Illinois Overtime State Law 2026

Illinois maintains its statewide overtime framework through the Illinois Minimum Wage Law (IMWL), which aligns with the federal FLSA’s 40-hour weekly threshold for time-and-a-half. Local wage floors in Chicago and Cook County continue to influence pay calculations and overtime rates when the local minimum is higher.

Overview of Illinois Overtime Laws

Illinois overtime laws follow the federal Fair Labor Standards Act (FLSA) in determining overtime, with several state-specific features:

• Standard Overtime Rate: Non-exempt employees earn 1.5× their regular rate for all hours worked over 40 in a workweek.
• No Daily Overtime Rule: Illinois does not require overtime based on hours in a single day. 
• No Double Time Rule: There is no state requirement for double-time pay (including holidays/Sundays) unless an employer policy or agreement provides it. 
• Agricultural Labor: State law exempts agricultural labor from overtime coverage. 
• Leave Hours: Paid vacation, sick, and holiday hours are not “hours worked” for overtime; only actual hours worked are counted.

The following table summarises the key provisions affecting overtime calculations across varying local jurisdictions.

These revisions in minimum wages demonstrate Illinois’ focus on clear statewide standards while allowing local wage floors to lift effective pay. Employers should track local posting and rate changes to stay compliant when computing overtime based on higher local minimums. 

Eligibility for Overtime

Not every worker in Illinois is automatically eligible for overtime. The rules distinguish between non-exempt and exempt employees:

Non-Exempt Employees

Eligible for overtime after 40 hours in a workweek, regardless of pay method. 

Exempt Employees

Must meet both the salary and duties tests under the FLSA/IMWL framework (executive, administrative, professional, outside sales, certain computer professionals). 

Industry-Specific Exceptions:

• Agricultural labor.
• Salesmen and mechanics employed by auto, truck, or farm-implement dealerships; salesmen primarily selling trailers, boats, or aircraft.
• Certain radio/television employees in small markets are commissioned employees under FLSA §7(i).
• Employees working under approved work-time exchange agreements; certain not-for-profit residential child-care employees; specified crew members of uninspected towing vessels; certain unionized public safety or alternate-schedule employees.
• Illinois Federal vs. State Overtime Rules

Illinois’ rules are closely aligned with federal law but have a few state-specific exemptions.

Illinois Federal vs. State Overtime Rules

Example: If an employee works 45 hours in a week at $20/hr

• Federal law: 40 × $20 = $800, plus 5 × ($20 × 1.5) = $150. Total = $950.
• Illinois law: Same calculation—overtime is triggered only after 40 hours in a workweek. 

Example:

• A retail worker in Illinois who works 50 hours must be paid 10 hours of overtime at 1.5×.
  
• By contrast, an agricultural worker may be exempt from state overtime coverage under IMWL.

Exemptions in Illinois

Illinois law exempts several categories of workers from overtime. Common exemptions include:

• Executive, administrative, and professional employees (as defined under FLSA/IMWL).
• Outside salespersons.
• Certain computer professionals.
• Agricultural labor.
• Salesmen and mechanics at dealerships; certain sales of trailers, boats, aircraft.
• Certain radio/television employees in smaller markets.
• Commissioned employees under FLSA §7(i).

Workers operating under work-time exchange agreements; certain not-for-profit residential child-care staff; specified towing-vessel crew; certain unionized public safety schedules.

Employer Obligations and Employee Rights

Illinois employers must follow strict wage and hour rules:

• Timely payment: Overtime wages must be paid in a timely manner consistent with state law; failure can trigger penalties and damages.
• Recordkeeping: Employers must maintain accurate payroll records as required by IMWL; failures can lead to penalties.
• Wage claims: Employees who believe they have not been paid correctly (minimum wage or overtime) can file a wage claim with the Illinois Department of Labor.
• Penalties: Under IMWL enforcement provisions, employers can face underpayment penalties, additional damages, and administrative fines payable to the Wage Theft Enforcement Fund.
• Protection against retaliation: Workers are protected from retaliation for asserting wage rights under state and federal law (e.g., IWPCA and FLSA). 

Employees can also pursue private lawsuits for unpaid overtime in addition to filing state claims.