If your company has workers in Illinois, there’s a new employment law to have on your radar for 2027.
On July 31, 2026, Governor JB Pritzker signed HB 4844 into law, changing how certain companies with workers within the state of Illinois must compensate a worker when they are called for jury duty.
Starting January 1, 2027, companies with more than 25 workers within the state of Illinois will be required to compensate workers at their regular rate of pay for time spent serving on jury duty.
The rule itself may sound straightforward, but putting it into practice can involve more than simply updating a leave policy. Companies may need to review payroll and timekeeping systems, policies, manager procedures, and worker communications before the new requirement takes effect.
And for companies with workers in multiple states or cities, it’s another example of how quickly employment-related compliance requirements can add up.
Currently, Illinois law protects a worker’s ability to take time away from work to serve on a jury, but workers are not generally entitled by state law to be compensated for that time. That changes on January 1, 2027.
Under the new law, companies with more than 25 workers within the state of Illinois will be required to compensate workers at their regular rate of pay for time spent serving on jury duty.
For companies that already offer paid jury duty leave, the change may require reviewing existing policies to make sure they meet the new requirements.
For companies that don’t currently pay workers for jury duty, more significant changes may be needed which can include updating jury duty and leave policies, auditing payroll and timekeeping systems, and reviewing HR procedures associated with jury duty processes.
Illinois’ new paid jury duty requirement is a good reminder that compliance requirements can vary significantly by state—and can change over time. For companies with workers in multiple jurisdictions, staying current with these differences is an important part of maintaining compliant workforce practices.
Jury duty pay is also separate from other types of paid leave. Companies therefore need to understand how the new Illinois requirement fits alongside existing state and local leave laws and other applicable workplace requirements.
For companies managing workers across multiple states, keeping track of these jurisdiction-specific requirements can be challenging. Having clear processes for identifying changes and applying the right requirements based on where an employee works can help reduce compliance risk and administrative complexity.
At TCWGlobal, we help navigate complex employment and workforce compliance requirements so you do not have to manage every jurisdictional update alone. Our dedicated compliance team monitors changing employment laws, supports policy alignment, and helps administer compliant workforce processes for clients engaging talent across Illinois and beyond.
Clients who partner with TCWGlobal can rely on a team that understands the compliance details behind workforce administration. Instead of tracking every new requirement alone, clients can focus on their business while TCWGlobal helps manage the compliance side of contingent workforce programs.
Need help preparing for Illinois’ 2027 jury duty changes? TCWGlobal is here to help clients stay ahead of evolving leave requirements and you can learn more by visiting our website: Explore TCWGlobal’s Jury Duty Laws by State resource. Contact TCWGlobal to learn how our workforce solutions can support your Illinois compliance strategy.