Illinois state law allows victims and relatives to take unpaid time off from work to deal with domestic or sexual violence issues. Domestic abuse is physical abuse, harassment, or intimidation inflicted by a household member. Domestic abuse victims can get time off work to get help. Their employer can’t fire them for taking time off. They can also get unemployment for leaving their job due to domestic abuse. Victims may take up to 12 workweeks of unpaid time off during any given year (12 month period). The amount of time off depends on the number of employees:

12 weeks: for companies with at least 50 employees

8 weeks: for companies with 15 - 49 employees

4 weeks: for companies with 1 - 14 employees

What can time off be used for?

The unpaid time off may be used to conduct any of the following activities related to domestic or sexual violence:

To get medical attention 

To get victims services

To get psychological counseling

To conduct safety planning, relocating, or taking other actions to increase safety

To get legal help or assistance

Do I have to give my employer notice?

Yes. You must provide the employer with at least 48 hours’ notice.

Your Employer can also require you to give them a letter. The letter must state that you, or your family or household member, are a victim. It must also say that you are using the time off for one of the reasons above.

Finally, if you have one of the following documents, your employer can require you to give them a copy:

A letter from someone at a victim services organization, an attorney, a clergy member, or medical professional;

Police or court record; or

Other relevant evidence.

If you do not have these documents in your possession, your employer cannot require you to give them a copy.

Can I ask my employer to change something to help me?

You can request that your employer make reasonable changes (“accommodations”) to help you stay safe and economically secure. If your employer doesn’t make the changes, they must tell you why doing so would be an “undue hardship.” An “undue hardship” means a change that would be very hard or expensive for the employer.

Reasonable changes may include an adjustment to a job structure, workplace, or work requirement. This could include:

A transfer or reassignment;

Different work schedule;

Changed telephone number or seating assignment;

Installation of a lock;

A safety plan; or

Help with documenting domestic or sexual violence that happens at the workplace.

Your employer must make the change promptly. They must consider any danger you may be facing.

Your employer is not allowed to tell anyone else about your situation unless you say it’s okay in writing.