As Illinois employment laws undergo regular updates, it’s imperative for employers and employees to remain informed about the latest legal changes impacting the workplace. With legislation passed by the General Assembly and signed into law by Governor JB Pritzker, there are several key updates that affect employment rights and regulations across the state.
One of the most impactful changes is the increase in the minimum wage. This change, which was initiated by Governor Pritzker in 2019 and is set to continue until 2025, will see the minimum wage rise by $1 each year. This year, the minimum wage will reach $13 per hour, with tipped workers earning $7.80 per hour. This increase is significant for employees, as it directly affects their income and financial stability. It’s worth noting that workers in areas like Chicago and Cook County may see higher minimum wages due to local ordinances, which adds another layer of complexity for both employers and employees to navigate.
Expanding employee rights, the Family Bereavement Leave Act (FBLA) has been amended to provide broader job-protected leave. Initially known as the Child Bereavement Leave Act (CBLA), the FBLA now encompasses pregnancy loss, failed adoptions, unsuccessful reproductive procedures, and other related events impacting pregnancy or fertility. Additionally, the amendment requires employers to grant leave time following the loss of family members such as parents or siblings. Employees are entitled to take up to two weeks, or (10) ten working days, of unpaid leave for events covered by the FBLA.
Another significant change comes with the amendment to the One Day Rest in Seven Act (ODRISA), which ensures workers’ right to a day of rest every workweek and breaks for meals or rest during daily work shifts. Employers subject to ODRISA must prominently display a notice in the workplace detailing workers’ rights under the Act, which can be found on the Illinois Department of Labor (IDOL) website.
Additionally, the amendment to the Employee Sick Leave Act imposes new obligations on employers regarding sick leave benefits. Employers providing sick leave benefits must now allow employees to take leave for a family member’s illness under the same conditions as they would for their own illness. This change aims to provide greater flexibility and support for employees managing family health issues while maintaining job security.
These legislative updates underscore the dynamic nature of employment law in Illinois and highlight the importance of staying informed about changes that affect both employers and employees. For employers seeking guidance on compliance with these new laws or employees needing assistance in understanding their rights, consulting with an experienced Illinois employment law attorney can provide valuable insight and ensure adherence to legal requirements.
The Illinois Human Rights Act (IHRA) has been significantly revised to enhance protections for employees. One of the most notable changes is an extended filing deadline: employees now have a generous two years, an increase from the previous 300 days, to submit claims related to discrimination, harassment, or retaliation to the Illinois Department of Human Rights (IDHR). This extension provides workers with a greater opportunity to seek justice.
Additionally, the scope of protections has broadened. The IHRA now explicitly prohibits discrimination based on reproductive health decisions, encompassing areas such as contraception, fertility care, and management of miscarriages.
Furthermore, the definition of family responsibilities has been expanded to include caregiving and emotional support for a diverse range of relatives. These amendments necessitate that employers revise their anti-discrimination policies and provide comprehensive training for managers to understand and implement the new protected categories effectively.
The Illinois Personnel Record Review Act (IPRRA) has been expanded to enhance employees’ access to their personnel records. Under the revised law, current employees and eligible former employees can now request a wider array of documents, including employment contracts, employee handbooks, company policies, and any records that influence benefits, promotions, or disciplinary actions.
Requests can conveniently be made electronically, and employers are mandated to respond within a specified timeframe. Furthermore, employers are required to clearly identify any categories of records they do not maintain and safeguard sensitive information, such as trade secrets and financial forecasts. These updates require human resources departments to overhaul their recordkeeping procedures and diligently ensure compliance with new disclosure regulations.
Indeed, Illinois has enacted new pay transparency regulations that require employers to disclose salary ranges and benefits in job postings. This obligation applies to all public job advertisements, whether they are posted internally or externally. The primary aim of this initiative is to combat wage disparities and foster equitable hiring practices across the state. To align with these requirements, employers should conduct thorough audits of their job listings and work closely with recruiting teams to guarantee adherence to the new laws.
Yes, there are significant developments concerning restrictive covenants, such as non-compete and non-solicitation clauses, within the mental health sector. Recent legislation has imposed new limitations on the enforcement of these clauses for specific licensed professionals, including therapists and counselors. The primary purpose of this law is to safeguard patient access to mental health services and mitigate potential workforce shortages in the industry. Mental health employers are encouraged to reassess their employment agreements and seek legal guidance before implementing or enforcing any restrictive clauses.
Many of the newly implemented laws affect employers with five or more employees, which includes remote or out-of-state workers. As a result, small businesses must take proactive steps to ensure compliance, including updating employee handbooks and training materials, adhering to personnel record requests, and carefully managing job postings to align with pay transparency requirements. Given that even small teams are subject to these regulations, it is crucial for small business owners to prioritize compliance.
The recent legislative changes empower employees significantly. Workers now have an extended timeframe to file discrimination claims, greater access to their employment records, and enhanced protection for decisions related to reproductive health and caregiving. Additionally, they benefit from increased transparency surrounding job offers and compensation details. These comprehensive changes equip employees to advocate for fair treatment in the workplace and to challenge any unlawful practices that may arise.
Illinois’s 2025 employment law updates reflect a broader push for transparency, equity, and accountability in the workplace. Employers must act quickly to revise policies, train staff, and ensure compliance. Employees should stay informed about their rights and seek legal guidance if they suspect violations.
If you believe that you’ve been a victim of employment discrimination or workplace harassment in Chicago, it’s very important to act quickly to protect your legal rights. At the Law Office of Michael Smith, we have years of employment law experience and we are dedicated to helping you with your employment-related legal matters in Chicago. Contact our Illinois employment law attorney at the Law Office of Michael Smith by calling (847) 450-1103 for a 15-minute consultation.
Reference
https://natlawreview.com/article/illinois-employment-law-changes-know-2025
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