Illinois currently has 40 state-level labor law posters active in the GovDocs Labor Law Poster Program as of August 2026.
In 2025, Illinois had 14 mandatory updates to its state posters and of those mandatory updates, 1 new captive audience posting was issued.
Illinois also has 4 county-level posters and 12 city-level posters that are active.
There are currently 11 required posters for Illinois in GovDocs Standard Update Service.
Keeping up with labor law poster changes in every location can be challenging. With the GovDocs Labor Law Poster Update Program, you’ll automatically receive updated posters at affected locations whenever a mandatory change occurs, helping you stay compliant with less effort.
The statewide minimum wage in Illinois reached $15.00 per hour on Jan. 1, 2025, the final step in a multi-year increase schedule that began in 2020. The tipped employee wage also rose incrementally during this period, reaching $9.00 per hour on Jan. 1, 2025. These rates remain in effect until the state legislature passes a new law establishing a new increase schedule. Notably, a bill recently introduced in the Illinois Senate (SB 3821) would increase the minimum wage to $25.00 by 2031, with annual cost-of-living adjustments capped at 2.5% thereafter.
At the local level, Cook County and Chicago set their own, higher rates. As of July 1, 2026, Cook County’s minimum wage increased to $15.40 per hour for non-tipped workers and $9.25 for tipped workers, while Chicago’s minimum wage climbed to $17.05 per hour, $12.96 for tipped workers.
Cook County’s wage rate does not apply in home-rule municipalities that have opted out of the county’s minimum wage ordinance. Notably, over 80% of Cook County municipalities have opted out of Cook County’s minimum wage requirements.
Chicago employers should also note that the tip credit phaseout is currently paused, with the tip credit holding at 24% through June 30, 2028, following the City Council’s move to delay full elimination.
The Illinois Paid Leave for All Workers Act, which allows employees to use the leave for any reason, went into effect on Jan. 1, 2024. Like two other states, Nevada and Maine, Illinois’ paid leave law can be taken for any reason, so employees are not required to give their employer a reason for taking leave.
This guide addresses the basics of the state’s paid leave for any reason law (Illinois does not have a paid family and medical leave law).
Covered Family Member
The Illinois paid leave law does not define a covered family member as the leave can be taken for any reason, so there is no need to define family members.
Eligible Reasons for Use
Paid leave may be used for any reason.
Date Accrual Begins
At start of employment.
Accrual Rate
1 hour for every 40 hours worked.
Max Accrual Cap
There is no maximum limit to an employee’s accrued leave balance, but employers may cap annual accrual to 40 hours per year.
Waiting Period Before Use
90 days following start of employment.
Did You Know?
Illinois recently passed amendments to the Jury Act and Jury Commission Act that require employers with more than 25 employees to provide paid leave for jury service, effective Jan. 1, 2027.
Employers with 15 or more employees, as well as third parties that post jobs on behalf of employers, are required to include a good-faith estimate of the pay scale and benefits for the position in job postings. Information about opportunities for promotions must be disclosed to current employees no later than 14 days after an external job posting. When a job posting has not been issued, employers must also provide the pay scale and benefits to applicants prior to any discussion or offer of compensation or at the applicant’s request.
To learn more about additional jurisdictions with pay transparency laws, check out our Pay Transparency Guide or view our interactive map for pay transparency laws by state.
Meal Breaks
Employers must provide a 20-minute meal break for every 7.5 hours worked, plus an additional 20-minute break for every additional 4.5 hours worked beyond that.
Rest Breaks
Reasonable restroom breaks, in addition to the meal break, must be provided. Illinois does not require paid rest breaks; however, under federal law, rest breaks lasting 20 minutes or less must be paid.
As of August 2026, the GovDocs Labor Law Poster Program includes 35 active state-level labor law posters for Michigan.
The state had 8 mandatory poster updates during 2025, including the introduction of a new veterans’ resources posting.
At the local level, Michigan has 2 active city postings, both of which apply to city contractors in Ann Arbor.
There are currently 11 required posters for Michigan employers using the GovDocs Standard Update Service.
Over the past three years, more than ten states, including Michigan and Minnesota, have issued new veterans’ resources postings, reflecting a growing labor law poster trend nationwide.
Michigan’s current minimum wage is $13.73 per hour, with a tipped rate of $5.49, effective as of Jan. 1, 2026. These wage rates stem from legislation Michigan enacted on Feb. 21, 2025, that made last-minute changes to the state’s minimum wage schedule that had been set to take effect that same day.
Under the revised increase schedule, the minimum wage rose to $12.48 on Feb. 21, 2025, before increasing to $13.73 on Jan. 1, 2026, and is set to reach $15.00 on Jan. 1, 2027, followed by cost-of-living adjustments starting Jan. 1, 2028. The tipped employee wage schedule also changed, eliminating the planned phase-out of the tip credit. Instead, the tipped wage will increase annually by a percentage of the minimum wage until it reaches 50% in 2031.
Michigan preempts local governments from passing their own minimum wage ordinances, so there are no city or county minimum wage rates in the state at this time.
Michigan’s current paid sick leave requirements under the Earned Sick Time Act are the product of a multi-year legal and legislative battle dating back to 2018. This battle eventually led to the 11th hour passage of paid sick leave legislation on Feb. 21, 2025, the very same day it was set to take effect. Below are a few of the key requirements (Michigan does not have a paid family and medical leave law).
Covered Family Member
The following individuals are considered a covered family member:
Eligible Reasons for Use
Employees may use paid sick leave for the following reasons:
Date Accrual Begins
At start of employment.
Accrual Rate
1 hour for every 30 hours worked.
Max Accrual Cap
No applicable provision in Michigan’s paid sick leave law.
Waiting Period Before Use
Eligible for use on the 90th calendar day after start of employment for employees hired before Feb. 21, 2025.
For employees hired after Feb. 21, 2025, employers may require they wait 120 calendar days after starting employment before using paid sick leave.
Michigan does not currently have a pay transparency law, nor is there any pending legislation requiring employers to disclose pay ranges in job postings. However, the state does have SB 145, which has passed the Senate and would prohibit employers from asking applicants to disclose their salary history.
Meal Breaks
There are no requirements under Michigan law for meal or rest breaks for employees 18 years of age or older. However, employees under 18 cannot work more than five hours without a documented, uninterrupted 30-minute break. Employers should keep daily time records reflecting shift start and end times along with this required break.
Rest Breaks
Michigan law does not mandate rest breaks for employees 18 years and older; however, under federal law, rest breaks lasting 20 minutes or less must be paid.
Minnesota has 41 state-level labor law posters currently active in the GovDocs Labor Law Poster Program as of August 2026.
Minnesota experienced significant posting activity in 2025, with 13 mandatory updates to its state posters, including 5 new postings related to airport minimum wage rates, paid leave, and drug, alcohol, and cannabis testing policies.
In addition to the statewide requirements, there are 17 active city-level posters in Minneapolis and St. Paul.
Employers participating in the GovDocs Standard Update Service currently have 12 required Minnesota posters.
Keeping up with labor law poster changes in every location can be challenging. With the GovDocs Labor Law Poster Update Program, you’ll automatically receive updated posters at affected locations whenever a mandatory change occurs, helping you stay compliant with less effort.
Minnesota’s minimum wage increased to $11.41 per hour on Jan. 1, 2026. This is part of the state’s annual inflation adjustment, which has been in place since Jan. 1, 2018. The 90-day training wage for workers under age 20 also increased to $9.31. Minnesota does not permit a tip credit, so there is no separate minimum wage rate for tipped employees.
There are two cities in Minnesota with their own minimum wage ordinances: Minneapolis and St. Paul. Minneapolis’ minimum wage rose to $16.37 per hour, effective Jan. 1, 2026. St. Paul’s minimum wage also increased to $16.37 per hour for macro and large employers, effective Jan. 1, 2026, followed by an increase to $16.37 for small employers, effective July 1, 2026, and an increase to $14.25 for micro employers, effective July 1, 2026.
Last year, the City of St. Paul amended its minimum wage ordinance eliminating the macro business category and incorporating its definition into the large business category, since both are already required to pay the same city wage.
Minnesota’s paid leave laws are recent additions, with its Earned Sick and Safe Time Law taking effect on Jan. 1, 2024, and its Paid Leave Law taking effect on Jan. 1, 2026. Below are some of the main elements of each law.
Covered Family Member
The following are covered family members:
“Child” includes foster child, adult child, legal ward, child whom employee is legal guardian, child whom the employee stands or stood in loco parentis, child of a sibling of employee, or child-in-law.
“Parent” includes biological, adoptive, foster parent, stepparent, or person who stood in loco parentis when the employee was a minor child, or sibling of the employee’s parents.
A covered family member also includes any of the above family members of the employee’s spouse or registered domestic partner.
Eligible Reasons for Use
The eligible reasons employees can use sick leave include:
Date Accrual Begins
At start of employment.
Accrual Rate
1 hour for every 30 hours worked.
Max Accrual Cap
48 hours per year with an overall max accrual cap of 80 hours.
Waiting Period Before Use
Employees may use earned sick and safe time as accrued.
Covered Employee
Any individual who performs services for a private or public employer, except for employees of the U.S. government, self-employed individuals, independent contractors, or seasonal employees, may be eligible for paid family and medical leave.
Covered Family Member
A covered family member includes an employee’s:
Eligible Reasons for Leave
Eligible employees may take PFML due to a serious health condition, a qualifying exigency, safety leave, family care, bonding, or medical care related to pregnancy. Bonding leave may only be taken in the first 12 months after birth or placement.
Weeks Allowed Per Type of Leave
Eligible individuals are entitled to a maximum of 12 weeks of family leave or 12 weeks of medical leave in a single benefit year. If an employee uses both medical and family leave within a single benefit year, they are only entitled to an overall leave maximum of 20 weeks total for the benefit year. A benefit year is the 12-month period that starts when paid family leave is first taken by an individual.
Minnesota’s pay transparency law applies to employers with 30 or more employees at one or more sites in the state. The law requires employers, as well as third-party recruiting vendors working on behalf of Minnesota employers, to disclose the starting salary range, along with a general description of all benefits and other compensation to be offered, in job postings.
Meal Breaks
Minnesota requires employers to provide employees with a 30-minute meal break when working six or more consecutive hours. Meal breaks of 20 minutes or more can be unpaid, provided the employee is completely relieved of work duties during that time.
Rest Breaks
Minnesota also requires employers to provide employees with a 15-minute rest break within each four consecutive hours worked. If it takes an employee longer than 15 minutes to use the nearest restroom, the employer must allow the additional time needed. Rest breaks of less than 20 minutes must be paid.
Did You Know?
Minnesota’s governor signed Omnibus Bill SF 17 last summer, amending the state’s meal and rest break requirements that took effect on Jan. 1, 2026. Previously, rest breaks required “adequate time” within each four consecutive hours worked, and meal breaks required “sufficient time” when working eight or more consecutive hours. Under the new requirements, rest breaks must last at least 15 minutes within each four consecutive hours worked, and meal breaks must last at least 30 minutes when working six or more consecutive hours.
Understanding the legal requirements for Illinois, Michigan, and Minnesota is essential for businesses operating in these states. Each state has specific mandates regarding employment law compliance, from minimum wage to paid leave regulations, that demand careful attention. Staying informed and compliant not only mitigates legal risks but also demonstrates a commitment to fair and lawful business practices. By addressing these requirements confidently, companies can ensure smooth operations while fostering trust among employees and stakeholders alike.
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