Employment lawyers in Illinois

Explore Illinois attorneys like W. Sebastian von Schleicher in cities like Chicago. These attorneys specialize in Employment in Zip codes like 60601.

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Wolfe Law PC

Ziccardi Law O

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W. Sebastian von Schleicher

180 N La Salle St Ste 3130 , Chicago , Illinois 60601

Practice Areas: Employee Benefits, Employment, Insurance, Class Action

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Wolfe Law PC

Firm: Wolfe Law PC

200 W Adams St , Chicago , Illinois 60606

Practice Areas: Employment

Yelp Review

“By far the best lawyer. I have nothing but good things to say about this attorney. Alway answer my questions. Very attentive.”

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Google Review

“Experienced, knowledgeable and highly qualified to get you through the difficult worker’s compensation process. Great attorney and person to have at your side.”

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Ziccardi Law Offices

Firm: Ziccardi Law Offices

77 W Washington St , Chicago , Illinois 60602

Practice Areas: Employment, Estate Planning, Business

Yelp Review

“Well the update I've been so excited to give! I can thank Ziccardi for my beautiful long nails and happily resolved issue. I really couldn't ask for a...”

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Recent Q&As in Illinois (Employment)

My paychecks are being garnished for child support when I have no children | Aug 20, 2026 | Sourced from Reddit
Location: Illinois, USA Apologize in advance if this is the wrong subreddit for this. Today I got paid early morning and after checking my pay stub I noticed 8% of my pay had been subtracted for garnishments. Under garnishments it reads ‘Support 1’ and I was immediately concerned and confused. I checked my past pay statements but none of them have been garnished except this one. At the end of my shift I contacted HR and questioned why this was happening. She asked if I had any children and I said none. After some digging around she found a case for child support that my social security is in. I am still in possession of my social security card so not sure where that information could of been leaked. The name of the guy is similar to mine but not 100% the same. Both our first and last name is the same but different middle name initials and he has two last names in the document. The child and obligee’s names are people I have never met or heard of. HR gave me a number for the official Illinois HFS Division of Child Support Services (DCSS) customer service to call. After calling the gave me an email where im supposed to send a bunch of my information, my employer information, and proof of my pay being garnished and the lady on the phone told me it would take some time to process and to not call back for 6 weeks.…
Employer says union buttons violate the uniform policy, but other pins are allowed | Aug 18, 2026 | Sourced from Reddit
location: Illinois I work at a privately owned distribution warehouse. Our position is union-represented and we're currently in a dispute with management over mandatory overtime. Last week the union handed out small buttons that say "Respect the Contract." They're about an inch wide. A few of us started wearing them on our company polos next to the name badge. Management told us to remove them because the dress code says employees can only wear company-approved items while on the clock. One coworker refused and received a written warning. What confuses me is that this hasn't really been enforced for other things. People wear service anniversary pins, charity pins and sometimes small sports pins without anyone caring. Management hasn't claimed the union buttons are unsafe, offensive, or interfering with our work. We're also not customer-facing. Our union rep says the company can't simply ban union insignia by calling it a uniform rule. Management says the dress code applies to everyone and they're entitled to enforce it consistently from now on. Can an employer prohibit union buttons just because they aren't part of the official uniform? And can they discipline an employee for refusing to remove one?
Location: Illinois Retail Employer requires us to help customers during our breaks? Any recourse? | Aug 14, 2026 | Sourced from Reddit
Location: Illinois (Chicago Metro area) if I am on my break, I am allowed to not have my 30 minute unpaid lunch break be interrupted by job duties such as customer service during the duration of my break. Store policy says you take your break by clocking out then walking to the back of the store. You cannot take off your badge or vest despite being clocked out, and you are expected to help any customers that approach you on your way to the break room. You are not allowed to tell them you are on your break and can't help, you have to assist them because one, this doesn't count as you aren't at the break room.. despite you being clocked out for break already? In any case, if you are seated in the break room which is just a sort of partial walled off area of the store (customers can walk up) and a customer asks for help, you cannot deny them. TLDR: I say all that to say that store policy says no matter what you can not turn away a customer wanting help at any point of your 30 minute break- you have to help them and then continue the break where you left off, but you should finish the 30. Example: clock out at 1pm. Head to break room. Customer comes up, help them until 1:15pm. Instead of finishing at 1:30, clock in at 1:45pm. Is this legal in the state of illinois?
Location: Illinois – Fired after coworker accused me of vaping indoors; I believe she may have mistaken my asthma inhaler for a vape. Employer won't provide details or policy. Wh | Aug 13, 2026 | Sourced from Reddit
Location: Illinois and was recently hired by a school photography company. August 10 was my first day of training at their office. The following day, August 11, I was told that another employee, Janine, had reported seeing me vaping inside the building/basement on August 10. I did not vape anywhere inside the building. I did vape outside during my lunch break, but I had asked permission to go outside beforehand. I have asthma and carry my prescribed rescue inhaler on me in a holster. Because I did not vape inside the building, one possibility I have considered is that someone saw me with or using my inhaler and believed it was a vape. I don't know whether that is actually what happened. After being told about the accusation, I denied it and asked management for details about what I allegedly did and what policy I supposedly violated. Within approximately two hours of being informed of the accusation, I was terminated. I asked for the specific policy I was determined to have violated, the date/time/location of the alleged incident, and a description of what the employee actually reported seeing. I also asked whether there was video or other evidence that could substantiate the allegation. The company responded to my initial request for review, but did not answer those specific questions. I followed up in writing asking again for the policy and details of the alleged incident, and I have not received a response. At this point, my understanding is: August…
My former employer is not owning up to the severance agreement. | Aug 11, 2026 | Sourced from Reddit
Location: Illinois Thank you in advance to anyone who contributes to this, as I am out of my depth when it comes to contract and/or employment law. The background: In April of this year, I was, as well as several others in the company, laid off. This came after 4.5 years of employment with the company. Last year we got a new higher up that took a year to get an understanding of the company, implemented some quick fix measures to get the company back on track, and as far as I was aware, was continuing with that method. I was leading a few projects at the time and felt in the loop, but ultimately was not. Out of nowhere he comes in to my office and sits down, with my direct manager alongside. My direct manager says nothing during this, just in case anyone asks, but may not be important. New Higher Up says that the company and I will be going separate ways and that he has a severance agreement for me to review. (This is the really relevant information) As he is talking, he never mentioned any specific amounts. He said that I was to be paid out one month for every year I worked plus PTO, which would be broken down into equal payments adhering to my regular pay schedule. This felt very standard and I did not think much of it, outside of holy crap I am now unemployed, what am I going to do.…

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Disclaimer: This content is based on aggregated public information and estimated market trends. It is provided for informational purposes only and does not constitute legal advice.