Cash-pay practice in Chicago, Illinois.

Records and communications are confidential

Section 3(a): “All records and communications shall be confidential and shall not be disclosed except as provided in this Act.”

Source 8

What counts as a communication

Section 2 defines a communication as “any communication made by a recipient or other person to a therapist or to or in the presence of other persons during or in connection with providing mental health or developmental disability services to a recipient. Communication includes information which indicates that a person is a recipient.”

Source 8

Consent is written and specific

Section 5(a): records and communications “may be disclosed to someone other than those persons listed in Section 4 of this Act only with the written consent of those persons who are entitled to inspect and copy a recipient's record pursuant to Section 4 of this Act.” Section 5(b): every consent form shall be in writing and shall specify:

1. the person or agency to whom disclosure is to be made;
2. the purpose for which disclosure is to be made;
3. the nature of the information to be disclosed;
4. the right to inspect and copy the information to be disclosed;
5. the consequences of a refusal to consent, if any;
6. the calendar date on which the consent expires, provided that if no calendar date is stated, information may be released only on the day the consent form is received by the therapist; and
7. the right to revoke the consent at any time.

Source 9

Stricter than federal law, says the Governor

Executive Order 2025-02 describes the Act as one “which provides protections more stringent than federal privacy law.”

Source 10

A Chicago business license, and who is exempt

The City's page says: “A Chicago business license is required to conduct, engage in, maintain, operate, or manage any business in the City of Chicago.” It then lists professions licensed by IDFPR “that do not require a Chicago business license”: Counselors (Professional and Clinical Professional), Marriage and Family Therapists, Clinical Psychologists, Clinical Social Workers and Social Workers, and Dietitians and Nutrition Counselors.

It adds: “if additional business activities are offered in the establishment/facility, which are not covered by the State of Illinois license, then a Chicago business license may be required.” It also says: “The lists provided are NOT comprehensive.”

Source 12

Minimum wage in Chicago

“As of July 1, 2026, the minimum wage in Chicago is $17.05 per hour for employers with 4 or more employees.”

“Every July 1, Chicago’s minimum wage increases per the Minimum Wage Ordinance.” The City says the increase follows “the Consumer Price Index or 2.5%, whichever is lower.”

Source 13

Paid leave and sick leave: who earns it, and how fast

“The Paid Leave and Paid Sick Leave ordinance mandates that all Chicago businesses provide paid leave and paid sick leave to employees. Any employee who works at least 80 hours for an employer in Chicago within any 120-day period is covered by the ordinance and is eligible for paid leave and paid sick leave.”

“Employees begin to accrue paid leave and paid sick leave on the first calendar day after they begin their employment. For every 35 hours worked, employees accrue one hour of paid leave and one hour of paid sick leave.”

Source 14

Paid leave and sick leave: how much, and when it can be used

The City's June 2026 release says workers are “guaranteed up to five days of paid leave and five days of paid sick leave.”

Paid leave: “Employees must be allowed to use accrued paid leave no later than on the 90th day following the commencement of employment.” Paid sick leave: “Employees must be allowed to use accrued sick leave no later than on the 30th day following the commencement of employment.”

“Starting July 1, 2026, workers are able to enforce their legal rights via private right of action.”

Source 15

The notices a Chicago employer posts and hands out

“Every employer must post in a conspicuous place at each facility located in the City of Chicago a notice advising the Covered Employee of:” the current minimum wage, Fair Workweek (if applicable), Paid Leave and Paid Sick Leave, and Wage Theft.

“With the first paycheck issued to a Covered Employee, and annually with a paycheck issued within 30 days of July 1st, every employer must provide a notice advising the Covered Employee of:” the current minimum wage, Fair Workweek (if applicable), and Paid Leave and Paid Sick Leave.

Source 1314

Chicago's rules are separate from Cook County's

Cook County's page asks “I work in the City of Chicago, does the Cook County Paid Leave Ordinance apply to me?” and answers: “The City of Chicago has enacted their own ordinance, which includes sick leave and paid leave.”

Its comparison chart says the County ordinance applies to “All municipalities within Cook County, except Chicago, unless a municipality has opted into IL Paid Leave for All Workers Act (PLAWA) or has an equivalent ordinance.”

On wages, the County's FAQ asks “Does the County MWO apply to the City of Chicago?” (MWO is its short form of Minimum Wage Ordinance) and answers: “No, the City of Chicago has its own MWO.”

Source 1617