State Law Briefing
← All states

Illinois Minimum Wage (2026)

Effective January 1, 2026 (state rate unchanged) · verified as of July 5, 2026

State minimum wage
$15.00 / hour (reached its scheduled cap Jan 1, 2025; unchanged for 2026)
Tipped minimum
$9.00 / hour (60% of minimum; employer makes up the difference)
Exempt salary threshold
Federal FLSA threshold applies: $35,568 / year ($684/wk)

Local rates & notes

  • Chicago: $17.05 / hour (effective July 1, 2026 — single rate for employers with 4+ employees). Tipped: $12.96 / hour; the tipped-wage phaseout is paused, so the tipped rate is frozen until July 1, 2028.
  • Cook County (suburban): $15.40 / hour, tipped $9.25 / hour (effective July 1, 2026; some municipalities have opted out of the county ordinance)

Frequently asked questions

What is the Illinois minimum wage in 2026?
$15.00 per hour statewide — the final step of the 2019 schedule, reached January 1, 2025 and unchanged for 2026. The tipped minimum is $9.00 (60% of the full rate).
What is the minimum wage in Chicago right now?
$17.05 per hour as of July 1, 2026 — a single rate for employers with 4 or more employees. The tipped rate is $12.96.
Is Chicago's tipped minimum wage frozen?
It rose to $12.96 on July 1, 2026 and is now frozen at that level under the paused tipped-wage phaseout, with the next scheduled increase on July 1, 2028.
Does the Cook County minimum wage apply in every suburb?
No. The $15.40 rate (tipped $9.25, effective July 1, 2026) applies in suburban Cook County municipalities that haven't opted out of the county ordinance. Chicago has its own, higher ordinance.

Source: Illinois DOL (labor.illinois.gov/laws-rules/fls/minimum-wage-law.html); City of Chicago Office of Labor Standards + June 2026 city press release; Cook County minimum-wage ordinance page. Re-verified 2026-07-02.

Get notified when Illinois changes its rate

Free. Plain-English. Unsubscribe anytime.

State Law Briefing publishes legal information, not legal advice. We are not a law firm and reading this content does not create an attorney-client relationship. Consult a licensed employment attorney for guidance specific to your organization.