Minimum wage in ZIP code 60657
$17.05 per hour1
per hourZIP 60657 lies in Chicago, IL. General rate set by Chicago since July 1, 2026.
No scheduled increase on record.
3 rates in force
Rates by worker type, industry and employer size
The highest rate that fits the job applies.
| Applies to | Rate | Cash wage | Max tip credit | Effective |
|---|---|---|---|---|
4+ employeesSourceAs of July 1, 2026, the minimum wage in Chicago is $17.05 per hour for employers with 4 or more employees.
Verified September 27, 2026 | $17.05July 1, 2026 | — | — | July 1, 2026 |
Tipped employees · 4+ employees · employer takes the tip creditSourceAs of July 1, 2026, the minimum wage in Chicago is $17.05 per hour for employers with 4 or more employees. Tipped workers (workers who receive tips as part of their wage, like restaurant servers) have a minimum wage of $12.96 for employers with 4 or more employees. If a tipped worker’s wages plus tips do not equal at least the full minimum wage, the employer must make up the difference.
Verified September 27, 2026 | $17.05July 1, 2026 | $12.96 | — | July 1, 2026 |
YouthSourceEffective July 1, 2025, the minimum wage in Chicago is: $16.60 per hour for Employers who have 4 or more Employees ($12.62 per hour for tipped Employees, like restaurant servers). $16.50 per hour for subsidized temporary youth employment programs, subsidized transitional employment programs, Employees under 18 years of age, and those subject to Section 6 of the Illinois Minimum Wage Law (
Verified September 27, 2026 | $16.50July 1, 2025 | — | — | July 1, 2025 |
4 jurisdictions · Census 2020
Every jurisdiction over ZIP 60657
Employers pay the highest minimum that covers the work address. Bars show the share of the ZIP's land inside each.
| Jurisdiction | Share of land | General rate |
|---|---|---|
| Chicago AppliesCity | 100% | $17.05 |
| Cook CountyCounty or region | 100% | $15.40 |
| IllinoisState floor | 100% | $15.00 |
| United StatesFederal floor | 100% | $7.25 |
11 rules · September 27, 2026
Labor law basics in Chicago, IL
What the law adds on top of the hourly rate. Follow the citation for exceptions.
Overtime
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))
Source
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.
- Source
- agency page
- snapshot
- September 26, 2026
Verified September 27, 2026
Tips
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)
Source
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)
- Source
- agency page
- snapshot
- September 26, 2026
Verified September 27, 2026
Meal breaks
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))
Source: 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.
- Source
- agency page
- snapshot
- September 27, 2026
Verified September 27, 2026
Other
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))
Source: 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.
- Source
- agency page
- snapshot
- September 27, 2026
- Notes
- Day-of-rest rule.
Verified September 27, 2026
Pay frequency
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.
Source: 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.
- Source
- agency page
- snapshot
- September 27, 2026
Verified September 27, 2026
Final paycheck
Final compensation, including earned vacation, commissions and bonuses, must be paid at separation if possible and no later than the next regularly scheduled payday.
Source: 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.
- Source
- agency page
- snapshot
- September 27, 2026
Verified September 27, 2026
Paid sick leave
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.
Source: 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.
- Source
- agency page
- snapshot
- September 27, 2026
- Notes
- Paid Leave for All Workers Act, 820 ILCS 192. Chicago and Cook County have their own paid leave ordinances, which take precedence there.
Verified September 27, 2026
Young workers' hours
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))
Source: 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.
- Source
- agency page
- snapshot
- September 27, 2026
Verified September 27, 2026
Required poster
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.
Source: 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.
- Source
- agency page
- snapshot
- September 27, 2026
- Notes
- IDOL also lists a Paid Leave for All Workers Act notice among required postings.
Verified September 27, 2026
Recovering unpaid wages
Workers must file a wage or final compensation claim with the Illinois Department of Labor within one year after the wages were due.
Source: 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.
- Source
- agency page
- snapshot
- September 27, 2026
Verified September 27, 2026
Overtime-exempt salary threshold
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)
Source: 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.
- Source
- agency page
- snapshot
- September 26, 2026
- Notes
- The 2024 rule raising the level to $844/$1,128 was vacated in November 2024; DOL enforces the 2019 level of $684.
Verified September 26, 2026
$17.05 / hour
Calculators
Estimates before tax at this rate. Nothing you type leaves this page.
What this wage pays
| Weekly | $682.00 |
|---|---|
| Monthly52 weeks ÷ 12 | $2,955.33 |
| Annual52 weeks | $35,464.00 |
| Overtime rate1.5× where overtime applies | $25.58 |
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Census 2020
About ZIP boundaries
Shares of land come from the Census Bureau's 2020 ZCTA relationship files, which match ZIP Code Tabulation Areas to places and counties. A ZIP code is a mail route, not a legal boundary, so confirm the exact address on the jurisdiction's page.