Illinois Requires Employers to Pay Employees for Jury Service
On July 31, 2026, Governor JB Pritzker signed House Bill 4844 (“HB 4844”) into law, expanding employer obligations under the Illinois Jury Act and Jury Commission Act. Under the new law, Illinois employers with more than 25 employees must compensate employees at their regular rate of pay for time spent serving on jury duty.
Previously, Illinois law required employers to provide employees time off for jury service but did not require employers to compensate employees for that time. HB 4844 changes that rule by making jury service paid time off for employees of covered employers. The new requirement takes effect on January 1, 2027.
What Employers Need to Know
Employers with more than 25 employees must compensate employees at their regular rate of pay for time spent serving on jury duty, while employers with 25 or fewer employees are exempt from this new compensation requirement. Regardless of employer size, existing protections related to jury service remain in effect, including protections against retaliation and the right to take necessary time off to serve.
Employees are required to provide reasonable notice of their jury service, which generally means providing their employer with a copy of the jury summons within 10 days after it is issued. Employers may not discharge, threaten, intimidate, or coerce an employee because of actual or scheduled jury service. They also cannot deny an employee the time off necessary to fulfill jury service obligations.
Potential Employer Liability
The existing enforcement provisions of the Jury Act and Jury Commission Act remain in effect. An employer that violates the statutory protections of these Acts may be liable for an employee’s lost wages or benefits and may be subject to injunctive relief, including reinstatement. A court may also award reasonable attorneys’ fees to a prevailing employee represented by counsel.
What Employers Should Do Now
Illinois employers should promptly review their jury duty policies and practices ahead of the new law going into effect. Levin Ginsburg recommends that employers:
- Review payroll procedures to ensure employees entitled to paid jury service continue to receive their regular rate of pay while serving on a jury.
- Update employee handbooks and leave policies to reflect the new compensation requirement.
- Train managers and HR personnel regarding the new pay requirement, employee notice obligations, and existing protections against retaliation.
- Review multi-state policies to ensure Illinois-specific jury duty requirements are properly addressed for employees working in Illinois.
Employers should take steps now to ensure their policies and payroll practices comply with HB 4844. For assistance updating employee handbooks or policies or addressing questions regarding Illinois jury duty requirements, please contact Levin Ginsburg’s Labor & Employment practice group.
