Employers in Illinois and across the country should stay informed on key legal developments impacting workplace practices. Here are five important labor and employment updates for June 2026.
The Illinois Department of Labor has adopted revised regulations that provide much-needed clarity on the scope of the “clerical” exception to the Illinois Day and Temporary Labor Services Act (“IDTLSA”).
Under the IDTLSA, day or temporary laborers are entitled to “equal pay for equal work” if they perform more than 720 hours of work within a 12-month period at the same third-party client site. Such “equal pay for equal work” can be calculated in one of two ways. First, a day and temporary labor services agency can pay day or temporary laborers who cross the 720-hour threshold the same hourly wage as either a directly hired comparator employee who performs substantially similar work or, if there is no comparator, the lowest paid directly hired employee who is entitled to overtime under the Fair Labor Standards Act. Second, agencies can pay day or temporary laborers who cross the 720-hour threshold according to rates set forth by the United States Bureau of Labor Statistics. The IDTLSA also requires day and temporary labor services agencies to provide employees who cross the 720-hour threshold “substantially similar benefits to the job classification of employees performing the same or substantially similar work...
The Management of Dangote Petroleum Refinery and Petrochemicals has noted with concern the circulation of unfounded and misleading claims suggesting that its petroleum products are exported to Lom...