The following legislation was recently passed in the state of Illinois. As an employer, the information included in this post may apply to your business. It is every employer’s responsibility to verify that they are in compliance with applicable laws and regulations.
House Bill 1122 (2023-2024)
Freelance Worker Protection Act
House Bill 1122 created the Freelance Worker Protection Act and provides that except as otherwise provided by law, a freelance worker shall be paid the contracted compensation amount by the payable date on the contract OR no later than 30 days after the freelance worker provides the product or completes the services under the contract.
Effective date: July 1st, 2024
House Bill 1363 (2023-2024)
Gender Violence Act
House Bill 1363 amends the Gender Violence Act and provides that an employer shall be liable only for gender-related violence committed in the work environment by an employee or agent of the employer. The bill also provides specific instances in which an employer is liable for gender-related violence and that an action against an employer must be commenced within a specified number of years after the cause of action accrued, except that if the person entitled to bring the action was a minor at the time the cause of action accrued.
Effective date: January 1st, 2024
House Bill 2102 (2023-2024)
Health Care Worker Background Check Act
House Bill 2102 amends the Health Care Worker Background Check Act and concerns health care employers or long-term care facilities in the hiring of individuals convicted of committing or attempting to commit various specified offenses.
Effective date: January 1st, 2024
House Bill 3129 (2023-2024)
Equal Pay Act
House Bill 3129 amends the Equal Pay Act of 2003 and provides that an employer shall be liable for a third party’s failure to include the pay scale and benefits in a job posting. It also requires an employer to announce, post, or otherwise make known all opportunities for promotion to all current employees no later than the same calendar day that the employer makes an external job posting for the position. Finally, the bill also requires that an employer make and preserve records that document the pay scale and benefits for a position.
Effective date: January 1st, 2025
House Bill 3448 (2023-2024)
Wage Payment and Collection Act
House Bill 3448 provides that a notice must be posted in one or more conspicuous places accessible to all laborers, workers, and mechanics at a job site. One copy of the notice at a job site would satisfy the notice requirement for the primary contractor and all subcontractors.
Effective date: July 28th, 2023
House Bill 3516 (2023-2024)
Employee Blood and Organ Donation Leave Act
House Bill 3516 amends the Employee Blood Donation Leave Act by changing its name to the Employee Blood and Organ Donation Leave Act and provides that an employee may use up to specified number of days of leave in any 12-month period to serve as an organ donor or bone marrow donor.
Effective date: January 1st, 2024
House Bill 3733 (2023-2024)
Personnel Record Review Act
House Bill 3733 states that Illinois employers with “employees who do not regularly report to a physical workplace” (for instance, employees who work remotely or travel for work) to distribute notices required by several Illinois laws either by email or “conspicuous posting on the employer’s website or intranet site, if such site is regularly used by the employer to communicate work-related information to employees.” This amendment applies to notices required by:
- The Illinois Minimum Wage Law, 820 ILCS 105 et seq.
- The Illinois Equal Pay Act of 2003, 820 ILCS 112 et seq.
- The Illinois Wage Payment and Collection Act, 820 ILCS 115 et seq.
- The Illinois Child Labor Law, 820 ILCS 205 et seq.
Effective date: January 1st, 2024
Senate Bill 2034 (2023-2024)
Child Extended Bereavement Leave Act
Senate Bill 2034 provides that an employee of a large employer that employs 250 or more full-time employees is entitled to use a maximum of 12 weeks of unpaid leave if the employee experiences the loss of a child by suicide or homicide. The law also states that an employee of a small employer that employs at least 50 but fewer than 250 full-time employees is entitled to use a maximum of 6 weeks of unpaid leave for the same reason.
Effective date: January 1st, 2024
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