Illinois
Illinois Minimum Wage 2026: $15.00 an Hour, Chicago and Cook County
Independently fact-checked against primary sources (last audited September 30, 2026). · 13 primary sources cited on this page. How we verify our legal content
Illinois workers 18 and older are owed at least $15.00 an hour under the Illinois Minimum Wage Law, 820 ILCS 105/4(a)(1), a rate in force since January 1, 2025. That is more than double the federal $7.25, so the state rate is the one that applies. The statute fixes the $15.00 figure and carries no indexing and no scheduled step for 2026 or 2027, so the statewide rate is not scheduled to change on January 1, 2027. Two local governments pay more: Chicago ($17.05 for most employers) and suburban Cook County ($15.40), both since July 1, 2026.
Information last verified on September 29, 2026. This article has not been reviewed by a licensed lawyer.
Jurisdiction scope: This page covers the Illinois Minimum Wage Law (820 ILCS 105), the City of Chicago and Cook County minimum wage ordinances, and the federal Fair Labor Standards Act (FLSA) overlay. It does not cover overtime rules in detail, the Illinois Wage Payment and Collection Act, or other states.
Illinois minimum wage rates at a glance
The table below lists each rate a worker is most likely to ask about, with the date it took effect. All statewide figures come from the Illinois statute and the Illinois Department of Labor (IDOL).
| Who | Hourly rate | In force since |
|---|---|---|
| Employees 18 and older (statewide) | $15.00 | January 1, 2025 |
| Employees under 18 working 650 hours or fewer for the employer in a calendar year | $13.00 | January 1, 2025 |
| Tipped employees, statewide cash wage (40% tip credit) | $9.00 | January 1, 2025 |
| Chicago, employers with 4 or more employees | $17.05 | July 1, 2026 |
| Chicago, tipped employees | $12.96 | July 1, 2026 |
| Suburban Cook County (municipalities that have not opted out) | $15.40 | July 1, 2026 |
| Suburban Cook County, tipped employees | $9.25 | July 1, 2026 |
The state statute sets the adult rate in 820 ILCS 105/4: "on and after January 1, 2025, every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $15 per hour." The youth rate is set in the same section as "$13 per hour on and after January 1, 2025."
Will the Illinois minimum wage go up in 2027?
Not by statute. The $15.00 rate is a fixed figure, and the part of section 4 that research opened contains no cost-of-living indexing and no later scheduled increase. Outside Chicago and Cook County, $15.00 stays the statewide rate unless the General Assembly changes the law.
The July 1 dates matter only in Chicago and Cook County. Both governments adjust their rates each July 1. Neither had announced a July 1, 2027 general rate when this page was last verified, so this page does not give one. The Chicago Department of Business Affairs and Consumer Protection (BACP) says the increase follows the Consumer Price Index or 2.5%, whichever is lower.
Chicago minimum wage
Since July 1, 2026, Chicago's minimum wage is $17.05 an hour for employers with four or more employees. The city sets separate figures for some groups:
- General rate (employers with 4 or more employees): $17.05 an hour.
- Tipped employees: $12.96 an hour.
- City contracts and concessionaires: $18.50 an hour.
- Domestic workers and youth in subsidized programs: $17.05 an hour.
Chicago's tipped schedule changed in 2026. Under a compromise ordinance passed May 20, 2026, the city delayed the planned phase-out of the tip credit. The ordinance sets the tip credit as a percentage of the Chicago minimum wage, not as a fixed dollar figure. The credit stays at 24% of the applicable minimum wage through June 30, 2028 (Municipal Code of Chicago 6-105-030(a)(3)), so the tipped cash wage is $12.96 now and would move with the general rate if that rate changes on July 1, 2027.
The later steps depend on employer size. Under the ordinance (SO2026-0024043), employers with 21 or more employees may take a credit of 16% from July 1, 2028, 8% from July 1, 2029, and none from July 1, 2030. Employers with 4 to 20 employees keep the 24% credit through June 30, 2030, then 16% from July 1, 2030, 12% from July 1, 2031 and 6% from July 1, 2032, with no credit from July 1, 2033. The city has not published dollar tipped rates for those years, because each depends on the general rate in effect at the time.
The general Chicago rate adjusts every July 1. The 2027 figure had not been announced when this page was last verified; the city's minimum wage page is where the new rate is posted.
Cook County minimum wage
Under the Cook County Minimum Wage Ordinance, the county rate since July 1, 2026 is $15.40 an hour for non-tipped workers and $9.25 for tipped workers, for employees 18 and older at employers with four or more employees who work at least 2 hours in Cook County in any two-week period; domestic workers are covered regardless of employer size. The county announced the figures in a notice from the Commission on Human Rights.
Cook County's rule applies to suburban Cook County. Chicago has its own ordinance. The county's FAQ says some municipalities have opted out of the county ordinance and that the list changes frequently, so a worker in a suburb should confirm with the county whether the ordinance covers that municipality.
The county may adjust the rate each July 1 by formula. In 2026 the county used the 2.5% cap rate, and the formula does not use the CPI adjustment when the county unemployment rate is 8.5% or more. The county had not announced a July 1, 2027 rate when this page was last verified.
Illinois tipped minimum wage
Illinois allows a tip credit of up to 40% of the applicable minimum wage. On the $15.00 statewide rate, IDOL's rate table lists a $9.00 tipped cash wage. In 820 ILCS 105/4, the law says a tipped employee "is entitled to an allowance for gratuities as part of the hourly wage rate provided in Section 4, subsection (a) in an amount not to exceed 40% of the applicable minimum wage rate."
The tip credit has conditions. The Director of Labor requires the employer to provide substantial evidence that the employee received the claimed tips and that no part was returned to the employer. If tips fall short of the full minimum, the employer owes the difference.
A common mix-up is the $9.25 figure. That is Cook County's tipped rate, not the statewide rate. In Chicago, the tipped rate is $12.96.
No bill has eliminated the statewide tip credit. House Bill 4263, which would make tip-credit regulation exclusive to the State and bar home-rule units such as Chicago from setting their own, was re-referred to the House Rules Committee on April 17, 2026. It is not law.
Youth, learner, and other lower rates
Illinois allows several lower rates. Each has limits.
- Under 18: $13.00 an hour, but only for the first 650 hours worked for that employer in a calendar year. A worker under 18 who works more than 650 hours for the employer in a calendar year must be paid the adult rate.
- First 90 days (18 and older): an employer may pay not more than 50 cents less than the adult rate during an employee's first 90 consecutive calendar days. This does not apply to day or temporary laborers or to occasional or irregular work of 90 days or less.
- Learners: under 820 ILCS 105/6, the Director regulates learner wages. An employer may not pay a learner less than 70% of the minimum wage, and a worker is not a learner after 6 months unless the Director finds otherwise.
- Camp counselors: resident counselors of not-for-profit seasonal camps who work 40 or more hours a week and earn a weekly salary of at least the adult 40-hour minimum are not subject to the adult minimum wage. The employer may count meals and lodging up to 25%.
- Workers with disabilities: IDOL states that it will stop issuing and recognizing licenses to pay disabled workers less than the minimum wage on December 31, 2029.
Who the Illinois law does not cover
Under 820 ILCS 105/3, the Act excludes people who work for an employer with fewer than four employees (not counting the employer's parent, spouse, child, or immediate family). It also excludes small agricultural and aquacultural employers (under a 500 man-day test), outside salesmen, members of religious organizations, students at their own accredited Illinois college who are covered by the FLSA, and motor carrier drivers subject to U.S. Department of Transportation hours rules, among others listed in section 3(d).
A worker excluded from the Illinois Act may still be covered by the federal FLSA, which has its own coverage rules and exemptions. See the page on the federal minimum wage.
How Illinois and federal minimum wage law work together
The FLSA sets a $7.25 floor (29 U.S.C. 206(a)(1)(C)). Under 29 U.S.C. 218(a), the federal law does not excuse compliance with a state law or municipal ordinance that sets a higher minimum wage. The U.S. Department of Labor says the same: where an employee is covered by both state and federal law, the employee is entitled to the higher rate. In Illinois that means $15.00 statewide, and the higher Chicago or Cook County figure where an ordinance applies.
What to do if you are paid less than the minimum wage
The Illinois Department of Labor's Fair Labor Standards Division takes complaints about unpaid regular pay, overtime, minimum wage, tips, bonuses, severance, and commissions. A worker can file through the IDOL workplace complaint page or call the agency hotline at (800) 478-3998.
A worker can also sue. Under 820 ILCS 105/12, an employee who is paid less than the minimum can bring a civil action for treble the underpayment, costs and attorney fees, plus damages of 5% of the underpayment per month, and must sue within 3 years of the underpayment. The Director can bring an action within 5 years.
Paying below the minimum is a Class B misdemeanor under 820 ILCS 105/11(b). Discharging or discriminating against an employee for making a wage complaint is a Class B misdemeanor under 820 ILCS 105/11(c). The sections reviewed for this page do not describe a separate civil retaliation remedy.
For more on collecting wages you are owed after a job ends, see the guide to unpaid wages and Illinois' final paycheck rules. To estimate overtime, use the overtime calculator.
Common Illinois minimum wage mix-ups
- "Illinois goes up again in 2027." The statewide $15.00 rate is fixed in the statute. Only Chicago and Cook County adjust each July 1.
- "The tipped wage is $9.25." That is Cook County. The statewide tipped cash wage is $9.00.
- "Chicago's tipped wage ends in 2028." The 24% tip credit, not a fixed $12.96, holds through June 30, 2028. After that, employers with 21 or more employees lose the credit on July 1, 2030, and employers with 4 to 20 employees on July 1, 2033.
Disclaimer: This page provides general legal information, not legal advice. It reflects the Illinois Minimum Wage Law, the Chicago and Cook County ordinances, and the federal FLSA as verified on September 29, 2026. For advice on your situation, consult a lawyer licensed in Illinois or contact the Illinois Department of Labor.
Related
- Minimum wage by state
- Federal minimum wage
- Illinois final paycheck laws
- Illinois at-will employment laws
- Unpaid wages and final paychecks
- Overtime calculator
Last updated: September 29, 2026.
Frequently Asked Questions
What is the minimum wage in Illinois?
$15.00 an hour for employees 18 and older, in force since January 1, 2025 under 820 ILCS 105/4(a)(1). Chicago ($17.05) and suburban Cook County ($15.40) pay more since July 1, 2026.
Is the Illinois minimum wage going up in 2027?
The statewide rate is fixed at $15.00 in the statute, and the statute schedules no 2027 step. Chicago and Cook County adjust each July 1 and had not announced 2027 rates when this page was verified.
What is the minimum wage in Chicago?
$17.05 an hour for employers with four or more employees since July 1, 2026, per the Chicago Department of Business Affairs and Consumer Protection. City contracts and concessionaires are $18.50.
What is the tipped minimum wage in Illinois?
The statewide tipped cash wage is $9.00, based on a tip credit of up to 40% of the $15.00 rate (820 ILCS 105/4). Cook County is $9.25 and Chicago is $12.96.
What is the Illinois minimum wage for a 16-year-old?
Workers under 18 may be paid $13.00 an hour for the first 650 hours worked for that employer in a calendar year. After 650 hours with that employer in a calendar year, the adult rate of $15.00 applies.
Does Illinois have a training wage?
For workers 18 and older, an employer may pay up to 50 cents less than the adult rate during the first 90 consecutive calendar days, with exceptions. Learners regulated by the Director must receive at least 70% of the minimum wage (820 ILCS 105/4 and 105/6).
Does Illinois minimum wage apply to small businesses?
The Act excludes people who work for an employer with fewer than four employees (820 ILCS 105/3). The federal FLSA may still cover them.
How long do I have to sue for unpaid minimum wage in Illinois?
A civil action must be brought within 3 years of the underpayment, and it can recover treble the underpayment, costs, attorney fees, and 5% per month in damages (820 ILCS 105/12).
Which minimum wage applies if federal and state rates differ?
The higher one. Federal law does not excuse compliance with a higher state or local minimum wage (29 U.S.C. 218(a)).
Updates
Independently fact-checked against the cited primary sources
The Law Behind This Article
This article rests on the statutory provisions below, held in our own legal record and retrieved from the official source. Tap a section to read the operative text.
Illinois Compiled Statutes Chapter 820, Act 105 (Minimum Wage Law)
§ 4(a)(1) Every employer shall pay to each of his employees in every occupation wages of not less than $2.30 per hour or in the case of employees under 18 years of age wages of not less than $1.95 per hour, except as provided in Sections 5 and 6 of this Act, and on and after January 1, 1984, every employer shall pay to each of his employees in every occupation wages of not less than $2.65 per hour or in the case of employees under 18 years of age wages of not less than $2.25 per hour, and on and after October 1, 1984 every employer shall pay to each of his employees in every occupation wages of not less than $3.00 per hour or in the case of employees under 18 years of age wages of not less than $2.55 per hour, and on or after July 1, 1985 every employer shall pay to each of his employees in every occupation wages of not less than $3.35 per hour or in the case of employees under 18 years of age wages of not less than $2.85 per hour, and from January 1, 2004 through December 31, 2004 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $5.50 per hour, and from January 1, 2005 through June 30, 2007 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $6.50 per hour, and from July 1, 2007 through June 30, 2008 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $7.50 per hour, and from July 1, 2008 through June 30, 2009 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $7.75 per hour, and from July 1, 2009 through June 30, 2010 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $8.00 per hour, and from July 1, 2010 through December 31, 2019 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $8.25 per hour, and from January 1, 2020 through June 30, 2020, every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $9.25 per hour, and from July 1, 2020 through December 31, 2020 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $10 per hour, and from January 1, 2021 through December 31, 2021 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $11 per hour, and from January 1, 2022 through December 31, 2022 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $12 per hour, and from January 1, 2023 through December 31, 2023 every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $13 per hour, and from January 1, 2024 through December 31, 2024, every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $14 per hour; and on and after January 1, 2025, every employer shall pay to each of his or her employees who is 18 years of age or older in every occupation wages of not less than $15 per hourIn force
(2) Unless an employee's wages are reduced under Section 6, then in lieu of the rate prescribed in item (1) of this subsection (a), an employer may pay an employee who is 18 years of age or older, during the first 90 consecutive calendar days after the employee is initially employed by the employer, a wage that is not more than 50¢ less than the wage prescribed in item (1) of this subsection (a); however, an employer shall pay not less than the rate prescribed in item (1) of this subsection (a) to: (A) a day or temporary laborer, as defined in Section 5 of the Day and Temporary Labor Services Act, who is 18 years of age or older; and (B) an employee who is 18 years of age or older and whose employment is occasional or irregular and requires not more than 90 days to complete. (3) At no time on or before December 31, 2019 shall the wages paid to any employee under 18 years of age be more than 50¢ less than the wage required to be paid to employees who are at least 18 years of age under item (1) of this subsection (a).
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at ilga.gov
§ 3As used in this Act: (a) "Director" means the Director of the Department of Labor, and "Department" means the Department of LaborIn force
(b) "Wages" means compensation due to an employee by reason of his employment, including allowances determined by the Director in accordance with the provisions of this Act for gratuities and, when furnished by the employer, for meals and lodging actually used by the employee. (c) "Employer" includes any individual, partnership, association, corporation, limited liability company, business trust, governmental or quasi-governmental body, or any person or group of persons acting directly or indirectly in the interest of an employer in relation to an employee, for which one or more persons are gainfully employed on some day within a calendar year. An employer is subject to this Act in a calendar year on and after the first day in such calendar year in which he employs one or more persons, and for the following calendar year.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at ilga.gov
§ 6(a) For any occupation, the Director may provide by regulation for the employment in that occupation of learners at such wages lower than the minimum wage provided in items (1) and (3) of subsection (a) of Section 4 as the Director may find appropriate to prevent curtailment of opportunities for employment and to safeguard the minimum wage rate of this ActIn force
(b) Where the Director has provided by regulation for the employment of learners, such regulations are subject to provisions hereinafter set forth and to such additional terms and conditions as may be established in supplemental regulations applicable to the employment of learners in particular industries. (c) In any occupation, every employer may pay a subminimum wage to learners during their period of learning. However, under no circumstances, may an employer pay a learner a wage less than 70% of the minimum wage rate provided in item (1) of subsection (a) of Section 4 of this Act for employees 18 years of age or older. (d) No person is deemed a learner in any occupation for which he has completed the required training; and in no case may a person be deemed a learner in that occupation after 6 months of such training, except where the Director finds, after investigation, that for the particular occupation a minimum of proficiency cannot be acquired in 6 months.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at ilga.gov
§ 12(a) If any employee is paid by his or her employer less than the wage to which he or she is entitled under the provisions of this Act, the employee may recover in a civil action treble the amount of any such underpayments together with costs and such reasonable attorney's fees as may be allowed by the Court, and damages of 5% of the amount of any such underpayments for each month following the date of payment during which such underpayments remain unpaidIn force
Any agreement between the employee and the employer to work for less than such wage is no defense to such action. At the request of the employee or on motion of the Director of Labor, the Department of Labor may make an assignment of such wage claim in trust for the assigning employee and may bring any legal action necessary to collect such claim, and the employer shall be required to pay the costs incurred in collecting such claim. Every such action shall be brought within 3 years from the date of the underpayment. Such employer shall be liable to the Department of Labor for a penalty in an amount of up to 20% of the total employer's underpayment where the employer's conduct is proven by a preponderance of the evidence to be willful, repeated, or with reckless disregard of this Act or any rule adopted under this Act. Such employer shall be liable to the Department for an additional penalty of $1,500. All administrative penalties ordered under this Act shall be paid by certified check, money order, or an electronic payment system designated by the Department for such purposes and shall be made payable to or deposited into the Department's Wage Theft Enforcement Fund.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at ilga.gov
§ 11(a) Any employer or his agent, or the officer or agent of any private employer who: (1) hinders or delays the Director or his authorized representative in the performance of his duties in the enforcement of this Act; or (2) refuses to admit the Director or his authorized representative to any place of employment; or (3) fails to keep the records required under this Act or to furnish such records required or any information to be furnished under this Act to the Director or his authorized representative upon request; or (4) fails to make and preserve any records as required hereunder; or (5) falsifies any such record; or (6) refuses to make such records available to the Director or his authorized representative; or (7) refuses to furnish a sworn statement of such records or any other information required for the proper enforcement of this Act; or (8) fails to post a summary of this Act or a copy of any applicable regulation as required by Section 9 of this Act; shall be guilty of a Class B misdemeanor; and each day of such failure to keep the records required under this Act or to furnish such records or information to the Director or his authorized representative or to fail to post information as required herein constitutes a separate offenseIn force
Any such employer who fails to keep payroll records as required by this Act shall be liable to the Department for a penalty of $100 per impacted employee, payable to the Department's Wage Theft Enforcement Fund. (b) Any employer or his agent, or the officer or agent of any private employer, who pays or agrees to pay to any employee wages at a rate less than the rate applicable under this Act or of any regulation issued under this Act is guilty of a Class B misdemeanor, and each week on any day of which such employee is paid less than the wage rate applicable under this Act constitutes a separate offense.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at ilga.gov
United States Code Title 29
§ 206Minimum wageIn forcecited in 49 of our articles
Every employer shall pay to each of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, wages at the following rates: except as otherwise provided in this section, not less than— $5.85 an hour, beginning on the 60th day after May 25, 2007; $6.55 an hour, beginning 12 months after that 60th day; and $7.25 an hour, beginning 24 months after that 60th day; if such employee is a home worker in Puerto Rico or the Virgin Islands, not less than the minimum piece rate prescribed by regulation or order; or, if no such minimum piece rate is in effect, any piece rate adopted by such employer which shall yield, to the proportion or class of employees prescribed by regulation or order, not less than the applicable minimum hourly wage rate. Such minimum piece rates or employer piece rates shall be commensurate with, and shall be paid in lieu of, the minimum hourly wage rate applicable under the provisions of this section.
Official text (excerpt) · last checked 2026-07-28 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 6,250 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Mark D. Tourscher v. Martin Horn, Secretary of the Pa. Dept. Of Corrections John McCullough Superintendent ,(d.c. Civil No. 98-Cv-00176j) (Court of Appeals for the Third Circuit 1999, 184 F.3d 236)“…wage provisions of the Fair Labor Standards Act (“FLSA”), 29 U.S.C. § 206 (a), for the work he was compelled to d…”
- Christensen v. Harris County (Supreme Court of the United States 2000, 529 U.S. 576)“…in the private sector of the economy or the public sector. 29 U. S. C. §§ 206 , 207 (1994 ed. and Supp. III). In 1985…”
- Barrentine v. Arkansas-Best Freight System, Inc. (Supreme Court of the United States 1981, 450 U.S. 728)“…a minimum wage under § 6 of the Fair Labor Standards Act, 29 U. S. C. § 206 , may not be waived through a collectiv…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Ohio Debt Collection Laws: Garnishment Formula, the 6-Year Consumer Debt Rule, and Repossession, Federal Minimum Wage 2026: $7.25 an Hour Since 2009, Minimum Wage by State 2026: All 50 States and DC
§ 218Relation to other lawsIn forcecited in 52 of our articles
No provision of this chapter or of any order thereunder shall excuse noncompliance with any Federal or State law or municipal ordinance establishing a minimum wage higher than the minimum wage established under this chapter or a maximum work week lower than the maximum workweek established under this chapter, and no provision of this chapter relating to the employment of child labor shall justify noncompliance with any Federal or State law or municipal ordinance establishing a higher standard than the standard established under this chapter. No provision of this chapter shall justify any employer in reducing a wage paid by him which is in excess of the applicable minimum wage under this chapter, or justify any employer in increasing hours of employment maintained by him which are shorter than the maximum hours applicable under this chapter.
Official text (excerpt) · last checked 2026-07-28 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 312 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Philip Williamson Itzik Riefronda Kirlin Thomas Painter,plaintiffs-Appellants v. General Dynamics Corporation,opinion (Court of Appeals for the Ninth Circuit 2000, 208 F.3d 1144)“…wage, hour, and child labor legislation. See 29 U.S.C. § 218 (a). 1 *1151…”
- United States v. Klinghoffer Bros. Realty Corp., Irving Jacobson and Albert Klinghoffer (Court of Appeals for the Second Circuit 1961, 285 F.2d 487)“…agreement to accept reduced pay is valid, notwithstanding 29 U.S.C. § 218 . White v. Witwer Grocer Co., 8 Cir.,…”
- Pacific Merchant Shipping Ass'n v. Aubry (Court of Appeals for the Ninth Circuit 1990, 918 F.2d 1409)“…han the maximum workweek established under this chapter. 29 U.S.C. Section 218 (a). The employees and the United State…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Alabama Minimum Wage 2026: $7.25 Federal, No State Rate, Alaska Minimum Wage 2026: $14.00 an Hour, $15.00 in July 2027, Arizona Minimum Wage 2026: $15.15 Per Hour, $15.65 in 2027
Search our full record of US law — 2.1 million sections, every state + federal →
Sources and References
- Illinois Minimum Wage Law, 820 ILCS 105/4 (rates, tip credit, youth)(ilga.gov).gov
- Illinois Minimum Wage Law, 820 ILCS 105/3 (coverage)(ilga.gov).gov
- Illinois Minimum Wage Law, 820 ILCS 105/6 (learners)(ilga.gov).gov
- Illinois Minimum Wage Law, 820 ILCS 105/12 (damages, limitations)(ilga.gov).gov
- Illinois Department of Labor: Minimum Wage Law(labor.illinois.gov).gov
- Illinois Department of Labor: File a Workplace Complaint(labor.illinois.gov).gov
- City of Chicago BACP: Minimum Wage Information(chicago.gov).gov
- Chicago BACP: July 2026 minimum wage one-pager(chicago.gov).gov
- City of Chicago ordinance SO2026-0024043 (tip credit schedule, MCC 6-105-030), passed May 20, 2026(chicityclerkelms.chicago.gov).gov
- Cook County: notice of minimum wage ordinance rates(cookcountyil.gov).gov
- Cook County Minimum Wage Ordinance FAQ (July 1, 2026)(cookcountyil.gov).gov
- Illinois General Assembly: HB 4263 bill status(ilga.gov).gov
- 29 U.S.C. 206 (federal minimum wage)(law.cornell.edu)
- 29 U.S.C. 218 (relation to other laws)(law.cornell.edu)
- U.S. Department of Labor: Minimum Wage FAQ(dol.gov).gov