What’s New?
The latest amendment to Illinois military funeral honors creates paid leave for employees who serve on funeral honors details at veterans’ funerals. Qualifying employees can take up to 8 hours of paid leave per calendar month and up to 40 hours per calendar year. Employers may authorize additional time, and collective bargaining agreements may provide greater benefits.
Who Qualifies?
Employees must be trained to participate in funeral honors details and be either: (1) an active or retired member of the U.S. Armed Forces, or a member of a reserve component including the Illinois National Guard; or (2) an authorized provider or registered member of a veterans service organization, ROTC, honor guard, or similar group recognized by the armed forces.
Compensation and Leave Substitution
Employers must pay employees their regular rate for funeral honors detail leave. Critically, employees can take this leave without first exhausting vacation, personal, sick, or other paid leave—employers cannot require employees to burn through PTO before accessing this benefit.
Notice and Verification
Employees must give reasonable notice when practicable. Employers may request confirmation from the veterans service organization that dispatched the employee or any official notice related to the detail.
When Employers Can Deny Leave
Employers may deny leave only if granting it would reduce staffing at a congregate care facility providing 24/7 care below established minimums or impair safe operations. This exception does not apply if it would violate a collective bargaining agreement.
Job Protection and Benefits
Employees are entitled to restoration to their prior position or an equivalent one with the same seniority, benefits, and pay. Leave cannot result in loss of accrued benefits, and employers must allow benefit continuation at the employee’s expense during leave.
The Bottom Line
For HR compliance, employers with 51+ employees should update policies and train managers before August 1, 2025. Employees who serve in funeral honors details: you’re entitled to paid leave without using PTO first—give reasonable notice and be ready to provide verification if requested. Questions about implementation? Consult an Illinois employment lawyer or a Chicago employment lawyer for guidance tailored to your workplace.
This blog post is for informational purposes only and does not constitute legal advice.
Written by ++Amy Cramer++, founding attorney of Cramer Law Group. Amy has spent her career advocating for employees facing workplace challenges, with particular focus on family and medical leave rights, discrimination claims, and employment contract negotiations. She regularly counsels Illinois families navigating the intersection of major life events and workplace protections.
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