Paid Leave Preemption: Arlington Heights vs Chicago
How do paid leave preemption rules compare between Arlington Heights, IL and Chicago, IL?
Arlington Heights has fewer restrictions than Chicago.
Arlington Heights, IL
Cook County
Cook County Ordinance 16-O-35 grants up to 5 paid sick days per year, but the same suburbs that opted out of the county minimum wage in 2017 also rejected this paid-leave mandate.
View full Arlington Heights rules →Chicago, IL
Cook County
Chicago's Paid Leave and Paid Sick and Safe Leave Ordinance, MCC Ch. 6-105 (effective July 2024), requires five paid leave days plus five paid sick days per year for employees who work in the city.
View full Chicago rules →Key Facts Comparison
| Fact | Arlington Heights | Chicago |
|---|---|---|
| Ordinance | Cook County 16-O-35 | - |
| Accrual rate | 1 hour per 40 worked | 1 hour per 35 worked |
| Annual cap | 40 hours (5 days) | - |
| State floor (2024) | Paid Leave for All Workers Act | - |
| Suburbs opted out | Approximately 70 municipalities | - |
| Code chapter | - | MCC Ch. 6-105 |
| Effective date | - | July 1, 2024 |
| Paid leave | - | 40 hours per year |
| Paid sick leave | - | 40 hours per year |
Highlighted rows indicate differences between cities.
Arlington Heights FAQ
If my suburb opted out, do I get any paid sick leave?
Yes. Illinois Paid Leave for All Workers Act, effective January 2024, guarantees 40 hours statewide regardless of local opt-out, providing a baseline that supersedes earlier opt-out gaps.
Can I use sick leave to care for a family member?
Yes. The Cook County ordinance covers personal illness, family-member care, domestic violence recovery, and public-health emergency closures. Documentation may be required after three consecutive days.
Chicago FAQ
Do I get paid out for unused leave when I leave my job?
Mid-size employers pay up to 16 unused paid-leave hours; large employers pay all unused paid-leave hours. Paid sick leave does not require payout under MCC 6-105.
What can I use paid sick leave for?
Your own illness, family-member care, domestic-violence safe time, public-health closures, and similar safety needs. Employers may require certification only after three consecutive days off.
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