Articles Discussing Sex Discrimination Claims Under Illinois Law.

The Illinois Department of Human Rights (IHDR) has answered the call for clarity and provided guidance on the sexual harassment prevention measures necessitated by Public Act 101-0221 (commonly referred to as the Workplace Transparency Act), which amended the Illinois Human Rights Act (IHRA). As of January 1, 2020, the Illinois Human Rights Act requires Illinois employers: 1) to provide sexual harassment prevention training by December 31, 2020 and annually thereafter; and 2) for restaurants and bars to establish and disseminate a written policy on sexual harassment within the first week of an individual’s hire and to provide supplemental, industry-specific sexual harassment prevention training.

A federal jury in Illinois has rejected a transgender employee’s claim that she was discriminated against and illegally fired after she told her employer that she was transitioning.

Illinois has become the fifth jurisdiction to expand its workplace laws to protect unpaid interns — joining New York, Oregon, Washington, D.C., and New York City.

On August 26, 2014, Illinois Governor Pat Quinn signed into law House Bill 8 (the amendments), which amends the Illinois Human Rights Act (the Act) to provide greater protections to applicants and employees who are or become pregnant. The Act previously prohibited an employer from discriminating against applicants and employees on the basis of pregnancy. The amendments expand an employer’s obligations with regard to accommodating pregnancy, childbirth, and medical or common conditions related to pregnancy or childbirth. The amendments go into effect on January 1, 2015.

Illinois Governor Pat Quinn has approved a law providing additional protections for pregnant women in the workplace. The law will go into effect on January 1, 2015.