- On July 1st, two of Chicago’s municipal ordinances will see scheduled updates.
- The city’s minimum wage will increase.
- Certain employers will have to post schedules two weeks in advance.
July 1st Employment Law Updates
July 1st will bring a couple of important legal changes for employers in Chicago, when a couple of municipal ordinances have updates scheduled to take effect. Changes to municipal ordinances rarely see the widespread coverage that new laws do, so they often slip by unnoticed! Two things will change: the city’s minimum wage and schedule-posting requirements.
Chicago’s Minimum Wage Increase
Per Chicago’s minimum wage ordinance, the city’s minimum wage increases every July 1st in tandem with the Consumer Price Index. As of July 1st, 2022, the minimum wage in Chicago will be the following:
Standard Minimum Wage:
- Small (4 – 20 workers): $14.50/hour (up from $14.00/hour)
- Large (21 or more workers): $15.40/hour (up from $15.00/hour)
Minimum Wage for Tipped Employees:
Employers of workers who receive gratuities must pay their employees no less than 60% of the standard minimum wage. After the wage increases on July 1st, this will amount to:
- Small (4 – 20 workers): $8.70/hour (up from $8.40/hour)
- Large (21 or more workers): $9.24/hour (up from $9.00/hour)
We covered the first step of this minimum wage increase in our post New Laws for Businesses in 2021. Check it out for more background.
Fair Workweek Ordinance
In addition, the Chicago Fair Workweek Ordinance will see scheduled amendments. Employers will now be required to post employee work schedules at least 14 days in advance, meaning that work schedules for July 1st need to be available this Friday, June 17th. This is an increase from the previous requirement of 10 days’ notice.
A couple of key contextual notes:
- This requirement applies to the following industries: building services, healthcare, hotel, manufacturing, restaurant, retail, and warehouse services.
- This requirement applies to employees earning less than $29.35/hour or $56.381.85/year.
It’s important that your procedures and documents reflect these legal changes. If you’d like some help incorporating these updates, a professional review of your employment situation to check your legal compliance, or answers to your questions about any of these changes, please get in touch!