IllinoisSB0220104th General Assembly (2025–2026)SenateWALLET

MILITARY FUNERAL HONORS LEAVE

Sponsored By: Mike Porfirio (Democratic)

Signed by Governor

Summary

Amends the Family Military Leave Act. Changes the name of the Act to the "Military Leave Act". Provides that an employee may use up to 8 hours per calendar month to participate in a funeral honors detail, up to a total of 40 hours per calendar year, or more if authorized by the employer or if provided for in a collective bargaining agreement. Provides for requirements to take leave for funeral honors details. Provides that an employee that takes leave may do so in lieu of, and without having exhausted, his or her vacation leave, personal leave, compensatory leave, or any other leave that may be granted to the employee, including sick leave and disability leave. Defines terms. Provides that the employer of an employee that takes leave must pay the employee his or her regular rate of pay for the leave taken to participate in a funeral honors detail. Makes conforming changes. Effective immediately.

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Bill Overview

Analyzed Economic Effects

2 provisions identified: 2 benefits, 0 costs, 0 mixed.

Paid leave for military funeral honors workers

Illinois law gives qualifying workers paid leave to perform veterans’ funeral honors, effective upon becoming law. It covers private and public employers with 51 or more employees. Workers get their regular pay for up to 8 hours per calendar month and 40 hours per calendar year. Employers or union contracts can provide more leave, and workers do not have to use other leave first. Workers must be trained and be active or retired military members, including reserves and the Illinois National Guard, or authorized providers. Registered members of authorized-provider organizations also qualify. Workers must give reasonable notice when practical; employers can request confirmation from veterans organizations or official funeral notices. Certain round-the-clock care or similar group-care facilities can deny leave to meet staffing minimums or protect safe, efficient operations. They cannot deny it when doing so violates a union contract.

Job and benefit protections during military leave

Workers taking covered family military or funeral honors leave keep their right to return to work and preserve earned benefits. For both leave types, workers generally need 12 months with the employer and 1,250 hours worked in the preceding 12 months. The law’s worker definition includes independent contractors. Family military leave covers spouses, parents, children, and grandparents of people ordered to serve more than 30 days by the Governor or President. Employers must restore the same job or an equivalent one with equivalent seniority, benefits, pay, and other employment terms. An employer can refuse restoration only by proving the reason is unrelated to the leave. Workers can continue benefits at their own expense unless the employer agrees to pay, and they keep benefits earned before leave. Stronger union-contract and benefit-plan protections remain in place; neither can reduce the law’s family military leave rights.

Sponsors & Cosponsors

Sponsor

  • Mike Porfirio

    Democratic • Senate

Cosponsors

  • Amy Briel

    Democratic • House

  • Craig Wilcox

    Republican • Senate

  • Debbie Meyers-Martin

    Democratic • House

  • Joyce Mason

    Democratic • House

  • Kevin Schmidt

    Republican • House

  • Meg Loughran Cappel

    Democratic • Senate

  • Nicolle Grasse

    Democratic • House

  • Paul Faraci

    Democratic • Senate

  • Stephanie A. Kifowit

    Democratic • House

  • Sue Scherer

    Democratic • House

  • Willie Preston

    Democratic • Senate

Roll Call Votes

All Roll Calls

Yes: 201 • No: 0

House vote • 5/21/2025

Third Reading - Short Debate - Passed

Yes: 105 • No: 0

House vote • 4/23/2025

Do Pass / Short Debate Labor & Commerce Committee;

Yes: 25 • No: 0

Senate vote • 4/3/2025

Third Reading - Passed;

Yes: 55 • No: 0

Senate vote • 3/19/2025

Do Pass Labor;

Yes: 16 • No: 0

Actions Timeline

  1. Public Act . . . . . . . . . 104-0078

    8/1/2025Senate
  2. Effective Date August 1, 2025

    8/1/2025Senate
  3. Governor Approved

    8/1/2025Senate
  4. Sent to the Governor

    6/18/2025Senate
  5. Added Alternate Chief Co-Sponsor Rep. Debbie Meyers-Martin

    5/21/2025House
  6. Added Alternate Co-Sponsor Rep. Nicolle Grasse

    5/21/2025House
  7. Added Alternate Co-Sponsor Rep. Kevin Schmidt

    5/21/2025House
  8. Added Alternate Chief Co-Sponsor Rep. Amy Briel

    5/21/2025House
  9. Passed Both Houses

    5/21/2025Senate
  10. Third Reading - Short Debate - Passed 105-000-000

    5/21/2025House
  11. Placed on Calendar Order of 3rd Reading - Short Debate

    5/13/2025House
  12. Second Reading - Short Debate

    5/13/2025House
  13. Placed on Calendar 2nd Reading - Short Debate

    4/24/2025House
  14. Added Alternate Chief Co-Sponsor Rep. Sue Scherer

    4/24/2025House
  15. Added Alternate Chief Co-Sponsor Rep. Joyce Mason

    4/24/2025House
  16. Do Pass / Short Debate Labor & Commerce Committee; 025-000-000

    4/23/2025House
  17. Assigned to Labor & Commerce Committee

    4/17/2025House
  18. Referred to Rules Committee

    4/10/2025House
  19. First Reading

    4/10/2025House
  20. Added as Co-Sponsor Sen. Meg Loughran Cappel

    4/10/2025Senate
  21. Chief House Sponsor Rep. Stephanie A. Kifowit

    4/10/2025House
  22. Arrived in House

    4/4/2025House
  23. Added as Co-Sponsor Sen. Willie Preston

    4/3/2025Senate
  24. Third Reading - Passed; 055-000-000

    4/3/2025Senate
  25. Added as Co-Sponsor Sen. Craig Wilcox

    3/20/2025Senate

Bill Text

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