When does overtime start in Illinois?

Illinois's verified weekly overtime threshold in the registry is 40 hours in a workweek for covered nonexempt employees. Some workers and employers may be exempt, and federal law may also apply.

Does Illinois have daily overtime?

Illinois's verified overtime registry does not list a statewide daily overtime trigger. The calculator therefore uses the weekly workweek rule and does not add overtime merely because one shift was longer than eight or twelve hours.

Can daily, weekly, or seventh-day premiums stack in Illinois?

No. This calculator assigns an hour the single highest applicable overtime premium. It does not pay both a daily and weekly premium on the same hour, which avoids double-counting while still preserving the more protective verified trigger.

What does this Illinois overtime calculator not decide?

It does not decide exempt status, whether the employer is covered by the FLSA or state law, how a bonus must be allocated across multiple workweeks, or whether a special industry rule, collective-bargaining agreement, public contract, or local ordinance changes the result.

Illinois Overtime Calculator | State Wage Tools

State

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Illinois overtime is owed at 1.5 times the regular rate after 40 hours in a workweek, under 820 ILCS 105/4a. — Source

Calculate Illinois overtime pay

Enter one workweek. The calculator uses straight-time pay for all hours, then adds only the extra overtime premium for hours that qualify.

Illinois overtime rule used by this calculator

Illinois's verified weekly overtime rule pays 1.5 times the regular rate after 40 hours in a workweek. The calculation uses the registry source shown above.

Basic formula

straight-time pay = total hours × hourly rate regular rate = (straight-time pay + includable pay) ÷ total hours overtime premium = premium hours × regular rate × (1.5 − 1) gross pay = straight-time pay + includable pay + overtime premium

Worked example

Illinois: weekly overtime only

45 hours at a single hourly rate weekly overtime hours = 45 − 40overtime premium = premium hours × regular rate × (1.5 − 1)

What this does not determine

Whether the worker is exempt from overtime under state law or the federal FLSA.
Whether the employer is covered by the FLSA, which matters especially when a state rule reaches only non-FLSA employers.
Multi-rate weighted-average regular-rate issues beyond the single additional-pay field.
Public works, prevailing wage, local ordinances, union contracts, agriculture, transportation, or other industry-specific rules.
Whether a bonus or commission must be allocated to a different workweek.

Sources and verification

This page reads the overtime threshold, multiplier, special daily/seventh-day flags, coverage cautions, and source URL from src/data/states.json. The visible source for this page is the verified registry source and the citation used in prose is 820 ILCS 105/4a. Automated tests cover the state's distinctive branch, weekly math, non-stacking of premium hours, and visible result rendering.

Illinois overtime law: state statute, local wage tiers, and what ODRISA adds

Illinois's state overtime law is codified in 820 ILCS 105/4a(1), part of the Illinois Minimum Wage Law. It requires time-and-a-half pay for hours worked in excess of 40 in a workweek — the same threshold as the federal FLSA, but under a state statute that gives workers an independent state-law remedy in Illinois courts. The Illinois overtime law applies to employers with four or more employees (excluding domestic workers in private residences). There is no daily overtime in Illinois.

Illinois also has the One Day Rest In Seven Act (ODRISA, 820 ILCS 140), which requires employers to give workers at least 24 consecutive hours off per 7-day period and a 20-minute meal break for every 7.5-hour shift. ODRISA is distinct from overtime: it does not require premium pay for working on that rest day, but it does require the employer to provide the rest day in the first place. If an employer requires work on what should have been the rest day, that can raise a violation — but the pay for those hours is straight time, not overtime, unless the weekly total exceeds 40.

Illinois has a significant local wage tier situation: Chicago's minimum wage is $17.05/hr effective July 1, 2026, and Cook County's is $15.40/hr — both above the $15.00 statewide rate (effective January 1, 2025). The Illinois Department of Labor enforces both the state overtime law and local ordinances.

How does Illinois compare to its neighbors? Indiana mirrors federal FLSA and has no additional state overtime protection. Iowa has no independent state overtime statute. Missouri follows the FLSA 40-hour threshold with a seasonal amusement exception. Wisconsin uses weekly-40 at 1.5× under DWD Admin. Code Ch. 274. Illinois is the only state in this cluster with an active local minimum wage tier that substantially exceeds the state floor — Chicago's rate is more than $2/hr above the state minimum.

Common questions

Does Illinois have its own overtime statute separate from the federal FLSA?

Yes. 820 ILCS 105/4a(1), part of the Illinois Minimum Wage Law, requires overtime at 1.5× the regular rate after 40 hours in a workweek for covered employers with four or more employees. This gives Illinois workers an independent state-law claim in Illinois courts in addition to the federal FLSA right.

Does the One Day Rest In Seven Act (ODRISA) affect overtime in Illinois?

Not directly. ODRISA (820 ILCS 140) requires 24 consecutive hours off per 7-day period and meal breaks, but it does not create an overtime premium for working on a rest day. If an employer requires work on the rest day, the additional hours are straight time unless the weekly total exceeds 40 — at which point the state overtime law and FLSA both require time-and-a-half for those excess hours.

Does Chicago's higher minimum wage affect overtime calculations in Illinois?

Chicago's minimum wage of $17.05/hr (effective July 1, 2026) sets the floor for workers in Chicago. For overtime purposes, the regular rate — which includes non-discretionary bonuses and other includable pay — must be calculated using the actual hourly rate paid, which must be at least $17.05 in Chicago. Higher base rates mean higher overtime premiums.

Is there daily overtime in Illinois?

No. Illinois has no daily overtime rule. 820 ILCS 105/4a(1) requires overtime only after 40 hours in a workweek, not after 8 hours in a day. California and Nevada have daily triggers; Illinois does not. A 12-hour Illinois shift earns straight time for all 12 hours unless the week's total exceeds 40.