Minimum Wage<\/a><\/p>\n Overtime Pay Rules<\/a><\/p>\n State Unemployment Tax & Rate<\/a><\/p>\n Workers\u2019 Compensation Insurance<\/a><\/p>\n Disability Benefits Insurance<\/a><\/p>\n Domestic Workers\u2019 Bill of Rights<\/a><\/p>\n Paid Leave Laws<\/a><\/p>\n Other State Regulations<\/a><\/p>\n Helpful Links<\/a><\/p>\n Federal Regulations<\/a><\/p>\n [\/et_pb_text][et_pb_heading title=”More from our Learning Library” disabled_on=”on|on|off” admin_label=”Browse Learning Library” _builder_version=”4.27.4″ _module_preset=”default” title_level=”h3″ custom_margin=”17px||26px|||” border_width_bottom=”2px” border_color_bottom=”#0C71C3″ global_module=”41596″ saved_tabs=”all” global_colors_info=”{}”][\/et_pb_heading][et_pb_image src=”https:\/\/gtm.com\/household\/wp-content\/uploads\/2025\/03\/Resource-Library-Hero3.png” alt=”free consultation” title_text=”Resource-Library-Hero3″ align=”center” disabled_on=”on|on|off” admin_label=”LL image” _builder_version=”4.27.4″ _module_preset=”_initial” width=”80%” custom_margin=”||0px|||” global_module=”41597″ saved_tabs=”all” global_colors_info=”{}”][\/et_pb_image][et_pb_text disabled_on=”on|on|off” admin_label=”LL links” _builder_version=”4.27.4″ _module_preset=”_initial” header_2_text_color=”#666666″ min_height=”59.2px” custom_margin=”||11px|||” custom_padding=”||17px|||” global_module=”41598″ saved_tabs=”all” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_heading title=”Popular Resources” disabled_on=”on|on|off” admin_label=”LL Featured Resources” _builder_version=”4.27.6″ _module_preset=”default” title_level=”h3″ custom_margin=”17px||26px|||” border_width_bottom=”2px” border_color_bottom=”#0C71C3″ global_module=”41599″ saved_tabs=”all” global_colors_info=”{}”][\/et_pb_heading][et_pb_text disabled_on=”on|on|off” admin_label=”LL featured links” _builder_version=”4.27.4″ _module_preset=”_initial” header_2_text_color=”#666666″ min_height=”59.2px” custom_margin=”||11px|||” custom_padding=”||17px|||” global_module=”41600″ saved_tabs=”all” global_colors_info=”{}”]<\/p>\n <\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.27.4″ _module_preset=”default” custom_padding_tablet=”60px||||false|false” custom_padding_phone=”30px||||false|false” custom_padding_last_edited=”off|desktop” global_colors_info=”{}”][et_pb_text ul_item_indent=”40px” admin_label=”State Regulations – Intro Text” _builder_version=”4.27.5″ _dynamic_attributes=”link_option_url” _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ link_option_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybCIsInNldHRpbmdzIjp7fX0=@” z_index_tablet=”500″ use_border_color=”off” global_module=”41634″ saved_tabs=”all” global_colors_info=”{}”]<\/p>\n Household employers must comply with applicable tax, wage, and labor laws for nannies, in-home senior caregivers, and other household employees. While federal rules apply to employers nationwide, there are also state- and city-specific regulations employers must follow.<\/p>\n [\/et_pb_text][et_pb_code admin_label=”at a glance Code” module_id=”glance” _builder_version=”4.27.6″ _module_preset=”default” background_color=”#f4f4f4″ custom_margin=”-25px||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”20px|20px|20px|20px|true|true” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n [et_pb_section global_module=\"40724 \"][\/et_pb_section][\/et_pb_code][et_pb_text ul_item_indent=”40px” admin_label=”minimum wage ” module_id=”minimum” _builder_version=”4.27.6″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n Household employees must be paid at least the highest of the federal, state, or applicable local minimum wage rates. State, city, and county rates in Illinois are all higher than the federal minimum wage of $7.25\/hour and will apply depending on the work location.<\/p>\n For the first 90 days with an employer, workers can be paid up to 50 cents less per hour than the minimum wage.<\/p>\n [\/et_pb_text][et_pb_text ul_item_indent=”40px” admin_label=”overtime ” module_id=”overtime” _builder_version=”4.27.6″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n Household employees in Illinois must be paid at least time-and-a-half for hours worked over 40 in a seven-day workweek. Overtime compensation is not required for live-in employees or when work is performed on a holiday.<\/p>\n [\/et_pb_text][et_pb_text ul_item_indent=”40px” admin_label=”State Unemployment Tax & Rate header” module_id=”unemployment” _builder_version=”4.27.6″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n In Illinois, the new employer SUI (state unemployment insurance) rate is 3.35 percent on the first $14,250 of each employee’s wages. This includes a 0.55 percent fund-building surtax. Employers with previous employees may be subject to a different rate. This is an employer-only tax.<\/p>\n [\/et_pb_text][et_pb_text ul_item_indent=”40px” admin_label=”workers comp ” module_id=”workerscomp” _builder_version=”4.27.6″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n Household employers in Illinois must have workers\u2019 compensation coverage for any employee working at least 40 hours\/week for 13 or more weeks.\u00a0Get a quote on workers\u2019 compensation insurance<\/a>.<\/p>\n [\/et_pb_text][et_pb_text ul_item_indent=”40px” admin_label=”Disability Benefits Insurance” module_id=”disability” _builder_version=”4.27.6″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n Illinois does not have disability benefits insurance requirements related to household employment.<\/p>\n [\/et_pb_text][et_pb_text ul_item_indent=”40px” admin_label=”domestic workers bill of rights ” module_id=”domestic” _builder_version=”4.27.6″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n Household employees in Illinois who are regularly employed for at least eight hours a week receive added protections under the state\u2019s Domestic Workers\u2019 Bill of Rights. Live-in employees and workers employed by an agency are also included. Occasional babysitters are excluded.<\/p>\n Under the Illinois Domestic Workers\u2019 Bill of Rights, household employees must receive:<\/p>\n If a household employee voluntarily agrees to work on their day of rest, they must be compensated at an overtime rate for\u00a0all<\/em>\u00a0hours worked that day.<\/p>\n Part-time employees \u2013 working 20 or fewer hours in a calendar week \u2013 are excluded from the day of rest requirement.<\/p>\n Learn more about\u00a0Illinois\u2019 Domestic Workers\u2019 Bill of Rights<\/a>.<\/p>\n [\/et_pb_text][et_pb_text ul_item_indent=”40px” admin_label=”paid leave ” module_id=”paidleave” _builder_version=”4.27.6″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n Household employees can earn up to 40 hours of paid leave in a 12-month period. Workers can use paid leave for any reason, and employers may not require workers to provide a basis for their time-off requests. Workers earn 1 hour of paid leave for every 40 hours worked.<\/p>\n Starting 90 days after the commencement of employment, workers can use their earned time off for any reason.<\/p>\n Workers will need to be paid their full wages while on leave.<\/p>\n If an employer provides paid leave to employees by accruing time (rather than frontloading), they must carry over accrued but unused leave from one 12-month period to the next. Employers can impose a 40-hour carryover cap through a valid written policy.<\/p>\n Employers must also satisfy notice requirements, including:<\/p>\n Since Chicago has its own paid leave law, Chicago employees will be covered only by the Chicago law, not the Illinois paid leave law.<\/p>\n Learn more about Illinois Paid Leave for All Workers<\/a>.<\/p>\n Chicago\u2019s Paid Leave and Paid Sick and Safe Leave Ordinance provides employees with 80 hours of paid leave, split into 40 hours of paid sick leave and 40 hours of paid time off for any reason. Employees can use paid leave for any purpose and aren\u2019t required to give a reason or submit documentation for using this leave.<\/p>\n Employees can use paid sick leave if:<\/p>\n If you already have a paid sick leave policy that meets or exceeds the required accrual rates, you do not need to create a new or separate plan to adhere to the city\u2019s law.<\/p>\n Beginning on their first day of employment, an employee must accrue one hour of paid sick leave\u00a0and\u00a0<\/strong>one hour of paid leave for every 35 hours worked, up to 40 hours of paid sick leave and 40 hours of paid leave per 12-month period. Leave must accrue in one-hour increments. Employers don\u2019t need to pay employees for unused leave time not carried over at year-end. However, the carryover of unused paid sick leave is required. Employees may carry over up to 80 hours of paid sick leave and up to 16 hours of paid leave from one 12-month period to the next.<\/p>\n Instead of accruing time, employers may frontload 40 hours of paid leave and 40 hours of paid sick leave on the first day of the 12-month period. Frontloading at least 40 hours of paid leave will alleviate the employer\u2019s obligations to carry over paid leave. However, frontloading 40 hours of paid sick leave will not alleviate the employer\u2019s obligations to carry over paid sick leave.<\/p>\n Employers must also satisfy notice requirements, including:<\/p>\n Learn more about Chicago Paid Leave and Paid Sick and Safe Leave<\/a>.<\/p>\n Household employees who work at least 80 hours within any 120-day period for a family in Cook County are eligible for paid leave to be used for any reason.<\/p>\n Employers covered by Cook County Paid Leave are only covered by this local law, not the Illinois Paid Leave for All Workers Act.<\/strong><\/p>\n Paid leave accrues on the first day after an employee starts work. For every 40 hours worked, a worker accrues one hour of paid leave. Employees can only accrue up to 40 hours of paid sick leave in a 12-month period. Employees can also carry over their unused paid sick leave into the next 12-month period.<\/p>\n Employers may frontload 40 hours of paid leave on the first day of the benefit year, rather than having employees accrue time as work is performed. If an employer frontloads at least 40 hours of paid leave, they are not obligated to allow a carryover of unused time from one year to the next.<\/p>\n The 12-month period is calculated from when they began accruing paid leave.<\/p>\n A household employer doesn\u2019t need to provide additional paid leave if their paid-time-off policy provides employees with at least 40 hours of paid leave per year, which can be used for any reason.<\/p>\n They must be compensated at the same pay rate they regularly earn.<\/p>\n Household employers also do not need to pay for unused paid leave upon an employee\u2019s termination unless they have agreed to do so in their\u00a0work agreement<\/a>. However, employers may have obligations to pay unused, earned paid time off under the Illinois Wage Payment and Collection Act.<\/p>\n [\/et_pb_text][et_pb_text ul_item_indent=”40px” admin_label=”other regs ” module_id=”other” _builder_version=”4.27.6″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n Household employees must be paid at least twice per month. They should receive their pay no later than 13 days after the e.<\/p>\n Household employers must provide detailed pay stubs, electronically or in hard copy, to employees, each pay period reflecting their \u201chours worked, rate of pay, overtime pay and overtime hours worked, gross wages earned, deductions made from the employee\u2019s wages, and the total of wages and deductions year to date.\u201d<\/p>\n Employers must also keep pay stub records for at least three years after the payment date (regardless of whether the employee\u2019s employment ends during that period) and provide copies to current and former employees upon request within 21 days.<\/p>\n To be considered a live-in employee, a household worker in Illinois must live at the home (place of employment) for at least five days a week, sleeping on the premises for four consecutive nights.<\/p>\n Live-in employees are not entitled to overtime pay and don\u2019t need to be paid for time spent sleeping, eating, or for personal entertainment if they are completely free from all duties. However, they must be paid for these periods if they are interrupted to perform work.<\/p>\n Household employers in Chicago must provide their workers with written contracts. The work agreement must include the employee\u2019s wages and work schedule and be provided in the worker\u2019s preferred language. A household employee includes any person whose primary duties include housekeeping, nanny services, caregiving, personal care, or home health services. For more information, visit the\u00a0Chicago Domestic Workers Contract Mandate<\/a>.<\/p>\n All Chicago employers \u2013 including families with household help \u2013 must display a poster advising employees of the prohibition against sexual harassment and have a written sexual harassment policy that includes:<\/p>\n Household employers must provide one hour of anti-sexual harassment training and one hour of bystander training to all employees annually.<\/p>\n Household employers who fail to comply with the ordinance could face fines of up to $10,000 per day.<\/p>\n All Illinois employers are required to provide leave to their employees who are survivors of domestic or gender violence, sexual assault, or \u201cany other crime of violence.\u201d Workers can take up to 4 weeks of unpaid leave per 12-month period to seek medical help, legal assistance, counseling, safety planning, and other support. Leave can be taken intermittently or on a reduced work schedule. Employers are prohibited from discriminating against employees who are victims of domestic or sexual violence.<\/p>\n Employees may also take leave if they have family or household members who are survivors. Family and household members include spouses; parties to a civil union; parents; grandparents; children; grandchildren; siblings; any other person related by blood, marriage, or civil union; and \u201cany other individual whose close association with the employee is the equivalent of a family relationship as determined by the employee.\u201d<\/p>\n Learn more about VESSA<\/a>.<\/p>\n Household employers need to provide accommodations for pregnant employees and new mothers. The pregnancy accommodation law, also known as the\u00a0Illinois Pregnancy Fairness Law<\/a>, requires an employer to provide reasonable accommodations for an employee with conditions related to pregnancy, childbirth, or related medical conditions, if she so requests, with her health care provider’s advice. Learn more about the types of reasonable accommodations<\/a>.<\/p>\n When an employee quits or is involuntarily terminated, their final paycheck is due at the time of separation or no later than the next regularly scheduled payday. Employees can request that their final compensation be paid by check and mailed.<\/p>\n [\/et_pb_text][et_pb_text ul_item_indent=”40px” admin_label=”helpful links section ” module_id=”helpful” _builder_version=”4.27.4″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text ul_item_indent=”40px” admin_label=”Federal Regulations” module_id=”federalregulations” _builder_version=”4.27.5″ _module_preset=”_initial” link_font=”||||||||” header_2_text_color=”#212492″ header_3_text_color=”#666666″ header_4_font=”||||||||” header_4_text_color=”#666666″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” z_index_tablet=”500″ box_shadow_horizontal_tablet=”0px” box_shadow_vertical_tablet=”0px” box_shadow_blur_tablet=”40px” box_shadow_spread_tablet=”0px” use_border_color=”off” global_module=”41586″ saved_tabs=”all” global_colors_info=”{}”]<\/p>\n All household employers need to follow certain federal regulations, including:<\/p>\n Social Security and Medicare taxes are commonly referred to as FICA taxes.<\/p>\n If you pay cash wages of $3,000 or more to any household employee in 2026 (or paid a domestic worker $2,800 or more in 2025), you must withhold and pay FICA taxes. FICA taxes are 15.3 percent of cash wages.<\/p>\n As an employer, you pay 7.65 percent (6.2 percent for Social Security and 1.45 percent for Medicare).<\/p>\n Your employee’s share is also 7.65 percent, which you may withhold from their wages or pay yourself.<\/p>\n You don’t withhold or owe FICA taxes on wages you pay to your spouse, child under the age of 21, parent, or any employee under 18 at any time during the calendar year.<\/p>\n If you pay a household employee total cash wages of $1,000 or more in any calendar quarter, you’ll owe federal unemployment tax. This is an employer-only tax. FUTA is 6% of cash wages on the first $7,000 of wages paid to an employee.<\/p>\n If your employee uses their own car in the course of their work, you can reimburse them for mileage. For 2026, the IRS has set the optional standard mileage rate at 72.5 cents per mile driven. Paying mileage is not mandatory in most states, and you can reimburse your employee at a different rate. However, if mileage costs cause your employee to fall below the minimum wage, you must reimburse them for mileage.<\/p>\n Household employers can remit taxes, including FICA, employee income, and federal unemployment, quarterly using Form 1040-ES<\/a>. If a household employer does not remit their taxes quarterly, the entire amount will be due when they file their personal tax return. This could cause an underpayment penalty.<\/p>\n By January 31, household employers must provide Form W-2<\/a> to their employees and submit Form W-3<\/a> and Copy A of Form W-2 to the Social Security Administration. Then, a household employer must file Schedule H<\/a> with their personal tax return. Learn more: How to File Schedule H<\/a><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”off|desktop” admin_label=”2025 Blue Call to Action – HH Payroll” _builder_version=”4.27.4″ _module_preset=”_initial” background_color=”#438dd8″ custom_padding=”10px||10px||true|false” background_last_edited=”on|desktop” background_color_gradient_direction_tablet=”180deg” global_module=”40548″ saved_tabs=”all” locked=”off” collapsed=”off” global_colors_info=”{%22gcid-36fd78a7-34bc-404d-873c-dafa34efaae5%22:%91%22colorStart%22%93,%22#1d3557%22:%91%22background_color_gradient_stops%22%93}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”||0px|||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_heading title=”Questions? Get Help with Household Payroll” _builder_version=”4.27.4″ _module_preset=”default” title_level=”h3″ title_font=”Montserrat|Montserrat_weight|||||||” title_text_align=”center” title_text_color=”#FFFFFF” title_font_size=”32px” title_line_height=”1.2em” custom_margin=”||10px||false|false” title_font_size_tablet=”28px” title_font_size_phone=”20px” title_font_size_last_edited=”on|phone” locked=”off” global_colors_info=”{}”][\/et_pb_heading][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text quote_border_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”_initial” text_font=”Lato|Lato_weight|||||||” text_text_color=”#FFFFFF” text_font_size=”16px” text_line_height=”1.75em” link_font=”||||on||||” link_text_color=”#FFFFFF” quote_font=”Montserrat|Montserrat_weight|||||||” quote_text_color=”#FFFFFF” header_font=”Montserrat|Montserrat_weight|||||||” header_text_color=”#FFFFFF” header_font_size=”72px” header_line_height=”1.15em” header_2_font=”Montserrat|Montserrat_weight|||||||” header_2_text_color=”#FFFFFF” header_2_font_size=”50px” header_2_line_height=”1.2em” header_3_font=”Montserrat|Montserrat_weight|||||||” header_3_text_color=”#FFFFFF” header_3_font_size=”32px” header_3_line_height=”1.3em” header_4_font=”Montserrat|Montserrat_weight|||||||” header_4_text_color=”#FFFFFF” header_4_font_size=”24px” header_4_line_height=”1.4em” header_5_font=”Montserrat|Montserrat_weight|||||||” header_5_text_color=”#FFFFFF” header_5_font_size=”18px” header_5_line_height=”1.4em” header_6_font=”Montserrat|Montserrat_weight|||||||” header_6_text_color=”#FFFFFF” header_6_line_height=”1.5em” custom_margin=”||||false|false” custom_padding=”40px||||false|false” custom_padding_tablet=”0px||||false|false” custom_padding_phone=”” custom_padding_last_edited=”on|tablet” text_font_size_tablet=”15px” text_font_size_phone=”14px” text_font_size_last_edited=”on|phone” header_font_size_tablet=”40px” header_font_size_phone=”24px” header_font_size_last_edited=”on|desktop” header_2_font_size_tablet=”28px” header_2_font_size_phone=”20px” header_2_font_size_last_edited=”on|phone” header_3_font_size_tablet=”22px” header_3_font_size_phone=”17px” header_3_font_size_last_edited=”on|phone” header_4_font_size_tablet=”18px” header_4_font_size_phone=”15px” header_4_font_size_last_edited=”on|tablet” header_5_font_size_tablet=”15px” header_5_font_size_phone=”14px” header_5_font_size_last_edited=”on|desktop” header_6_font_size_tablet=”13px” header_6_font_size_phone=”13px” header_6_font_size_last_edited=”on|desktop” locked=”off” global_colors_info=”{}”]<\/p>\n A household payroll expert can answer questions you have about your own situation.<\/p>\n Call or chat with us during business hours, or schedule a free consultation at your convenience.<\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/gtm.com\/household\/wp-content\/uploads\/2025\/03\/NeedHelp-illustration.png” title_text=”NeedHelp-illustration” _builder_version=”4.27.4″ _module_preset=”_initial” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ _module_preset=”_initial” text_font=”Lato||||||||” text_text_color=”#FFFFFF” text_font_size=”16px” header_2_text_color=”#666666″ header_3_text_color=”#FFFFFF” global_colors_info=”{}”]<\/p>\n Hours: Mon-Fri 8:30 am – 8pm, ET<\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_button button_url=”https:\/\/outlook.office.com\/book\/GTMPayrollServicesHouseholdPayrollandTaxConsultation@gtm.com\/” url_new_window=”on” button_text=”Schedule a Free Consultation” button_alignment=”center” admin_label=”consultatio button” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_text_size=”14px” button_text_color=”#1d3557″ button_bg_color=”#FFFFFF” button_border_width=”0px” button_border_radius=”100px” button_font=”Lato|700|||||||” button_icon=”||fa||400″ button_icon_placement=”left” button_on_hover=”off” custom_margin=”48px||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” custom_padding=”12px|15px|12px|30px|true|false” custom_padding_last_edited=”off|desktop” locked=”off” global_colors_info=”{}”][\/et_pb_button][et_pb_button button_url=”https:\/\/alive5.com\/7DWXAu5″ url_new_window=”on” button_text=”Chat During Business Hours” button_alignment=”center” admin_label=”chat Button” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_text_size=”14px” button_text_color=”#1d3557″ button_bg_color=”#FFFFFF” button_border_width=”0px” button_border_radius=”100px” button_font=”Lato|700|||||||” button_icon=”w||divi||400″ button_icon_placement=”left” button_on_hover=”off” custom_padding=”12px|18px|12px|36px|true|false” locked=”off” global_colors_info=”{}”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" At a Glance Minimum Wage Overtime Pay Rules State Unemployment Tax & Rate Workers\u2019 Compensation Insurance Disability Benefits Insurance Domestic Workers\u2019 Bill of Rights Paid Leave Laws Other State Regulations Helpful Links Federal Regulations Labor Law Compliance Hiring & Managing Employees Costs & Employee Benefits Payroll & Taxes Nanny Tax Calculator Complete Guide to Household […]<\/p>\n","protected":false},"author":11,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":" Here are the laws affecting household employment in Illinois.<\/p> Minimum Wage<\/strong><\/p> Workers' Compensation Requirements<\/strong><\/p> All household employers in Illinois\u00a0are required to have a workers' compensation policy for\u00a0any full-time\u00a0employee(s), generally those working more than 32 hours per week.<\/p> Overtime Rules<\/strong><\/p> Hourly employees in Illinois\u00a0are entitled to a special overtime pay rate of at least 1.5 times their regular hourly wage for all overtime worked, if they work over 40 hours in a week.\u00a0Overtime pay is not required for live-in employees.<\/p> Domestic Worker Rights Law<\/strong><\/p> Illinois\u00a0has special laws that pertain to the employment of domestic workers. The state's Domestic Workers' Bill of Rights takes effect on January 1, 2017 and establishes regulations for wages, days of rest, and human rights protections. Read more about the\u00a0Illinois\u00a0Domestic Workers\u2019 Bill of Rights<\/a>.<\/p> Pregnancy Fairness\u00a0Law<\/strong><\/p> The Illinois Pregnancy Fairness Law<\/a>, requires an employer to provide reasonable accommodations for an employee for conditions related to pregnancy, childbirth, or related medical conditions, if she so requests, with the advice of her health care provider. Learn more about this law.<\/a><\/p>\n
\n
Nanny Taxes At a Glance<\/h4>\n
Minimum Wage<\/h2>\n
\n
Overtime Pay Rules<\/h2>\n
State Unemployment Tax & Rate<\/h2>\n
Workers\u2019 Compensation Insurance<\/h2>\n
Disability Benefits Insurance<\/h2>\n
Domestic Workers\u2019 Bill of Rights<\/h2>\n
\n
Paid Leave Laws<\/h2>\n
\n
Chicago Paid Leave and Paid Sick and Safe Leave Ordinance<\/h3>\n
\n
\n
Cook County Paid Leave<\/h3>\n
Other State Regulations<\/h2>\n
Pay Period<\/h3>\n
Pay Stubs<\/h3>\n
Live-in Employees<\/h3>\n
Chicago Domestic Worker Agreement<\/h3>\n
Chicago\u2019s Human Rights Ordinance<\/h3>\n
\n
Victims\u2019 Economic Security and Safety Act (VESSA)<\/h3>\n
Pregnancy Fairness Law<\/h3>\n
Final Pay<\/h3>\n
Helpful Links for Nanny Taxes in Illinois<\/h2>\n
\n
Federal Regulations<\/h2>\n
Fair Labor Standards Act (FLSA) Classification Guidelines<\/h3>\n
\n
FICA Taxes<\/h3>\n
Federal Unemployment Tax (FUTA)<\/h3>\n
Mileage Reimbursement<\/h3>\n
Remitting Taxes Quarterly<\/h3>\n
Year-End Requirements<\/h3>\n
Call Toll Free: 800-929-9213<\/a><\/span><\/h3>\n
![\"household](\"https:\/\/gtm.com\/household\/wp-content\/uploads\/Flag_map_of_Illinois.svg_-169x300.png\")
Household employers must comply with all tax and wage laws that affect nannies and other domestic workers. While federal laws cover employers in all states, there are state-specific and city-specific rules and regulations that employers must also abide by.<\/p>