As artificial intelligence (AI) becomes more widely used in hiring and employment decisions, Illinois has taken a significant step to regulate how employers must inform workers about AI’s use. Effective January 1, 2026, House Bill 3773 amended the Illinois Human Rights Act (IHRA) to require, among other things, employer notice when AI influences or facilitates…
Articles Discussing General Topics In Illinois Labor & Employment Law.
Illinois Unveils Draft Notice Rules on AI Use in Employment Ahead of Discrimination Ban
Illinois employers would need to provide notice to employees and prospective employees when artificial intelligence (AI) is used “to influence or facilitate” hiring or promotion decisions under new draft regulations unveiled by the Illinois Department of Human Rights (IDHR) to implement the state’s ban on AI discrimination set to take
Changes to Illinois Right to Privacy in the Workplace Act: Employment Eligibility Verification Discrepancies
Just when we thought we had covered all the changes in Illinois employment laws for 2025-2026, there is yet another change, this time to the Illinois Right to Privacy in the Workplace Act (820 ILCS 55/et seq.).
Employers Beware: Illinois Rolls Out Strict No-Match, Document Discrepancy Notice Response Rules
Takeaways
Illinois employers may not rely solely on SSA “no-match,” IRS discrepancy notices, or similar third-party notifications to take disciplinary or termination action. Employers must meet strict notice, timing, and communication requirements, including providing employees an opportunity to respond and to involve a representative. Employees, the attorney general, and designated
Illinois Expands Employee Privacy Rights
Illinois Expands Employee Privacy Rights
On December 12, 2025, Illinois took a significant step to strengthen employee protections related to work authorization by enacting Senate Bill 2339. Given the increase in federal immigration enforcement, the state of Illinois adopted this measure to redefine employer obligations and safeguard workers from unfair
Illinois Amends the Workplace Transparency Act Effective January 1, 2026—Tips for Employers
Illinois has enacted significant amendments to the Workplace Transparency Act (WTA), effective January 1, 2026, that will materially affect employment, separation, and settlement agreements with Illinois employees, applicants, contractors, and consultants. The amendments broaden what constitutes an “unlawful employment practice,” add protections for “concerted activity,” prohibit certain unilateral agreement terms,
Illinois 2025 Employment Law Wrap-Up: Essential Updates for Employers
TakeawaysFrom the Illinois Human Rights Act to the Workplace Transparency Act, the state has announced a broad range of measures affecting workplace policies and compliance obligations.Other new laws impacting employers include the Warehouse Tornado Preparedness Act and the Family Neonatal Intensive Care Leave Act.Employers are encouraged to proactively review their current workplace policies, handbooks, and compliance procedures and consider the assistance of counsel.Related link
Illinois PBM Law to Limit Steering, Other Plan Design Features in 2026
Under a new law, employer-sponsored health plans will not be able to require employees to use—or give them financial incentives to use—pharmacies owned or controlled by their pharmacy benefit managers (PBM), but will stand to receive 100 percent of the rebates received by a PBM or an affiliated rebate aggregator.
Illinois Labor and Employment Laws Taking Effect in 2026: What Employers Need to Know
Last month, Illinois Governor JB Pritzker signed several new laws that will take effect in 2026. Here are the most important changes employers need to know.
Overview of Recent Amendments to the Illinois Workplace Transparency Act
Overview of Recent Amendments to the Illinois Workplace Transparency Act
On August 15, 2025, Illinois Governor JB Pritzker signed HB 3638 into law, amending the Illinois Workplace Transparency Act (IWTA) and imposing additional obligations on employers to ensure that their employment contracts – including settlement agreements, termination agreements, and arbitration
We get Privacy for work — Episode 9: The Explosion in BIPA Litigation
From timekeeping technologies to dash cams, the Illinois Biometric Information Privacy Act (BIPA) is now being used to challenge a number and variety of time-saving programs and tools.
On this episode of We get privacy for work, we discuss the factors leading to the rise in BIPA cases.
Today’s hosts are co-leaders of the Privacy, AI and Cybersecurity Group.
Illinois NICU Leave Law Applies to All Employers With 16 or More Employees
Illinois Governor J.B. Pritzker recently signed the Neonatal Intensive Care Leave Act (NICLA, Public Act 104-0259) into law, introducing new leave entitlements for employees with a child in a neonatal intensive care unit (NICU). Set to take effect on June 1, 2026, the law applies to employers with sixteen or
2025 Amendments to Illinois Laws, Part 2
In recent weeks, we have reported on changes to multiple laws in Illinois, including the elimination of fact-finding conferences under the Illinois Human Rights Act, changes to the Nursing Mothers in the Workplace Act, Equal Pay Act, and Family Military Leave Act, changes to the Employee Blood and Organ Donation Leave Act, and creation of a new law, the Neonatal Intensive Care Leave Act. This Alert discusses the final changes passed by the Illinois Legislature, which have now been signed into law as of August 15, 2025.
Several Changes to Illinois Employee Blood and Organ Donation Leave Act: Employers Still Left Wondering Whether They Must Pay for the Leave?
Illinois HB 1616, signed into law on August 15, 2025, has made several important changes to the Employee Blood and Organ Donation Leave Act, but has also left a trail of confusion relating to whether the leave must be paid.
Illinois Enacts New Neonatal Intensive Care Leave Act
On August 15, 2025, Illinois Governor J.B. Pritzker signed into law the Neonatal Intensive Care Leave Act (NICLA). NICLA will require employers with 16 or more employees to provide certain amounts of unpaid leave (depending on the size of the employer) to all employees while any child of the employee is a patient in a neonatal intensive care unit.