Illinois Paid Leave Accrual Calculator

Estimate paid leave accrual under the Illinois Paid Leave for All Workers Act (820 ILCS 192): one hour for every 40 hours worked, up to 40 hours per year — usable for any reason.

Illinois's Paid Leave for All Workers Act (820 ILCS 192, effective January 1, 2024) requires employers of all sizes to provide at least one hour of paid leave for every 40 hours worked, up to 40 hours per year, usable for any reason without documentation. — Illinois Department of Labor — Paid Leave for All Workers

Scope: This calculator models the statewide minimum under 820 ILCS 192. Chicago and Cook County ordinances, employer frontloading arrangements, and exempt employee categories are outside this tool's scope.

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Illinois Paid Leave for All Workers Act (820 ILCS 192)

Under 820 ILCS 192, covered employees accrue one hour of paid leave for every 40 hours worked. Accrual begins on the first day of employment and continues throughout the accrual year.

Basic formula

raw accrual = hours worked / 40 accrual counted = min(raw accrual, annual cap) estimated balance = prior balance + accrual counted - leave used

Annual accrual cap

The annual cap on accrual is 40 hours per year for all covered employers. A more generous employer policy, contract, or local ordinance may allow a higher balance.

When can leave be used?

Accrued leave may first be used on the 90th calendar day of employment (for new employees hired after January 1, 2024). Hours continue accruing during the waiting period; the balance shown here may not yet be legally available to take.

Carryover and year-end balance

Up to 40 hours of unused paid leave carries forward to the next year. Employers may limit carry-forward to 40 hours. Alternatively, employers may frontload 40 hours at the start of the year and not carry over unused leave, provided the frontloaded amount is available from day one.

Leave payout at separation

Illinois Paid Leave for All Workers Act does not require payout of unused paid leave at separation under the statewide minimum. A specific employer policy promising payout would be a separate obligation.

What this calculator does not determine

Whether a particular employer is covered by 820 ILCS 192 (certain employers and employee categories are exempt).
Whether an employer uses a compliant frontloading arrangement instead of per-hour accrual.
Whether a local ordinance (Chicago, Cook County) provides greater benefits.
Whether a specific reason for leave is permissible — the act allows any reason, but an employer may still require reasonable notice.
How fractional accrual hours are tracked or rounded on payroll records.

Worked examples

Example 1: standard two-week pay period (80 hours worked)

hours worked = 80 raw accrual = 80 / 40 = 2.000 hours annual cap = 40 hours counted accrual = 2.0 hours

Example 2: full year of full-time work (2,080 hours), cap applies

hours worked = 2,080 raw accrual = 2,080 / 40 = 52.000 hours annual cap = 40 hours counted accrual = 40.0 hours

Sources and verification

The accrual ratio, 40-hour annual cap, carryover rule, and effective date are sourced from 820 ILCS 192 and the Illinois Department of Labor Paid Leave for All Workers page, verified August 2026. See the site's methodology for how rules become tested calculator logic.

Common questions

Does Illinois paid leave apply to all employers?

The Paid Leave for All Workers Act covers most Illinois employers and employees, but there are exemptions for certain worker categories including railroad employees, college students in temporary work programs, and workers covered by certain collective bargaining agreements. Check the full statute or IL DOL guidance for your specific situation.

Can Illinois paid leave be used for any reason?

Yes. Unlike paid sick leave laws, the Illinois Paid Leave for All Workers Act allows leave for any reason whatsoever. An employer may still require reasonable advance notice when leave is foreseeable, but may not require documentation or a specific reason.

Does Illinois paid leave carry over year to year?

Yes. Up to 40 hours carries forward. Employers may alternatively frontload 40 hours at the start of the year without tracking accrual, in which case unused leave generally does not carry over — confirm the method your employer uses.

Is Illinois paid leave paid out at termination?

820 ILCS 192 does not require payout of unused paid leave at separation. A written employer policy promising payout would create a separate obligation.

Do overtime hours count toward Illinois paid leave accrual?

Yes. Accrual is based on all hours worked, including overtime. The ratio is one hour per 40 hours worked regardless of pay rate or day.