Illinois Strengthens Worker Protections Under Amended “One Day Rest In Seven Act”
Kehoe Law Firm, P.C. is informing employees in Illinois of their strengthened protections under the recently amended the One Day Rest In Seven Act (“ODRISA”). Effective through the addition of Section 5.5, the amendment makes it unlawful for employers to retaliate against workers for exercising their rights under the Act.
The new anti-retaliation provision, codified at 820 ILCS 140/5.5 and effective as of March 21, 2025, expands employee protections and ensures accountability for employers who attempt to punish workers for asserting their rights.
What Protections Does ODRISA Provide to Employees?
ODRISA requires employers to provide employees in Illinois a minimum of 24 hours of rest within every consecutive 7-day period.
Under ODRISA, employees must also be given a meal period of at least 20 minutes for every 7.5-hour shift beginning no later than 5 hours after the start of the shift, with an additional 20-minute meal period if working a 12-hour shift or longer. Reasonable restroom breaks must also be provided.
NOTE: The day off and meal breaks do not apply to employees whose meal periods and days off are governed by collective bargaining agreements. If a collective bargaining agreement does not specify meal breaks or a day off, the provisions of ODRISA apply.
Key Protections Under New Section 5.5
Under the amended law, employers, their agents or officers are prohibited from taking adverse action or discriminating against any employee who:
-
Exercises a right under the Act.
-
Files a complaint with their employer or the Illinois Department of Labor (“IDOL”).
-
Initiates or intends to initiate any proceeding related to the Act.
-
Provides testimony or plans to testify in an investigation or proceeding under the Act.
What This Means for Illinois Workers
This amendment gives Illinois employees greater confidence to report violations of their rest or meal break rights without fear of losing their jobs or suffering other retaliatory actions.
Enforcement and Penalties
Employees who believe they have been unlawfully retaliated against in violation of Section 5.5 are entitled to recover “all legal and equitable relief as may be appropriate” by filing a complaint with the IDOL.
Conclusion
The amendment to Illinois’ ODRISA is a critical step toward protecting workers and promoting healthy, lawful work environments. Employees now have clearer legal backing when standing up for their rights to rest and meal periods — and employers now have a much stronger incentive to follow the law.
Concerned About Your Rights as an Employee?
If you have general questions about your workplace rights or believe those rights may have been violated, it’s important to seek legal guidance as soon as possible.
To discuss your situation, please send us a message or contact Michael Yarnoff, Esq., (215) 792-6676, Ext. 804, [email protected], [email protected], for a free, no-obligation evaluation of potential legal claims.
About Kehoe Law Firm, P.C.
Kehoe Law Firm, P.C. is a nationally recognized, plaintiff-side class action law firm dedicated to protecting investors and consumers from fraud and misconduct. Our attorneys have served as Lead or Co-Lead Counsel in major securities cases, recovering over $10 billion for institutional and individual investors.
Our firm litigates securities fraud, fiduciary breaches, unfair mergers and acquisitions, and antitrust violations, while also representing whistleblowers and advocating for victims of data breaches, consumer fraud, vehicle and product defects, employment law violations, retirement plan mismanagement, and other corporate and business misconduct. With a results-driven approach, we pursue justice and substantial recoveries for those we represent.
Kehoe Law Firm’s class action legal services are provided on a contingency-fee basis, meaning clients are not responsible for any fees or litigation expenses.
SEND US A MESSAGE
Contact Us
ADDRESS
Kehoe Law Firm, P.C.
2001 Market Street
Suite 2500
Philadelphia, PA 19103