Salario mínimo en Cook County, IL
$15.40 por hora1
por horaTarifa general desde el 1 de julio de 2026
Aplica a: applies in unincorporated Cook County and municipalities that have not opted out
No hay aumentos programados registrados.
Las condiciones, citas y notas se muestran en el idioma de la fuente oficial (inglés).
2 tarifas vigentes
Tarifas por tipo de trabajador, industria y tamaño del empleador
Aplica la tarifa más alta que corresponda al trabajo.
| Aplica a | Tarifa | Salario en efectivo | Crédito por propinas máx. | Vigente desde |
|---|---|---|---|---|
Applies in unincorporated Cook County and municipalities that have not opted outFuenteAs of July 1, 2026, the minimum wage in Cook County is $15.40 per hour for non-tipped employees and $9.25 per hour for tipped employees.
Verificado el 26 de septiembre de 2026 | $15.401 de julio de 2026 | — | — | 1 de julio de 2026 |
Trabajadores con propinas · applies in unincorporated Cook County and municipalities that have not opted outFuenteAs of July 1, 2026, the minimum wage in Cook County is $15.40 per hour for non-tipped employees and $9.25 per hour for tipped employees.
Verificado el 26 de septiembre de 2026 | $15.401 de julio de 2026 | $9.25 | — | 1 de julio de 2026 |
BLS · May 2025
Cómo se compara el mínimo con el salario típico en Illinois
62%del salario mediano por hora
El salario mediano por hora en todas las ocupaciones en Illinois es $24.98 y el promedio es $34.20 (BLS Occupational Employment and Wage Statistics, May 2025, state estimates). El salario mínimo de $15.40 equivale al 62% de la mediana; el salario del percentil 10 es $15.82, así que el décimo peor pagado de los trabajadores gana hasta $0.42 por encima del mínimo. BLS
| Aplica a | Tarifa |
|---|---|
| Salario mínimo | $15.40 |
| Percentil 10 | $15.82 |
| Percentil 25 | $18.25 |
| Mediana | $24.98 |
| Promedio | $34.20 |
11 reglas · 27 de septiembre de 2026
Reglas laborales básicas en Cook County, IL
Lo que la ley añade a la tarifa por hora. Consulte la cita para ver excepciones.
Horas extra
Non-exempt employees must be paid 1.5 times their regular rate for hours worked over 40 in a workweek; working a holiday or Sunday earns no premium unless it pushes hours past 40 or the employer's policy promises one. (non-exempt employees (820 ILCS 105/4a))
Fuente
You are entitled to pay at time and one-half your regular rate of pay if you worked over 40 hours in a workweek. You will need to ask your employer for their definition of a workweek. For more information, visit the Minimum Wage/Overtime Law page. (820 ILCS 105/4a (1)) (56 Ill. Adm. Code 210.400) Does my employer have to pay me time and one half or double time for working a legal holiday or a Sunday? No. If working the legal holiday or Sunday puts you over 40 hours in a workweek, then your employer must pay you at time and one-half of your regular rate of pay for those hours over 40. However, if your employer's policy allows for payment of time and one half or double time, then the employer must honor the agreement.
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Propinas
Employers may credit tips toward no more than 40% of the minimum wage for tipped employees, who must still receive at least the full minimum wage. (tipped employees)
Fuente
Starting January 1, 2025, tipped employees must be paid minimum wage, but an employer may take credit for the employee's tips in an amount not to exceed 40% of the wages. An employer may pay a training wage for tipped employees 18 and over in the amount of $9.00 for the first 90 days if applying the tip credit of 40% or $14.50 if not utilizing the tip credit. After 90 days, the rate must be increased to $15.00 if not utilizing the tip credit. For more information, visit the Minimum Wage/Overtime Law page. (820 ILCS 105/4) (56 Ill. Adm. Code 210.200)
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Descanso para comer
Employees must get a meal period of at least 20 minutes for every 7.5-hour shift, starting no later than 5 hours into the shift, plus another 20-minute meal period for each additional 4.5 continuous hours worked. (employees working shifts of 7.5 hours or more (One Day Rest in Seven Act, 820 ILCS 140))
Fuente: One Day Rest in Seven Act, 820 ILCS 140
Employees must also be given a meal period of at least 20 minutes for every 7.5-hour shift beginning no later than 5 hours after the start of the shift, with an additional 20-minute meal period for every additional 4.5 continuous hours worked. Reasonable restroom breaks, in addition to the meal break must be provided.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Otros
Employers must give employees at least 24 hours of rest in every consecutive 7-day period, unless the Department permits voluntary seventh-day work paid at the overtime rate when hours exceed 40. (employees covered by the One Day Rest in Seven Act (820 ILCS 140))
Fuente: One Day Rest in Seven Act, 820 ILCS 140
Requires employers to provide employees a minimum of 24 hours of rest within every consecutive 7-day period. The law allows employers to secure permits from the Department for employees to work on the 7th day provided that the employees have voluntarily agreed to work and are paid at the applicable overtime rate if employees work over forty hours per week.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
- Notas
- Day-of-rest rule.
Verificado el 27 de septiembre de 2026
Frecuencia de pago
Wages must be paid at least semi-monthly and no later than 13 days after the end of the pay period; executive, administrative and professional employees and commissions may be paid monthly.
Fuente: Wage Payment and Collection Act, 820 ILCS 115
Every employer is required to pay all wages earned at least semi-monthly. The wages are to be paid no later than 13 days after the end of the pay period in which the wages were earned. Wages of executive, administrative and professional employees as defined in the Fair Labor Standards Act of 1938, may be paid once per month. Also, commissions may be paid once per month. 820 ILCS 115/3.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Último cheque
Final compensation, including earned vacation, commissions and bonuses, must be paid at separation if possible and no later than the next regularly scheduled payday.
Fuente: Wage Payment and Collection Act, 820 ILCS 115
When an employee leaves an employer's employment, the employer is required to pay the final compensation of separated employees in full at the time of separation, if possible, but in no event later than the next regularly scheduled payday for such employee. Unless the individual employment contract or agreement provides for severance pay, none is due. Final compensation can include wages, salaries, earned commissions, earned bonuses and the monetary equivalent of earned vacations and earned holidays and other compensation as defined by that agreement which is owed and has not been paid.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Licencia por enfermedad pagada
Workers earn 1 hour of paid leave for every 40 hours worked, up to 40 hours a year, and may use it for any reason without giving one.
Fuente: Paid Leave for All Workers Act, 820 ILCS 192
The Paid Leave for All Workers Act (PLAWA) allows workers to earn up to 40 hours of paid leave from work each year. Workers can use paid leave for any reason and employers may not require workers to provide a basis for their time off request. Workers earn one (1) hour of paid leave for every 40 hours they work. If an employer has an existing policy, certain exceptions may apply. There are certain categories of workers that are not subject to the law.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
- Notas
- Paid Leave for All Workers Act, 820 ILCS 192. Chicago and Cook County have their own paid leave ordinances, which take precedence there.
Verificado el 27 de septiembre de 2026
Horarios de trabajadores menores
Minors under 16 may not work before 7 a.m., after 7 p.m. (9 p.m. from June 1 through Labor Day), more than 8 hours a day counting school, 3 hours on a school day, 18 hours in a school week, 40 hours in a non-school week, or more than six days a week. (minors under 16 (Child Labor Law of 2024, 820 ILCS 206))
Fuente: Child Labor Law of 2024, 820 ILCS 206
Generally, a minor may NOT work: before 7 a.m. after 7 p.m. between Labor Day and June 1. after 9 p.m. June 1 through Labor Day. more than 8 hours when combining school and work hours. more than 18 hours during school weeks. more than 40 hours during non-school weeks. more than six days per week. However, special work hours provisions apply for minors working for park districts (and parks departments of municipalities) as well as minors working as child performers in television, movies, music, or related entertainment productions. Consult Section 250.302 of the Child Labor Administrative Code for details. For example: A minor who goes to school from 8am to 3pm (7 hours) may work for 1 hour between the time they get out of school and 7pm. A minor who gets out of school early and attends school from 8am-1pm (5 hours) may work 3 hours between the time they get out of school and 7pm. No matter the number of hours spent in school on any given day, the maximum number of hours a minor may work on any school day is 3 hours.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Cartel obligatorio
All Illinois employers must display the 'Your Rights Under Illinois Employment Laws' poster, which covers wage payment, child labor, minimum wage, equal pay, VESSA and the One Day Rest in Seven Act.
Fuente: Illinois workplace posters
Your Rights Under Illinois Employment Laws Required For: All Illinois Employers This poster includes the information needed for Wage Payment and Collection Act, Child Labor Law, Minimum Wage Law, Equal Pay Act, Victims' Economic Security and Safety Act and the One Day Rest in Seven Act.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
- Notas
- IDOL also lists a Paid Leave for All Workers Act notice among required postings.
Verificado el 27 de septiembre de 2026
Recuperar salarios impagos
Workers must file a wage or final compensation claim with the Illinois Department of Labor within one year after the wages were due.
Fuente: Wage Payment and Collection Act, 820 ILCS 115
An employee must file his/her wage/final compensation complaint with the Department within one (1) year after such wages or final compensation were due. 820 ILCS 115/11.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Umbral salarial exento de horas extra
Executive, administrative and professional employees are exempt from minimum wage and overtime only if they meet the duties tests and are paid a salary of at least $684 per week ($35,568 a year). (executive, administrative, professional and outside sales employees)
Fuente: 29 C.F.R. Part 541
To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $684 per week.
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
- Notas
- The 2024 rule raising the level to $844/$1,128 was vacated in November 2024; DOL enforces the 2019 level of $684.
Verificado el 26 de septiembre de 2026
$15.40 / hora
Calculadoras
Estimaciones antes de impuestos a esta tarifa. Nada de lo que escriba sale de esta página.
Cuánto paga este salario
| Semanal | $616.00 |
|---|---|
| Mensual52 semanas ÷ 12 | $2,669.33 |
| Anual52 semanas | $32,032.00 |
| Tarifa de horas extra1.5× donde apliquen horas extra | $23.10 |
¿Le pagaron de menos?
3 preguntas
Preguntas frecuentes
¿Cuál es el salario mínimo en Cook County, IL?
$15.40 por hora desde el 1 de julio de 2026. Para una semana de 40 horas son unos $616.00 por semana o $32,032.00 al año antes de impuestos.
¿Va a subir el salario mínimo en Cook County, IL?
No hay aumentos programados al 1 de octubre de 2026. Las jurisdicciones indexadas a la inflación anuncian la próxima cifra unos meses antes de que entre en vigor.
¿Cuál es el salario mínimo para trabajadores con propinas en Cook County, IL?
El empleador puede pagar a los trabajadores con propinas un salario en efectivo de $9.25 por hora siempre que las propinas los lleven a $15.40.
3 niveles de ley
Cómo se determina esta tarifa
Aplica el mínimo más alto que cubra el lugar de trabajo.
El empleador debe pagar el mínimo más alto que cubra el lugar de trabajo. WageTable revisa cada nivel en orden:
- Estados Unidos
- Illinois
- Cook County
Cook County fija 2 reglas propias.
Notas sobre las reglas y fuentes de esta jurisdicción
UC Berkeley Labor Center inventory (us-berkeley-local-inventory, as of 2026-09-26): The majority of Cook County's municipalities have opted out of the county minimum wage (see arisechicago.org/county). The county rate applies only in unincorporated areas and in municipalities that have not opted out. Official page: $15.40 non-tipped / $9.25 tipped from July 1, 2026; under-18 excluded (state youth rate); training wage up to $0.50 less for 90 days; CPI capped at 2.5% each July 1; no increase if unemployment >= 8.5%. Municipal opt-out list (June 2023) in source us-il-cook-county-opt-out-list-2023.