We’ve reached a Tentative Agreement (TA) with Help at Home Illinois!
We’re proud to announce that your Union Bargaining Committee has reached a Tentative Agreement (TA) with Help at Home Illinois! The accomplishments the Union Bargaining Committee reached in this TA continue to improve working conditions for Help at Home caregivers today and is a powerful step toward the future caregivers deserve!
This agreement represents continued progress—and it’s a direct result of the strength, unity, and determination of thousands of Help at Home caregivers standing together.
We strongly recommend a YES vote on this Tentative Agreement. If a majority of voting union members vote YES, these new wage gains will go into effect retroactively to January 1, 2026—putting real improvements into caregivers’ lives while positioning us for even greater victories ahead. Below, you’ll find highlights of what we won in this agreement.
Economics — New and Improved
1. Raises and New Wage Scale (ARTICLE 34. WAGES)
In the Spring of 2025, we won $.75/hr. increase from the state of IL due to the strong campaign we launched where thousands of home care members took action to win a raise. Next step was to bring Help at Home to the bargaining table to implement these increases.
What did we improve?
- Effective Jan. 1, 2026, all caregivers with 1 year or more of seniority will see raises between $.80/hour and $1/hour, depending on your years of service.
- Effective Jan. 1, 2026, the starting pay will now be $18.75/hour from the current $18/hour.
- We won back the full $.10/hour anniversary raise in year one and eliminated the reduced $.05/hour rate.
- The $.15/hour anniversary raise will now start in year 12 instead of in year 16!
New Wage Scale Effective Jan. 1, 2026
| Years of Service | Wage Effective 1/1/26 | Anniversary Raise Effective 1/1/26 | Total Amount of Raise by Seniority |
| 0-1 year | $18.75 | N/a | 0.75 |
| 1-2 years | $18.85 | $0.10 | 0.80 |
| 2-3 years | $18.95 | $0.10 | 0.80 |
| 3-4 years | $19.05 | $0.10 | 0.80 |
| 4-5 years | $19.15 | $0.10 | 0.80 |
| 5-6 years | $19.25 | $0.10 | 0.80 |
| 6-7 years | $19.35 | $0.10 | 0.80 |
| 7-8 years | $19.45 | $0.10 | 0.80 |
| 8-9 years | $19.55 | $0.10 | 0.80 |
| 9-10 years | $19.65 | $0.10 | 0.80 |
| 10-11 years | $19.75 | $0.10 | 0.80 |
| 11-12 years | $19.85 | $0.10 | 0.80 |
| 12-13 years | $20.00 | $0.15 | 0.85 |
| 13-14 years | $20.15 | $0.15 | 0.90 |
| 14-15 years | $20.30 | $0.15 | 0.95 |
| 15-16 years | $20.45 | $0.15 | 1.00 |
| 16-17 years | $20.60 | $0.15 | 1.00 |
| 17-18 years | $20.75 | $0.15 | 1.00 |
| 18-19 years | $20.90 | $0.15 | 1.00 |
| 19-20 years | $21.05 | $0.15 | 1.00 |
| 20-21 years | $21.20 | $0.15 | 1.00 |
| 21-22 years | $21.35 | $0.15 | 1.00 |
| 22-23 years | $21.50 | $0.15 | 1.00 |
| 23-24 years | $21.65 | $0.15 | 1.00 |
| 24-25 years | $21.80 | $0.15 | 1.00 |
| 25-26 years | $21.95 | $0.15 | 1.00 |
No wage cap; $.15/hour anniversary raise continues year after year.
2. Paid Time Off (ARTICLE 36. PAID TIME OFF POLICY)
In 2024, Help at Home caregivers earned the most expansive PTO policy ever. Before, only a small percentage of caregivers were able to enjoy paid time off. Since then, every caregiver can earn some paid time off even if they’re less than full time. This new PTO system also rewards more senior employees by allowing them to earn, use, or cash-out more PTO hours each year. This year we took an important step forward, allowing more workers to access improved PTO by improving the PTO seniority tiers.
What did we improve?
- Effective April 1, 2026, improved seniority tiers (see chart below).
- Effective April 1, 2026, travel time hours (hours spent going from one client to the next in one day) will be counted towards PTO accrual!
- We made cashing out unused PTO easier, too! In December, workers will have the option to submit their request for partial cashout electronically as opposed to having to travel to the office for a paper form. More details about electronic or digital options later this year.
| Current PTO Seniority Tiers | New Seniority Tiers Effective 4/1/26 | PTO Accrual Rate | PTO Annual Use Cap | PTO Max Annual Cashout |
| 0 to 5 years of service | 0 to 4 years of service | 1 hour per 40 hours worked | 40 hours | 10 hours |
| 6 to 9 years of service | 5 to 8 years of service | 1.25 hours per 40 hours worked | 65 hours | 22.75 hours |
| 10+ years of service | 9+ years of service | 1.5 hours per 40 hours worked | 75 hours | 37.5 hours |
3. Mileage Reimbursement Rate (ARTICLE 35. TRAVEL PAY)
In 2025, Help at Home caregivers won a landmark increase to mileage reimbursement at the bargaining table, increasing the mileage rate to $0.46/mile for 2025 and to $0.48/mile for 2026. This year we won an additional mileage increase effective 1/1/2027.
What did we improve?
- Effective Jan 1, 2027, the mileage reimbursement rate will be $.50/mile!
Non-Economics — New and Improved
3. In-services (ARTICLE 10. TRAININGS AND 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 trainings that will provide caregivers with the uninterrupted Union time and quality training you deserve.
- Help at Home has agreed that in-person in-service training will include interactive instruction.
Tentative Agreement Between Help at Home and SEIU Healthcare IL/IN
Feb. 24, 2026
The Union reserves the right to add, delete or modify these proposals.
ARTICLE 34: WAGES
Section 1: Wage Scale for All Illinois Direct Care Employees
Effective January 1, 2026, provided the IDOA/DORS rate has increased to $30.80, all direct care employees, including all home care, Adult Day and DCFS employees, shall receive the wages set forth in the scale grid below based on years of service with the Employer. The Employer and the Union agree to continue negotiations over wages and benefits for non-home care employees.
Retro shall be paid to active employees from the period January 1, 2026, through the retro calculation date (which shall be mutually agreed upon ratification). Retro shall be paid to active employees which is defined as those employees receiving at least one payment in the proceeding five (5) payrolls.
| Years of Service | Wage Effective 1/1/26 | Anniversary Raise Effective 1/1/26 |
| 0 -1 year | $18.75 | $0.10 |
| 1-2 years | $18.85 | $0.10 |
| 2-3 years | $18.95 | $0.10 |
| 3-4 years | $19.05 | $0.10 |
| 4-5 years | $19.15 | $0.10 |
| 5-6 years | $19.25 | $0.10 |
| 6-7 years | $19.35 | $0.10 |
| 7-8 years | $19.45 | $0.10 |
| 8-9 years | $19.55 | $0.10 |
| 9-10 years | $19.65 | $0.10 |
| 10-11 years | $19.75 | $0.10 |
| 11-12 years | $19.85 | $0.10 |
| 12-13 years | $20.00 | $0.15 |
| 13-14 years | $20.15 | $0.15 |
| 14-15 years | $20.30 | $0.15 |
| 15-16 years | $20.45 | $0.15 |
| 16-17 years | $20.60 | $0.15 |
| 17-18 years | $20.75 | $0.15 |
| 18-19 years | $20.90 | $0.15 |
| 19-20 years | $21.05 | $0.15 |
| 20-21 years | $21.20 | $0.15 |
| 21-22 years | $21.35 | $0.15 |
| 22-23 years | $21.50 | $0.15 |
No wage cap.
For purposes of clarification, the above wage scale is inclusive of the following increments:
- For years 1 through 11, bargaining unit employees shall receive an additional $.10/hour for each year of service.
- For years 12 and above, bargaining unit employees shall receive an additional $.15/hour for each year of service.
For purposes of determining placement on the wage step, “years of service” for former employees of Homecare Personal Services (HCPS), Interim Healthcare, Leslie Bates, Ashley Quality Care, Community Care Systems, and Family Home Service shall include their years of service with these agencies, if such employees obtained employment with the Employer in connection with the Employer’s acquisition or takeover of these agencies.
The Employer and the Union shall use the agreed upon dates of hire for former Family Home Service employees on the list from January 2025.
Federal, state and local laws and ordinances regarding minimum hourly rates of pay will supersede this seniority scale in cases where the minimum wage is higher than the seniority scales wage.
Except as noted under Sections 5 and 6 below, under no circumstances shall any provision of this Agreement be interpreted as to cause a decrease in any Employee’s wage, nor will any employee receive less than the wages set forth in the applicable scale grid.
Section 2: Lock-out Pay
No changes to this section.
Section 3: Pay for In-service Trainings
No changes to this section.
Section 4: Private Pay Rate
No changes to this section.
Section 5: CNA Rate
No changes to this section.
Section 6: MOPD Rates
No changes to this section.
ARTICLE 35: TRAVEL PAY
Section 1: Paid Travel Time
No changes to this section.
Section 2: Public Transportation Reimbursement
No changes to this section.
Section 3: Mileage Reimbursement
Effective March 1, 2025, all Employees using automobiles will be reimbursed at a rate of .46 cents per mile for trips between clients, authorized trips transporting clients and performing client errands. January 1, 2026, the reimbursement rate shall increase to $.48 cents per mile.
On January 1, 2027, the reimbursement rate shall increase to $0.50 cents per mile. If paid parking is required to provide service to a client, the Employer will reimburse the Employee the cost of the parking upon prior approval of the Employee’s supervisor. Employees must have a valid drivers’ license and auto insurance on file with the Company at the time that reimbursement requests are submitted.
Employees shall be reimbursed on a monthly basis for their mileage, by the end of the month following the month in which the mileage was incurred, provided paperwork is timely submitted. (By way of example, employees who submit their travel documentation for mileage incurred in November by December 1, shall be paid by the end of December.). Employees who fail to turn in mileage documentation by sixty (60) days following the month in which the mileage is incurred shall be ineligible for mileage reimbursement. (By way of example, employees who do not turn in their documentation for mileage incurred in November by the end of January shall be ineligible for mileage reimbursement for the month of November).
ARTICLE 36: PAID TIME OFF POLICY
Section 1: Benefit
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 section 3 of paid leave for every 40 hours worked in a 12-month period. Hours worked shall include hours spent caring for a client/s, in-service training hours, travel time hours, as well as the hours employees were scheduled to work with a client/s on the days employees attend approved Lobby Days, negotiations with Help at Home 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. Employees shall be paid their hourly rate of pay for paid leave. Paid leave under this Article shall begin to accrue at the commencement of employment or January 1, 2024, whichever is later. Employees hired on or after Jan. 1, 2024 shall be entitled to begin using accrued paid leave 90 days following commencement of their employment.
Section 2: Scheduling
No changes to this section.
Section 3: Seniority
Effective April 1, 2026, employees shall earn paid leave at the following accrual rate based on their years of service:
| Years of Service | Accrual Rate | Accrual Cap | Max Cashout |
| 0-4 years | 1 hour for every 40 hours worked | 40 hours | 10 hours |
| 5-8 years | 1.25 hours for every 40 hours worked | 65 hours | 22.75 hours |
| 9+ years | 1.5 hours for every 40 hours worked | 75 hours | 37.5 hours |
Section 4: Carry-Over and Payment
Paid leave accrual shall carry over annually to the extent not used by the employee.
An employee may elect to cashout unused paid leave based on the PTO table in Section 3: Seniority. Such an election shall be made by the employee between December 1 and December 31 of the calendar year.
To facilitate timely and efficient processing, the Employer will permit employees to submit PTO cash-out elections either on the Employer’s designated form, by email, or through and electronic or digital submission process established by the Employer, or jointly by the Employer and the Union. The parties agree that electronic submissions that contain a date stamp will be accepted as valid requests, and the Employer will make reasonable efforts to ensure the process is accessible and minimizes unnecessary administrative barriers.
Cash out is only available to active employees and for hours accrued within the current year of the cash out request. “Active” is defined as having received a paycheck in the preceding 90 days of the cash out request.
PTO shall be paid within two pay periods from the date the request was made.
The Company is not required to pay employees for PTO accrued under this section upon the employee’s separation of employment.
Section 5: Transition of Vacation for Incumbent Employees in 2024
All vacation earned through the employee’s anniversary date under prior Article 34 Vacation in 2023 shall be utilized by December 31, 2023. For the period from the employee’s anniversary date through Dec. 31, 2023, all vacation accrued under prior to Article 34 Vacations shall be carried over and included in the PTO accrual under this new PTO article. The Employer shall pay any vacation cash-out in accordance with the prior Article 34 Paid Vacation Leave.
Section 6: Reporting
No changes to this section
Section 7: Unused Chicago & Cook County Paid Sick Hours
No changes to this section
Section 8: Other (waiver language)
No changes to this section
ARTICLE 40: REOPENER
The Employer and the Union agree that during the life of this Agreement, anytime the Employer’s Community Care Program Homemaker unit rate increases to an amount greater than its current rate of $30.80 or decreases to an amount less than its current rate of $30.80, or the minimum wage increases above the lowest pay rate contained in Article 34, or if there is an increase or decrease in the unit rate for the Employer’s other existing contracts for direct care, or if the Employer acquires new contracts for direct care at a unit reimbursement rate above the then current Community Care Program Homemaker unit rate, or if there is an over-all reduction in care plans for Community Care Program services which results in a ten (10) percent or greater reduction in client service hours at the represented branches, or if there is a material change in determining the criteria for Community Care Program eligibility which results in a ten (10) percent or greater reduction in client service hours at the represented branches, or if there is a change in the Community Care Program structure which results in a ten (10) percent or greater reduction in client service hours at the represented branches then the Union or the Employer may, upon written notice to the other, within fifteen (15) days of said change, reopen this Agreement for the sole purpose of negotiating wages and benefits. In the event that this agreement is reopened, the remaining provisions of this agreement, with the exception of Article 8: NO STRIKE, NO LOCK OUT and Article 13: CLIENT CONFIDENTIALITY shall remain in full force and effect.
Section 2: Notification
No changes
ARTICLE 10: TRAININGS AND ORIENTATIONS
Section 1: In-service trainings
The Employer agrees that a period of time of not less than fifteen (15) minutes will be made available before or after each in-service training meeting, for Union Stewards and/or Union
Representatives to address members of the bargaining unit. No management or supervisory personnel may be present during this time. The Employer agrees to inform the Union of in-service training dates, times and locations one month in advance if possible.
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 in-service training session, that location will work directly with the Union to coordinate the Union’s participation at other large gatherings in the first quarter of every calendar year.
By January 31 of each year, the Employer shall provide the Union with proposed dates for all scheduled in-person service trainings and any alternative large gatherings intended to meet the requirements of this section. Any trainings scheduled by the employer after January 31 of each year shall be provided to the Union in a timely manner.
The Employer shall ensure that all in-service trainings include interactive instruction, designed to support continued competency and promote the delivery of safe, skilled, and compassionate care.
Primarily this includes providing the opportunity for the union to address HCAs during all in-service training packet distribution events, including:
- 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.