What Public Act 104-0683 Means for Illinois Workers and Employers
Serving on a jury is one of the most important civic responsibilities Americans have. Every day across Illinois, ordinary citizens help decide criminal and civil cases that shape lives, businesses, and communities. Yet for many workers, receiving a jury summons has created a difficult question:
Can I afford to miss work?
Until now, many Illinois employees had to choose between fulfilling their civic duty and receiving a paycheck. While employers were generally required to allow employees time off to serve on a jury, they were not required to continue paying them during that time. That changes today.
Governor JB Pritzker has signed Public Act 104-0683 (House Bill 4844) into law, creating a significant new protection for Illinois workers. Under the new law, most employers with more than 25 employees must compensate employees at their regular rate of pay while they are serving on jury duty. The legislation amends both the Illinois Jury Act and the Jury Commission Act and took effect immediately upon becoming law.
For employees, this means greater financial security. For employers, it means understanding new legal obligations and updating workplace policies to comply with Illinois law. Here’s what you need to know.
Why This New Illinois Jury Duty Law Matters
The jury system only works when it represents a true cross-section of the community.
Unfortunately, financial hardship has long been one of the biggest obstacles preventing people from serving. While courts provide a modest juror stipend, it often falls well short of replacing a person’s normal income.
Many workers have worried about:
- Missing several days of pay
- Falling behind on bills
- Using vacation time unnecessarily
- Facing pressure from employers not to serve
The new law addresses one of those major concerns by ensuring that employees working for larger employers can continue receiving their regular wages while performing this important civic responsibility.
By removing much of the financial burden, Illinois hopes to encourage broader participation in jury service and strengthen the justice system.
What Does the New Law Require?
The change is straightforward. Employers with more than 25 employees must now compensate employees at their regular rate of pay for time spent serving on jury duty. The law applies when an employee has been legally summoned for jury service and provides the required notice to their employer.
Previously, employers were generally required to allow employees unpaid time off for jury service without retaliation. While many companies voluntarily continued paying employees, there was no statewide requirement for most employers to do so.
Now, for covered employers, that voluntary benefit has become a legal obligation.
Which Employers Are Covered?
One important part of the legislation is that it does not apply to every business.
Under the final version of House Bill 4844:
- Employers with more than 25 employees are covered.
- Employers with 25 or fewer employees are exempt from the pay requirement.
Lawmakers included this exemption to recognize that smaller businesses may have greater financial challenges covering both the absent employee and replacement staffing costs. However, even smaller employers must still comply with existing Illinois laws protecting employees’ right to serve on a jury.
What Rights Do Employees Already Have?
The new pay requirement builds upon existing employee protections that have been part of Illinois law for years.
Employees summoned for jury duty generally have the right to:
- Take time off to fulfill jury service.
- Provide reasonable notice to their employer after receiving a summons.
- Be free from retaliation for serving.
- Return to work after completing jury service.
Illinois law has long prohibited employers from firing, threatening, coercing, or otherwise penalizing employees because they fulfilled their legal obligation to serve on a jury. The new legislation simply adds another important layer of protection by requiring continued wages for employees of covered employers.
What Does “Regular Rate of Pay” Mean?
The law requires payment at the employee’s regular rate of pay during jury service.
- For many hourly employees, this generally means receiving their normal hourly wage for the hours they otherwise would have worked.
- For salaried employees, it generally means continuing to receive their regular salary while absent due to jury service.
Individual situations may vary depending on scheduling, overtime practices, collective bargaining agreements, and other employment policies, so employers should carefully review the law and consult employment counsel when necessary.
Why This Is Good for Illinois Workers
Financial stability shouldn’t determine whether someone can participate in our justice system. When people decline jury service—or seek to avoid it—because they cannot afford to miss work, juries become less representative of the communities they serve. This law helps eliminate one of the largest barriers to participation.
Benefits include:
Less Financial Stress
Employees no longer have to worry about losing several days or even weeks of income while serving.
Stronger Jury Pools
A broader range of people can now participate without suffering economic hardship.
Greater Civic Participation
People can fulfill an important constitutional responsibility without sacrificing their financial well-being.
Increased Fairness
Workers employed by larger organizations now receive consistent protections regardless of whether their employer previously offered paid jury leave voluntarily.
What Employers Should Do Now
Businesses covered by the new law should act promptly to ensure compliance.
Recommended steps include:
Update Employee Handbooks
Review jury duty policies and revise them to reflect the new wage requirements.
Train Human Resources Personnel
HR professionals and supervisors should understand when paid jury leave applies.
Inform Managers
Managers should avoid making statements or decisions that could discourage employees from serving.
Review Payroll Procedures
Payroll departments should establish processes to ensure employees receive appropriate compensation during jury service.
Being proactive can help employers avoid misunderstandings and potential employment disputes.
Frequently Asked Questions About Illinois Jury Duty Pay
Do I still need to notify my employer?
Yes. Employees should provide reasonable notice after receiving a jury summons, just as Illinois law has long required.
Can my employer require me to use vacation time?
The new law requires covered employers to compensate employees during jury service. Employees should review company policies and seek clarification if questions arise regarding paid leave.
What if my employer refuses to pay me?
Employees who believe their employer is violating Illinois employment laws should document the situation and consider speaking with an experienced employment attorney to understand their legal rights.
Does this apply to every employer?
No. Employers with 25 or fewer employees are exempt from the new pay requirement.
Does this replace the court’s juror stipend?
The law concerns an employer’s obligation to compensate employees at their regular rate of pay. Court-provided juror compensation is governed separately.
What This Means for Illinois Employment Law
Illinois has continued expanding workplace protections in recent years, including laws addressing paid leave, wage transparency, worker safety, and employee rights.
The new jury duty pay law reflects another step toward ensuring employees are not forced to choose between earning a living and fulfilling legal obligations.
While employers understandably face additional administrative responsibilities, the law reinforces the principle that civic participation should not come with a financial penalty.
For employees, it offers peace of mind.
For the justice system, it helps ensure that juries better reflect the communities they serve.
Have Questions About Your Rights at Work?
Employment laws continue to evolve, and both employees and employers benefit from understanding their legal rights and responsibilities.
If you believe your employer has violated your workplace rights, retaliated against you for exercising those rights, or failed to comply with Illinois employment laws, speaking with an experienced employment attorney can help you understand your options.
At Disparti Law, our employment law attorneys fight to protect workers throughout Illinois. Whether your case involves retaliation, discrimination, unpaid wages, wrongful termination, or another workplace issue, our team is committed to helping employees understand—and enforce—their legal rights.
If you have questions about your employment rights, contact Disparti Law today for a free consultation.