every employer shall keep a time book showing the names and addresses of
all employees and the hours worked by each of them on each day, and such
time book shall be open to inspection at all reasonable hours by the
Director of Labor.
(Source: P.A. 78-917
820 ILCS 140/6
(820 ILCS 140/6)
(from Ch. 48, par. 8f)
The Director of Labor shall be charged with the duty of enforcing
the provisions of this Act and prosecuting all violations thereof and may
make, promulgate and enforce such reasonable rules and regulations relating
to the administration and enforcement of the provisions of this Act as may
be deemed expedient. The violation of any rule or regulations so prescribed
shall be deemed a violation of the Act.
(Source: P.A. 80-1294.)
820 ILCS 140/7
(820 ILCS 140/7)
(from Ch. 48, par. 8g)
Any employer who violates any of the provisions of this Act, shall be
guilty of a petty offense, and shall be fined for each offense in a sum of
not less than $25 nor more than $100.
(Source: P.A. 77-2418
820 ILCS 140/8
(820 ILCS 140/8)
(from Ch. 48, par. 8h)
The Director of Labor shall grant permits authorizing the
employment of persons on days of rest designated pursuant to Section 4
of this Act. Such permits shall not authorize the employment of persons
for 7 days a week for more than 8 weeks in any one year, unless the
Director finds that the necessity for employment of persons on their
designated day of rest cannot be remedied by increasing the number of
employees or by adjusting production schedules. The Director of Labor
shall give due consideration to business necessity and economic
viability in granting such permits.
(Source: P.A. 80-1294.)
820 ILCS 140/9
(820 ILCS 140/9)
(from Ch. 48, par. 8i)
This Act may be cited as the
One Day Rest In Seven Act.
(Source: P.A. 86-1324)