TakeawaysThe law goes into effect on Jan. 1, 2025, and makes it unlawful to fail to include the “pay scale and benefits” for a specific job in a job posting in Illinois.The law applies to employers with at least 15 employees, whether the employees are inside or outside of Illinois or full-time or part-time.The IDOL FAQs provide clarity regarding the scope and intent of the law.Related links
Articles About Illinois Labor And Employment Law.
What Illinois Employers Using E-Verify Should Know About the New Requirements Effective 2025
An amendment to the Illinois Right to Privacy in the Workplace Act going into effect on Jan. 1, 2025, imposes many new obligations on employers regarding the use of E-Verify – some that go beyond federal E-Verify requirements. The Illinois Department of Labor (IDOL) has published guidance on the law
Illinois Guidance Finds Law Does Not Prohibit Private Employers from Using E-Verify
The Illinois Department of Labor (IDOL) has just issued some much-needed guidance, through Frequently Asked Questions (FAQs), on whether enrollment and use of E-Verify is prohibited in Illinois for private employers that do not have federal contracts. The answer is NO.
Employer Zero-Tolerance Marijuana Policy Justified Termination, Federal District Court Agrees
A recent federal court decision agreed an Illinois employer had the right to enforce a zero-tolerance policy on marijuana use. Off-the-job marijuana use can trigger employee discipline so long as it is not unreasonable or discriminatory.
Illinois Amends Temp Worker Law, Boosting Employer Obligations
Illinois Enacts Additional Employee Protections on Employers’ E-Verify Use
Illinois Governor JB Pritzker has signed an amendment to the Illinois Right to Privacy in the Workplace Act that provides additional employee protections regarding employers’ use of E-Verify. The amendment’s effective date is Jan. 1, 2025, and applies to both private and public employers.
Illinois already had specific rules
Illinois Steps Up AI Regulation in Employment: Key Takeaways for Employers
In an era when artificial intelligence (AI) is rapidly transforming the workplace, Illinois has joined the growing list of states taking legislative action to further regulate the use of AI in employment settings, which follows the May 17, 2024, enactment of more sweeping legislation in Colorado. On August 9, 2024,
Illinois Passes State Law Offering Protection to Employees from Unfair Enforcement of Employment Verification Practices
On August 9, 2024, Illinois Governor JB Pritzker signed Senate Bill 0508 (“SB0508”) into law. This new law provides additional employment protections for individuals flagged by an employment eligibility verification system, including federal E-Verify, as having identification discrepancies. The new rights and protections created by SB0508 will take effect on
New Illinois Law Aims to Curtail Employers’ Mandatory, Captive Audience Meetings
Illinois joined a handful of other states in limiting employers’ ability to conduct “captive audience” meetings when Governor J.B. Pritzker signed into law SB3649, commonly known as the Worker Freedom of Speech Act. The Act is set to take effect on Jan. 1, 2025.
New Illinois Child Labor Law Brings Enhanced Workplace Rules for Minors Under 16
Illinois has enacted the Child Labor Law of 2024, which enhances restrictions on the employment of minors in the state, and creates new employer obligations. The new law includes civil and criminal penalties for violations.
New Illinois Laws Address Use of Generative AI and Digital Likeness, Publicity Rights
Illinois continues to enact legislation regulating artificial intelligence (AI) and generative AI technologies.
A little less than a year ago, Gov. JB Pritzker signed H.B. 2123 into law. That law, becoming effective January 1, 2024, expanded the state’s Civil Remedies for Nonconsensual Dissemination of Private Sexual Images Act to
Illinois Extends Statute of Limitations for Filing Discrimination Claims Under Illinois Human Rights Act, Adds Protected Classes, and Clarifies AI Use in Employment Decisions
Last week, Governor JB Pritzker signed into law several bills that significantly amend the Illinois Human Rights Act (IHRA). As a result of these amendments, Illinois employers should expect an uptick in discrimination cases proceeding through state courts and agencies.
Longer Statute of Limitations Period
AI Regulation Continues to Grow as Illinois Amends its Human Rights Act
Following laws enacted in jurisdictions such as Colorado, New York City, Tennessee, and the state’s own Artificial Intelligence Video Interview Act, on August 9, 2024, Illinois’ Governor signed House Bill (HB) 3773, also known as the “Limit Predictive Analytics Use” bill. The bill amends the Illinois Human Rights Act (Act) by
Latest Updates to Illinois Personnel Records Review Act
The Illinois state legislature has once again amended the Personnel Records Review Act (the “Act”), imposing new obligations on employers navigating personnel record requests. Effective January 1, 2025, HB 3763 requires those responding to such requests to update current procedures to make way for these new requirements.
New Employee Requirements
Illinois Governor Signs Law Prohibiting Privacy Act Per-Scan Damages
On August 2, 2024, Illinois Governor JB Pritzker signed a law that clarifies that the state’s Biometric Information Privacy Act (Privacy Act or BIPA) does not provide for per-scan damages, legislatively overruling the Supreme Court of Illinois’s interpretation in Cothron v. White Castle System, Inc.