Mandatory training is common in many workplaces, but Illinois law has strict limits on when that time can be unpaid. The Illinois Minimum Wage Law defines “hours worked” more broadly than federal law and does not adopt the same federal exclusions for pre-and-post work activities.
As a result, state employers must evaluate training time under Illinois standards rather than relying solely on federal rules.
When training qualifies as paid work
In “Johnson v. Amazon.com Services, LLC,” the Illinois Supreme Court clarified that the time an employee must be on the employer’s premises or under the employer’s control is compensable. Because of that determination, required on‑site training and events where the employer directs the worker’s location or activity are generally compensable.
Examples of common paid‑training situations include:
- Required onboarding sessions
- Mandatory safety or compliance courses
- Training tied to current job duties
- Instruction scheduled during regular hours
In short, training time must be paid when an employee is under the control of the employer.
When training may be unpaid
Even though Illinois has its own employment laws, the state follows the federal four‑factor test for determining whether or not voluntary training may be unpaid. This means training is paid unless:
- Attendance is only voluntary
- It occurs outside regular working hours
- It is not directly related to the employee’s job
- No productive work is performed
As a rule, training sessions may be unpaid only when all four of these factors are satisfied.
If you believe you were denied payment for job or safety training, evidence can help you prove your case. Collect work schedules, communications (emails, memos, etc.) and time records. In skilled hands, this documentation can help you obtain the compensation you are due under Illinois law.