Illinois overtime calculator
Illinois overtime calculator
Illinois pays overtime at 1.5脳 the regular rate after 40 hours in a workweek. There is no daily overtime.
Enter your hourly rate and the hours you worked each day of one workweek to see regular, overtime pay.
Last reviewed October 2026
Estimate at your base rate. If you earn shift differentials, overtime should use your blended regular rate. Exemptions and alternative schedules can change the result.
Illinois overtime rules
| Rule | Illinois |
|---|---|
| Weekly overtime | 1.5脳 after 40 hours in a workweek |
| Daily overtime | None |
| Double time | None |
| Minimum wage | $15.00 an hour for workers 18 and older ($9.00 for tipped workers). Chicago and Cook County set higher local minimums. |
Worked example
Four 9-hour days and one 8-hour day is 44 hours, so 4 hours are paid at 1.5脳.
Things that change the result
- Employers may pay non-tipped adult workers $14.50 for their first 90 days.
- Overtime is paid on your regular rate, which includes shift differentials and most bonuses. If you earn differentials, use the shift differential calculator to find your overtime rate.
- Managers and some salaried roles are exempt from overtime. This calculator assumes you are an hourly, non-exempt employee.
Questions
- Does Illinois have daily overtime?
- No. Illinois only requires overtime after 40 hours in a workweek, so a long shift doesn't earn overtime on its own.
- What is the overtime rate in Illinois?
- Overtime is paid at 1.5 times the regular rate of pay.
- Can my employer average hours over two weeks?
- No, not for the standard rule. Overtime is calculated for each workweek on its own, even when you're paid every two weeks. The main exception is the 8/80 system some hospitals and care facilities use by agreement.
Keep a record of every shift.
WageFlow does this math for every shift you log, so you can check each payslip. Free on iPhone, no account.
Official sources
This page explains general rules to help you estimate pay. It is not legal advice. Union contracts, employer policies, exemptions and local laws can change what applies to you. If you think you were underpaid, contact your state labor department or the U.S. Department of Labor Wage and Hour Division.