Chicago & Cook County Minimum Wage Increase now in Effect

Both Cook County and the City of Chicago have ordinances that require minimum wage amounts for workers at levels above the State of Illinois minimum wage of $8.25 an hour.  Effective July 1, 2018 both the city and the county had increases that either began phasing in or continued a gradual increase of their amounts.

City of Chicago

The City passed an ordinance in 2014 raising the minimum wage to $13.00 an hour, to be phased in over time.  The current increase brings the current wage to $12.00 an hour effective July 1, 2018.  The next implementation will be July 1, 2019 bringing the wage to $13.00 an hour.  There are some exceptions to the law based on employee age and type of employer.  Please see the ordinance for further clarification.

Also note, the City of Chicago Minimum Wage Ordinance Notice must be posted at all covered facilities.  Fines for not posting can run from $500-$1,000 per offense.  If you are located in the City of Chicago, this ordinance takes precedence over Cook County ordinances.

Cook County

In October 2016, Cook County passed a minimum wage ordinance to become effective July 1, 2018.  Like Chicago, it provides for an annual phasing in of increases.  The first was due July 1, 2018 at $11.00 an hour.  July 1, 2019 and July 1, 2020 will see increases to $12.00 and $13.00 an hour respectively.  The minimum wage will increase for Cook County employers in municipalities that did not opt out of the Cook County Minimum Wage Ordinance.  Of the approximately 130 municipalities in Cook County, over 100 of them have opted out of the ordinance.  Please contact your local municipality to find out their status.

Similar to the City of Chicago, Cook County requires a Cook County Minimum Wage Notice be posted in your facility. Fines for not posting are at $500-$1,000 per offense.

This blog post was written by:

Pam Dettman, SPHR, SHRM-SCP
HR Consultant at Connor & Gallagher OneSource
Pam 170px

If you have any questions Pam can be reached at

This blog is for educational and/or informational purposes only and does not constitute legal advice.

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