Cases will be handled by attorneys licensed in the local jurisdiction. Cases may be associated with, or referred to, other law firms as co-counsel or referral counsel. Results may vary depending on your particular facts and legal circumstances. The attorney featured above is licensed in Florida. For a full list of attorneys in your state please visit our attorney page.

By appointment only

Overtime Claims in Illinois

If your employer denied you overtime pay, we fight to recover your lost wages and ensure fair compensation for your work.

Cases will be handled by attorneys licensed in the local jurisdiction. Cases may be associated with, or referred to, other law firms as co-counsel or referral counsel. Results may vary depending on your particular facts and legal circumstances. The attorney featured above is licensed in Florida. For a full list of attorneys in your state please visit our attorney page.

    Illinois Personal Injury Lawyers

    We’re proud to fight for our neighbors. Meet the attorneys from your community.

    When you’re in need of extra income and don’t mind losing some personal time out of your week, overtime can be a great blessing. However, even a blessing can turn into a curse if your employer refuses to properly credit you for overtime hours. 

    If you are working overtime but not getting paid appropriately for that time, you need the assistance of experienced overtime attorneys in Illinois. Overtime attorneys in Illinois from Morgan & Morgan can help you receive all of the back pay you deserve, plus penalties for the harm caused when you weren’t paid fully on time. 

    We know Illinois overtime laws and how to see to it that your employer pays you what you deserve. Don’t settle for being underpaid by your employer. If you have been underpaid for overtime work, contact us immediately to get a free case evaluation.

    Overtime Regulations in Illinois: Employer Violations

    In Illinois, overtime is regulated by Illinois statute 820 ILCS 105/4. This law requires workers to be paid time and a half (1.5 times the value of their normal hourly wage) for every hour of overtime they work. While this law is quite simple, employers can try to work around it in a variety of subtle ways.

    Ordering or Encouraging Employees Not to Log Overtime Hours

    The simplest way to violate your overtime rights is for an employee to tell you not to log or report any hours you work beyond 40 hours. In short, you worked extra time, but your employer simply isn’t paying you for it. 

    That is not legal. Your employer is required to pay you for every hour you worked and must pay time and a half for every hour beyond 40 during a workweek.

    If your employer does not want to pay for extra hours in a week, your employer can order you not to work beyond 40 hours. Your employer can even fire you for working extra hours without permission. But regardless, if you worked, you must get paid.

    Doctoring Records to Indicate Overtime Hours Were Worked on a Different Week

    Doctoring records is more creative, but it is also illegal. Imagine, for example, that you worked 60 hours in one week and 20 hours the next week. In total, over two weeks, you worked 80 hours. Despite this, it is illegal for your employer to pay you as if you worked two 40-hour weeks.

    Instead, you must be paid 40 regular hours and 20 overtime hours the first week and 20 regular hours the second week. Creative accounting is a violation of your rights and cheats you out of the money that you deserve.

    Giving You Compensatory Time Off in Place of Overtime

    The method of giving you compensatory time off in place of overtime is a variation of doctoring records. When an employer uses this method of violating your overtime rights, your overtime hours are effectively turned into regular hours. 

    You can take time off at a later time, but it will be paid at your regular pay rate. This can be easier to disguise than doctoring records and potentially harder to prove in court.

    Claiming an Employee or Activity Is Exempt When They Aren’t

    Certain types of employees in specific professions are exempt from overtime rules. These exempt workers are listed in the Illinois overtime regulations and include:

    • Some salesmen and mechanics at dealerships
    • Agricultural laborers
    • Most salaried employees
    • Some radio and television employees in smaller cities
    • Commissioned employees
    • Employees who are part of a workplace exchange agreement
    • Some childcare and educational employees

    However, even if you are an exempt employee, you might be engaging in activities that are not exempt while performing overtime duties. If that is the case, then you still deserve overtime. 

    Employers that knowingly misrepresent the exempt status of an employee can be sued for damages by knowledgeable overtime attorneys in Chicago.

    Delaying Overtime Pay

    Sometimes, the problem isn’t that you aren’t being paid for working overtime; instead, perhaps your employer is delaying that pay. 

    Any delay, even a delay of only a few days, effectively costs you money. That is money that should be in your pocket, available to you with the rest of your pay. Overtime is required to be paid at the same time that regular time is paid. 

    If your overtime is not being paid to you on time, you should speak to an employment attorney at Morgan and Morgan immediately.

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    Results may vary depending on your particular facts and legal circumstances. Based on select nationwide reviews.

    How It Works

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    Results may vary depending on your particular facts and legal circumstances. The attorneys shown in these photos may not be licensed in your state. To find an attorney licensed in your area, please visit our attorney page.

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    We know your pain.

    John Morgan’s brother Tim was injured as a teen. Their experience with a lawyer was a nightmare. John spent 35 years building a firm to do better for families like his. And yours.

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    The attorney featured above is licensed in Florida. For a full list of attorneys in your state please visit our attorney page.
    Results may vary depending on your particular facts and legal circumstances.