Chicago Fair Workweek Law: what employers must do
Illinois · effective since 2020 · covers Building services, healthcare, hotels, manufacturing, restaurants, retail, warehouse services
The short version
Chicago requires 14 days' advance schedule notice across seven industries, one hour of predictability pay for most employer-initiated changes, and 50% pay for short-notice cancellations.
Below: the advance-notice window, predictability-pay formula, access-to-hours rule, coverage threshold and penalties — each with a dated source.
Not sure these apply to your business? Run the free coverage checker →
The five obligations
Advance schedule notice · 14 days
Covered employers must post written work schedules at least 14 days in advance (10 days from July 2020, raised to 14 days in July 2022). New hires must also receive a good-faith estimate of their days and hours for the first 90 days.
Predictability pay · 1 hour added; 50% if cancelled <24h
For an employer-initiated change made with more than 24 hours' notice, the worker is owed one extra hour of predictability pay. If a shift is cancelled or reduced with less than 24 hours' notice, the worker is owed at least 50% of the pay for the scheduled hours not worked.
Access to hours · Yes — offer hours to existing staff first
Before hiring new employees or temporary/staffing-agency workers, a covered employer must first offer the additional work to existing qualified employees.
Who is covered · 100+ employees (nonprofits 250+; restaurants 30+ locations & 250+ staff)
Applies to employers with 100 or more employees globally (250+ for nonprofits, and restaurants with at least 30 locations and 250 employees) in building services, healthcare, hotels, manufacturing, restaurants, retail, and warehouse services.
Penalties for non-compliance · $300–$500 per affected employee, per violation, per day
Each violation carries a fine of $300 to $500 per affected covered employee, and each day a violation continues is a separate offense. Prevailing employees in a civil action also recover withheld predictability pay plus costs and attorney's fees; retaliation carries a separate $1,000 fine.
Rest between shifts / “clopening”
Right to decline a shift that begins less than 10 hours after the previous one; if the worker agrees, the second shift is paid at 1.25× the regular rate.
The part the vendor guides bury
Chicago covers the broadest industry list of any major fair-workweek jurisdiction — healthcare, manufacturing and warehousing are in scope, not just retail and food. Revised rules took effect June 1, 2026, so confirm the current rule text before relying on older summaries.
Building the schedule this applies to?
Lay out the rota first with our free, no-signup employee schedule maker or a weekly schedule template — then post it inside Chicago's advance-notice window so you never owe predictability pay.
Frequently asked questions
How far in advance must employers post schedules in Chicago?
Covered employers must post written work schedules at least 14 days in advance (10 days from July 2020, raised to 14 days in July 2022). New hires must also receive a good-faith estimate of their days and hours for the first 90 days.
What is predictability pay in Chicago?
For an employer-initiated change made with more than 24 hours' notice, the worker is owed one extra hour of predictability pay. If a shift is cancelled or reduced with less than 24 hours' notice, the worker is owed at least 50% of the pay for the scheduled hours not worked.
Which employers does the Chicago fair workweek law cover?
Applies to employers with 100 or more employees globally (250+ for nonprofits, and restaurants with at least 30 locations and 250 employees) in building services, healthcare, hotels, manufacturing, restaurants, retail, and warehouse services.
What are the penalties for violating the Chicago fair workweek law?
Each violation carries a fine of $300 to $500 per affected covered employee, and each day a violation continues is a separate offense. Prevailing employees in a civil action also recover withheld predictability pay plus costs and attorney's fees; retaliation carries a separate $1,000 fine.
Sources
https://codelibrary.amlegal.com/codes/chicago/latest/chicago_il/0-0-0-2639907
https://www.littler.com/news-analysis/asap/chicago-implements-changes-fair-workweek-rules-which-take-effect-june-1-2026
https://www.taftlaw.com/news-events/law-bulletins/chicago-passes-fair-workweek-ordinance/
This page is cited public information, not legal or compliance advice. Whether the Chicago fair workweek law applies to you depends on your industry, headcount and locations, and the ordinance changes. Always confirm current obligations with the jurisdiction before posting schedules.