Victory! Addus home care workers vote to approve new union contract.
We’re proud to announce that union members voted overwhelmingly to ratify our Tentative Agreement with Addus HomeCare! The accomplishments we reached in this will TA continue to improve working conditions for Addus caregivers today and is a powerful step toward the future caregivers deserve!
This contract represents continued progress—and it’s a direct result of the strength, unity, and determination of thousands of Addus caregivers standing together.
In the spring of 2025, thousands of home care workers took action across Illinois and won tens of millions of dollars in state funding to support a raise in 2026 for Home Care workers. Our next step was making sure Addus actually puts that money into workers’ paychecks and that’s exactly what we did as your bargaining committee at the table.
Addus has agreed to implement wage increases and retroactive pay for any pay increases on pay checks issued on 1/28/26.
Below, you’ll find highlights of what we won in this agreement, followed by the full contract language for the articles we strengthened and the new wage scale.
Economics – New and Improved
Raises and New Wage Scale (ARTICLE 33. WAGES)
What did we improve?
- Effective Jan. 1, 2026, the starting pay will now be $18.75/hr. from the current $18/hr.
- Effective Jan. 1, 2026, all caregivers with 5 years or more of seniority will see more than a $.75/hr. increase thanks to multiple anniversary increase improvements!
- The $0.15/hr. increase will now start in year 5 instead of in year 16!
- NEW $0.20/hr. increase will start in year 16!
- All anniversary increases compound on previous ones so please review the seniority scale to see your actual increase.
There is no wage cap so workers with seniorities beyond 25 years will see a $0.20 increase for each additional year.
Paid Time Off Cash Out (ARTICLE 34. PAID TIME OFF POLICY)
In 2024, Addus caregivers earned the most expansive PTO policy ever. Before, a small percentage of caregivers were able to enjoy paid time off. Since then, every caregiver can earn some paid time off regardless if you’re less than full time. This time around, we won FULL cash out!
What did we improve?
- Caregivers can now cash out up to 100% of unused PTO at the end of the year.
- Travel time hours (hours spent going from one client to the next in one day) will now be counted towards PTO accrual!
Holiday Pay (ARTICLE 35. HOLIDAYS)
For many years, holiday pay has been very hard to be eligible for. In this TA, we have streamlined eligibility making it easier for more workers to earn holiday pay!
What did we improve?
- Starting 1/1/2026 workers who have reached one year of employment only have to meet an average of 25 hrs./ week hours or more per week for 8 weeks prior to the specific holiday to receive holiday pay. Before, the grand majority of workers had to meet an average of 30 hours/week.
Non-Economic Proposals – New and Improved
In-services (ARTICLE 6. ORIENTATIONS)
The Covid Pandemic caused a major change in how caregivers are trained and whether you can come together with your peers. The Employer has brought workers together in some parts of the state, while in others, caregivers have not been able to come together for union time or to get properly trained.
What did we improve?
- We’ve strengthened our existing contract language to ensure we get timely notification of all in-person and virtual trainings that will provide caregivers with the uninterrupted Union time and quality training you deserve.
- Addus has also agreed to work on ensuring workers who need training content in their respective language are able to do so.
New Article – WORK AUTHORIZATION
In the current anti-immigrant climate our state is facing, this language ensures Addus doesn’t unfairly target immigrant workers because of any local or federal audit, or through use of E-Verify for current employees.
Tentative Agreement Between SEIU Healthcare & Addus HomeCare
December 18, 2025
Economic Proposals
ARTICLE 33. WAGES
Section 1: Pay Scale
The following wage rates for all Home Care Aides shall be effective retroactively to 1/1/2026.
| Years of Service | Current Scale | New Scale 1/1/2026 | Increase Amount |
| 0 | $18.00 | $18.75 | $0.75 |
| 1 | $18.10 | $18.85 | $0.75 |
| 2 | $18.20 | $18.95 | $0.75 |
| 3 | $18.30 | $19.05 | $0.75 |
| 4 | $18.40 | $19.15 | $0.75 |
| 5 | $18.50 | $19.30 | $0.80 |
| 6 | $18.60 | $19.45 | $0.85 |
| 7 | $18.70 | $19.60 | $0.90 |
| 8 | $18.80 | $19.75 | $0.95 |
| 9 | $18.90 | $19.90 | $1.00 |
| 10 | $19.00 | $20.05 | $1.05 |
| 11 | $19.10 | $20.20 | $1.10 |
| 12 | $19.20 | $20.35 | $1.15 |
| 13 | $19.30 | $20.50 | $1.20 |
| 14 | $19.40 | $20.65 | $1.25 |
| 15 | $19.50 | $20.80 | $1.30 |
| 16 | $19.65 | $21.00 | $1.35 |
| 17 | $19.80 | $21.20 | $1.40 |
| 18 | $19.95 | $21.40 | $1.45 |
| 19 | $20.10 | $21.60 | $1.50 |
| 20 | $20.25 | $21.80 | $1.55 |
| 21 | $20.40 | $22.00 | $1.60 |
| 22 | $20.55 | $22.20 | $1.65 |
| 23 | $20.70 | $22.40 | $1.70 |
| 24 | $20.85 | $22.60 | $1.75 |
| 25 | $21.00 | $22.80 | $1.80 |
No wage cap.
Section 2: Training Pay
No changes to this section
Section 3: Lock-Out Pay
No changes to this section
ARTICLE 34. PAID TIME OFF POLICY
Section 1: Benefit
Paid leave may be used by the employee for any purpose. Paid leave under this Article shall accrue at the rate specified in the following seniority table. Hours worked shall include hours spent caring for a client(s), hours traveled in between clients, time spent on approved Lobby Days, time spent in negotiations with Addus HomeCare as a member of the Union’s bargaining committee for the collective bargaining agreement and time spent in attendance at quarterly Union Executive Board meetings.
The 12-month period is defined as January 1 to December 31 of each year.
| Years of Service | Accrual Rate | Annual Usage Cap |
| 0-3 years | 1 hr for every 40 hrs worked | 40 hr/year max |
| 4-8 years | 1.25 hr for every 40 hrs worked | 65 hr/year max |
| 9+ years | 1.5 hrs for every 40 hrs worked | 75 hr/year max |
Section 3: Carry-Over and Payout
Paid leave shall carry over annually to the extent not used by the employee, however, the Company is not required to provide more than maximum amount of accrued paid leave as specified in Section 1 for any employee in any 12-month period unless the Company agrees to do so. An employee may elect to cash out up to 100% of their remaining accrued balance, not to exceed the annual usage cap, during the month of November but no later than December 1 of each year.
The Company is not required to pay employees for paid leave accrued under this Article upon the employee’s separation from employment.
No changes to other sections of the PTO article.
ARTICLE 35. HOLIDAYS
Effective 1/1/2026 upon completing one year of employment, employees who work an average of 25 hours or more per week for 8 weeks prior to one of the following holidays will be eligible for holiday pay.
Holidays:
- New Year’s Day
- Memorial Day
- July Fourth
- Labor Day
- Thanksgiving
- Christmas
- Martin Luther King Day or Floating Holiday
Holiday pay is calculated as follows:
- Average hours worked in the 8 weeks (4 pay periods) prior to the Holiday.
- Average hours worked per week is calculated.
- The average daily amount is calculated, if the employee meets the required weekly average hours outlined in the CBA, based on a 5-day workweek.
- The average daily hours are capped at 8 hours.
In the event the employee works on a holiday, the employee will receive pay for the time worked in addition to the holiday pay.
The Company will share information with the Union regarding paid hours to employees but unreimbursed hours to the Employer and the reasons for such hours. The Company and the Union agree to meet to consider whether joint engagement with IDOA or other state agencies may be helpful in reducing the amount of billed but unreimbursed hours. In the event there is a reduction in billed but unreimbursed hours compared to such hours on Oct. 1, 2023, then the Union may reopen this agreement for purposes of negotiating holiday pay.
ARTICLE 31. REOPENER
The Company and the Union agree that if at any time during the life of this Agreement the Company’s Community Care Program Homemaker rate or Department of Human Services-Office of Rehabilitation Home Service Program Homemaker Rate changes to an amount greater than or less than its current rate of $30.80, effective 1/1/2026, then the Union or the Company may, upon written notice to the other, reopen this Agreement for the sole purpose of negotiating wages and benefits. In the event that this Agreement is so reopened, all provisions of this Agreement, with the exception of Article 11, NO STRIKE – NO LOCKOUT shall remain in full force and effect.
The Company and the Union will also reopen this agreement, for the sole purpose of negotiating wages and benefits toward reaching a solution to problems that may be faced by the Company should the Company be required by new unforeseen laws, rules, regulations, or mandates which, in order to comply, result in a 4% or greater increase in direct service worker costs to the Company. In the event that this Agreement is so reopened, all provisions of this Agreement, with the exception of Article 11, NO STRIKE – NO LOCKOUT shall remain in full force and effect.
Non-Economic Proposals
ARTICLE 6. ORIENTATIONS
Section 1: In-service trainings
The Employer agrees that a period of time will be made available before or after each in-service training meeting, or before or after any scheduled break during the training, but not beyond normal office working hours, for Union Stewards and/or Union Representatives to address members of the bargaining unit. Management or supervisory personnel may not be present unless mutually agreed to by the union and company. Such meetings shall not disrupt the in-service schedule, have a maximum duration of thirty (30) minutes and shall be conducted in accordance with Article 20: Dignity & Respect.
For Union meetings held under this Section, the Employer agrees to inform the Union of regular in-service training dates, times, and locations one month in advance and other in-service training dates, times and locations as far in advance as practicable. The Union must inform the Branch Manager its desire to address the bargaining unit members at a scheduled in-service training two days in advance. The Employer shall provide the Union with an electronic list of expected participants at least 48 hours prior to the meeting.
The Company and the Union will continue to meet and discuss compliance and cooperation regarding union access to bargaining unit employees at in-service trainings. Any branch location that does not provide at least one in-person service training session, that location will work directly with the Union to coordinate the Union’s participation at other large gatherings in the first half of every calendar year. By February 1st of each year, the Employer shall provide the Union with proposed dates for all in-person in-service trainings and any alternative large gatherings intended to meet the requirements of this section.
Primarily this includes providing the opportunity for the union to address HCAs during all in-service training packet distribution events, including:
- Formalized Agenda: Union presentation as a standing agenda item at every in-service packet distribution.
- Guarantee dedicated time: Allocate a specific time slot for union representatives to address HCAs.
- Ensure accessibility: Provide adequate space for the union to engage with members.
New Section 2: Language Access
The Employer recognizes that language access is an important aspect of home care work where bargaining unit employees are able to communicate effectively, access training information, and have development opportunities in their preferred language.
The employer will continue working toward offering training in multiple languages to meet Limited English Proficiency (LEP) standards and will collaborate with the union to identify translation needs and opportunities to support this commitment.
NEW ARTICLE X. WORK AUTHORIZATION
The Union and the Employer have a mutual interest in complying with the law and the collective bargaining agreement and ensuring that neither consumers nor home care workers are deprived of their rights or unnecessarily harmed in any way. The following provisions are designed to protect jobs to the maximum extent permitted by law and to ensure consumers are provided with stable and quality care.
A. In the event of any Federal or State Agency, including without limitation the IL Department on Aging, or any payer of services provided by the Company, institutes new rules or requirements related to an employee’s eligibility to provide direct client care, or as a result of an audit by Federal, or State agencies including but not limited to the IL Department on Aging, or an internal audit conducted by the Employer, for any employee who previously completed their probationary period with the Company:
- The Company will comply with all applicable requirements related to an employee’s eligibility to provide direct client care, and
- The Company will notify the Union and affected employee/s in the event such rules, requirements, or audit results in the need to suspend any employee, discipline any employee, terminate any employee or reduce an employee’s work hours, in accordance with the requirements of the National Labor Relations Act, including identifying the affected employee.
B. Change in Social Security Number or Name
Except as prohibited by law, when an employee presents valid documentation of change or updates or social security number change, or updated work authorization documents, the Employer shall modify its records to reflect such change and the employee’s seniority will not be affected. Such a change shall not constitute a basis for adverse employment action, notwithstanding any information or documents provided at the time of hire. The employer may not question an employee about work authorization if the employee requests that a union representative be present.
C. Participation in E-Verify Programs
The employer shall not participate in E-Verify for employees that have passed their probationary phase unless required by law. If participation is required by law, the Employer shall:
- Provide the Union a copy of its E-Verify requirement or other Memorandum of Agreement with the relevant government agency:
- Upon request by the Union, both parties shall bargain as required by the NLRB. The Employer shall bargain in good faith and not delay such bargaining.
D. All the above are subject to the existing grievance procedure.