Search form

Beyond the Headlines: Illinois Amends State Minimum Wage Law

By Jeffrey L. Rudd
  • February 21, 2019

The Lifting Up Illinois Working Families Act amends the Illinois Minimum Wage Law (IMWL) to raise the state minimum wage in stages until it reaches $15.00 per hour. While the amendments’ increases to the minimum wage have received significant coverage, some of the most important changes to the IMWL should not be overlooked by employers. The Act also raises the damages available to employees for violations of the IMWL and allows the state labor department to conduct random audits.

Rate Increases

The amendments to the IMWL, signed into law on February 19, 2019, by Governor J.B. Pritzker, will increase the minimum wage in stages.

Effective January 1, 2020, the minimum wage will increase to $9.25 per hour. Six months later, on July 1, 2020, the minimum wage will increase to $10.00 per hour. Thereafter, the minimum wage will increase by $1.00 per hour effective January 1 of each year until the minimum wage reaches $15.00 per hour on January 1, 2025.

These minimum wage increases are applicable to employees 18 years of age or older. They also apply to employees under 18 years of age who have worked more than 650 hours for the employer during any calendar year. Employees under 18 years of age who have not worked more than 650 hours in a calendar year will be entitled to a lower minimum wage, which will be capped at $13.00 per hour on January 1, 2025.


The IMWL amendments also include steep increases in the damages that can be recovered by employees for violations of the IMWL. These include not only violations for not paying the required minimum wage but also include much more common violations related to the proper payment of overtime compensation.

Prior to the amendments, an aggrieved employee could recover the amount of any underpayment plus damages of 2% of the amount of the underpayment for each month that the underpayment remains unpaid. For example, if an employee did not receive an overtime payment in the amount of $100 that was due 3 years ago, the employee could receive a total of $172, i.e., the $100 that was owed plus damages in the amount of $72 (36 months x 2% x $100).

Under the amended IMWL, an aggrieved employee may recover triple the amount of the underpayment plus 5% of the amount of the underpayment for each month that the underpayment remains unpaid. Using the above example, the same employee can recover a total of $480, i.e., $300 (three times the $100 that was owed) plus damages in the amount of $180 (36 months x 5% x $100).

Moreover, because the IMWL in many ways mirrors the protections afforded employees under the federal Fair Labor Standards Act (FLSA), an aggrieved employee likely would be entitled to recover additional liquidated damages equal to the amount of the underpayment. For example, under the scenario above, the employee could recover an additional $100 on top of the $480 payable under the IMWL.

On an individual basis, the increases in recoverable damages may not appear extreme. However, many (if not most) IMWL cases are prosecuted on a class-wide basis on behalf of dozens, hundreds, or even thousands of employees. Further, many cases prosecuted under the IMWL (and FLSA) do not involve clear violations of the law. Instead, they are disputes over opaque or highly technical areas of wage-and-hour law, such as whether salaried employees are properly classified as exempt from the overtime requirements of the IMWL and FLSA. The cost of resolving such class claims through settlement — even where liability is not clear-cut — therefore has increased dramatically.

Random Audits

Additionally, the IMWL amendments have given authority to the Illinois Department of Labor (IDOL) to conduct random audits of employers to ensure compliance with the law.

The Act also increased the penalties that the IDOL can recover for violations. The IDOL may recover from employers a penalty of $100 per impacted employee for failures to maintain proper payroll records, and the penalty for failures to properly pay minimum wage or overtime has been increased to include a $1,500 penalty on top of the prior penalty of up to 20% of the total underpayment.


In light of these amendments to the IMWL, employers operating within Illinois should consider the use of arbitration agreements with class action waivers to minimize the risk of class claims under the IMWL, particularly in industries most at risk for wage law class actions. Employers also should consider a self-audit of their wage-and-hour practices to ensure that their payroll and timekeeping practices are compliant with Illinois and federal law.

Please contact Jackson Lewis with any inquiries regarding this new law and its requirements.

©2019 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Reproduction of this material in whole or in part is prohibited without the express prior written consent of Jackson Lewis P.C., a law firm that built its reputation on providing workplace law representation to management. Founded in 1958, the firm has grown to more than 900 attorneys in major cities nationwide serving clients across a wide range of practices and industries including government relations, healthcare and sports law. More information about Jackson Lewis can be found at

See AllRelated Articles You May Like

May 15, 2019

EPLI Trends, Sexual Harassment Claims, and Planning for 2019

May 15, 2019

As workplace laws continue to evolve, the potential risk exposure is increasing. Jackson Lewis prepared this trends overview to help assess the current workplace law landscape in the #MeToo era and the wave of agency charges, latest claims, and new laws.  Highlights include: Pay Equity Lawsuits: The Next Wave of Litigation... Read More

May 10, 2019

Commission-Only Inside Salespersons are Entitled to Overtime and Sunday Pay Under Massachusetts Law

May 10, 2019

Adhering to the “plain and ordinary” language of the state’s overtime statute and related regulations, the Massachusetts Supreme Judicial Court has held that inside sales employees paid on a 100-percent-commission basis are additionally entitled to pay for overtime hours worked and premium pay for work on Sundays. Sullivan v. Sleepy’s... Read More

May 7, 2019

California’s ‘ABC’ Test for Independent Contractor Analysis to be Applied Retroactively

May 7, 2019

California employers were dealt another setback in responding to claims of misclassification of independent contractor status for violations of the Industrial Welfare Commission Wage Orders (IWC Wage Orders). Noting California’s “basic legal tradition” that “judicial decisions are given retroactive effect,” the U.S. Court of Appeals for... Read More