On March 21, 2025 Governor JB Pritzker signed Senate Bill 3180 into law, expanding protections under the One Day Rest in Seven Act (ODRISA). This law mandates that covered employees receive at least 24 consecutive hours of rest in each calendar week, and the new amendments explicitly prohibit employer retaliation against individuals who exercise their rights under the Act.
The ODRISA rest requirement operates on a rolling basis, meaning employees cannot be scheduled to work seven consecutive days without a rest period. Exemptions from the Act are limited and do not cover overtime-exempt white-collar employees.
Below is a summary of what Illinois employers need to know and the proactive steps they should take to maintain compliance.
Key Provisions of the Amended Law
The recent amendments clarify that it is unlawful for an employer to retaliate against an employee who:
- Exercises a right guaranteed under the Act;
- Submits a complaint to the employer;
- Files or intends to file a proceeding related to the Act;
- Testifies or is preparing to testify in an investigation or legal proceeding related to the Act.
Legal Remedies for Employees
Employees who experience retaliation may file a claim with the Illinois Department of Labor. While there is no private right of action, the state labor department has the authority to investigate, impose penalties, assess legal fees, and initiate administrative or civil actions against non-compliant employers.
Next Steps for Employers
To remain compliant and minimize risk, Illinois employers should:
- Review Scheduling Practices: Audit current scheduling procedures to ensure employees are not assigned to work seven consecutive days without a full 24-hour rest period.
- Update HR Policies and Procedures: Revise written policies to reflect the amended ODRISA provisions, including the anti-retaliation protections.
- Train Managers and Supervisors: Educate all personnel involved in scheduling and employee relations about the law’s requirements, including the consequences of retaliatory actions.
- Document Compliance Efforts: Maintain thorough records of work schedules and employee complaints to demonstrate good-faith compliance in the event of an investigation.
