For information purposes only. Employers should consider seeking the assistance of experienced employment law attorneys before implementing policy changes.

Under H.B. 4844, and effective January 1, 2027, Illinois employers with more than 25 employees must pay employees at their regular rate of pay for time spent on jury duty. The law does not specifically forbid employers from deducting compensation paid by the court from paid jury service leave. Compensation by the employer for jury duty service was previously not required.

In addition to compensating employees for their jury time, the law prohibits an employer from:

• Denying an employee time off for jury duty
• Discharging or threatening to discharge an employee because of jury service
• Pressuring or coercing an employee to avoid jury selection

Employers that violate Illinois jury-duty protections may be subject to civil or criminal contempt proceedings, liability for lost wages and benefits, court orders prohibiting further violations, reinstatement of discharged employees with restoration of seniority and benefits, attorney's fee awards, and any additional remedies available under the law.

Ernst & Young LLP insights

Illinois' jury duty pay provision is quite generous compared to those of other states that mandate such compensation. Illinois jury duty pay is computed at the employee's regular rate of pay for all jury duty time spent; however, some states limit the compensable jury duty days (e.g., Connecticut) and/or the daily compensation amount (e.g., Colorado).

Employers may want to work closely with employment counsel, human resources, payroll, and leave-administration teams to confirm that jury duty policies, manager guidance, payroll systems, and employee communications are updated to comply with all state jury duty leave and pay requirements and the related anti-retaliation and employee protection provisions.