In Illinois, an employer is not required to provide its employees with vacation benefits, either paid or unpaid. An employer is required to pay these benefits only if it has established a policy, promised, or contracted to provide them. See 820 ILCS 115/2.
An employer must pay an employee for all accrued or earned vacation upon separation from employment. An employer cannot maintain a policy or employment contract requiring the forfeiture by an employee of accrued vacation upon separation from employment for any reason. 820 ILCS 115/5; 56 Ill. Adm. Code 300.520. The only exception to this rule is if the employer is party to a collective bargaining agreement with a union that provides otherwise. 820 ILCS 115/5.
An employer can implement a vacation policy where employees must use vacation time by a certain date or lose it (a “use-it-or-lose-it” policy), but must permit employees a reasonable opportunity to use the leave. 56 Ill. Adm. Code 300.520(e).
Illinois law does not require employers to provide employees with sick leave benefits, either paid or unpaid. If employers provide employees with sick leave, with some restrictions, it must allow employees to use the sick leave due to an illness, injury, or medical appointment of a family member including:
- domestic partner
An employer in Illinois may be required to provide an employee unpaid sick leave in accordance with the Family and Medical Leave Act or other federal laws.
Illinois law does not require private employers to provide employees with either paid or unpaid holiday leave. IL Dept. of Labor Holiday FAQs. In Illinois, a private employer can require an employee to work holidays. A private employer does not have to pay an employee premium pay, such as 1½ times the regular rate, for working on holidays, unless such time worked qualifies the employee for overtime under standard overtime laws. If an employer chooses to provide either paid or unpaid holiday leave, it must comply with the terms of its established policy or employment contract.
Visit our Illinois State Holidays page for a list of holidays recognized and observed by the state of Illinois as well as information regarding state laws governing holiday leave for public employers and employees.
Jury Duty Leave
An employer is not required to pay an employee for responding to a jury summons or serving on a jury.
An employer must grant an employee time off to serve on a jury, regardless of the employment shift to which the employee is assigned. An employer may not require an employee to work a night shift while the employee is serving jury duty during the day.
An employer may not discharge, threaten to discharge, penalize, intimidate or coerce any employee who receives and/or responds to a jury summons or who serves on a jury. Illinois Stat. 705 ILCS 305/4.1
Illinois law requires employers to allow employee to take paid voting leave for up to two (2) hours if the employee’s working hours begin less than two (2) hours after the opening of the polls and end less than two (2) hours before the closing of the polls. Employers may specify the hours from which the employees may be absent to vote but cannot penalize employees for lawfully choosing to take voting leave.
Employers may deny an employee the right to take leave to vote if the employee did not apply for the leave prior to the day of the election.
Illinois law does not require employers to provide employees bereavement leave or leave to attend funerals. Bereavement leave is leave that is taken by an employee due to the death of another individual, usually a close relative. Employers may choose to provide bereavement leave and may be required to comply with any bereavement policy or practice they maintain.