Illinois Split-Shift and On-Call Pay Laws: What Restaurant Managers Must Know

Illinois Split-Shift and On-Call Pay Laws: Key Takeaways

Illinois has no specific state laws requiring extra pay for split shifts or on-call work as of August 2025
Chicago's Fair Workweek Ordinance mandates advance scheduling notice, predictability pay, and rest period compensation for certain large employers
On-call pay depends on employer control of the employee’s time; compensable on-call time must meet minimum wage and timely payment standards

This article explains key aspects of split-shift and on-call pay laws in Illinois relevant to restaurant managers.

It highlights federal and local rules affecting scheduling, compensation, and compliance.

For broader compliance guidance, see our recruitment compliance guide.

1. Understanding Split-Shift Pay Laws in Illinois for Restaurant Managers

A split shift is a work schedule that breaks an employee’s day into two or more shifts separated by unpaid periods.

Illinois does not require additional pay specifically for split shifts, but managers must still pay employees for all hours worked at or above the minimum wage, which rose to $15 per hour in 2025.

Review the current server minimum wage to ensure your pay practices align with Illinois standards.

Under the federal Fair Labor Standards Act (FLSA), any hours worked beyond 40 in a week require overtime pay at 1.5 times the regular rate.

Chicago Fair Workweek Ordinance Impact on Split Shifts

Chicago’s Fair Workweek Ordinance applies to large employers (250+ employees globally, 30+ locations) including restaurants.

This ordinance enforces important rules that influence split-shift scheduling:

Advance Scheduling Notice: Employees must receive their schedules at least 14 days before the start date.
Predictability Pay: If the employer changes the schedule less than 14 days ahead, affected employees receive additional compensation.
Mandatory Rest Periods: Employees are entitled to 10 hours off between shifts. If an employee agrees to work with fewer than 10 hours rest, the hours worked during this time must be paid at 1.25 times their normal pay rate.

These provisions aim to reduce employee uncertainty and fatigue, providing financial protection when shifts are split with short breaks.

For role clarity and responsibilities, review the restaurant manager job description.

2. On-Call Pay Laws in Illinois Restaurants Explained

On-call work means employees must be available to work if called but are not guaranteed hours.

The FLSA requires that on-call time be compensated if the employer exerts enough control over the employee’s activities to restrict their personal use of time.

Examples of compensable on-call time include being required to stay on the employer’s premises or respond immediately to calls.

Protect your business from wage-and-hour risks by addressing working off the clock.

Illinois follows federal standards for on-call pay, meaning that if on-call time qualifies as hours worked, it must be paid at at least the state minimum wage ($15/hour as of 2025) and subject to overtime rules.

Furthermore, Illinois Wage Payment and Collection Act mandates timely payment for all compensable working hours, including on-call time, with penalties for late payments.

If you operate across multiple states, use this multi-state payroll guide to keep pay compliant.

3. Recommendations for Illinois Restaurant Managers on Split-Shift and On-Call Pay

Given the complexity of overlapping federal, state, and local laws, restaurant managers should implement best practices to ensure compliance.

Stay Informed About Local Ordinances

Since Chicago’s Fair Workweek Ordinance imposes additional requirements on certain employers, managers operating in Chicago or other municipalities should regularly review local laws for updates or new mandates.

Create Clear Scheduling Policies and Communicate Them

Develop transparent written policies explaining how split shifts, schedule changes, and on-call work are handled.

Clear communication reduces confusion and helps employees understand their rights and compensation.

Align scheduling responsibilities by referencing the kitchen manager job description.

Maintain Accurate Recordkeeping

Document all hours worked including split shifts and on-call periods carefully.

Good records help demonstrate compliance in case of audits or disputes.

For compensation planning and benchmarking, check the restaurant manager salary.

Consult Legal Counsel for Updates

Labor laws frequently change; consulting employment law experts ensures your scheduling and pay practices remain lawful and mitigate business risks.

For career development pathways and training focus areas, see how to become a restaurant manager.

4. Key Takeaways for Restaurant Managers on Illinois Split-Shift and On-Call Pay Laws

Illinois does not require extra split-shift pay but employers must comply with minimum wage and overtime laws.
In Chicago, large restaurants must adhere to the Fair Workweek Ordinance’s scheduling and predictability pay rules.
On-call time compensation depends on employer control; qualifying hours count as paid work under Illinois and federal law.
Maintaining clear policies, thorough records, and legal guidance protects your restaurant from compliance issues.

Legal Resources for Illinois Restaurant Managers on Split-Shift and On-Call Pay Laws

Illinois Department of Labor: https://www2.illinois.gov/idol/Pages/default.aspx
U.S. Department of Labor - Fair Labor Standards Act (FLSA): https://www.dol.gov/agencies/whd/flsa
City of Chicago - Fair Workweek Ordinance: https://www.chicago.gov/city/en/depts/bacp/supp_info/fair-workweek-ordinance.html

Illinois Split-Shift and On-Call Pay Laws: Conclusion

Although Illinois does not impose specific state laws mandating extra pay for split shifts or on-call work, restaurant managers must comply with minimum wage and overtime laws under federal law.

Managers operating in Chicago should carefully follow the Fair Workweek Ordinance requirements to provide employees with fair schedules, predictability pay, and adequate rest periods.

Understanding when on-call time is compensable is essential to ensuring timely and fair payment, thus maintaining compliance and fostering a positive work environment.

01. Does Illinois require extra pay for split shifts?

No, Illinois does not have a specific state law requiring additional pay for split shifts. Employers must pay for all hours worked at or above the minimum wage.

02. What protections does Chicago’s Fair Workweek Ordinance provide?

Chicago’s Ordinance mandates advance scheduling notice, predictability pay for schedule changes, and mandatory rest periods to protect employees’ scheduling rights.

03. When is on-call time considered compensable?

On-call time is compensable when the employer controls the employee’s activities such that their personal time is restricted, including being required to stay on premises or respond immediately.

04. What is the minimum wage for on-call hours in Illinois?

On-call hours that count as work must be paid at least the Illinois minimum wage of $15 per hour (2025), and are subject to overtime pay rules.

05. How can restaurant managers ensure compliance with these laws?

They should maintain clear policies, communicate scheduling rules, document hours accurately, and consult legal counsel to keep up with changing regulations.