Illinois Law Changes Overview

Illinois Law Changes - IL Capital Building

Illinois Workplace Transparency Act (Effective 01/01/2020)

On August 9, 2019, Governor Pritzker signed the Workplace Transparency Act into law. The Workplace Transparency Act will apply to all contract, agreements, clauses, or waivers entered into, modified, or extended on or after January 1, 2020.

Illinois Sexual Harassment Training Requirements (Effective 01/01/2020)

As part of the Workplace Transparency Act; effective January 1, 2020, Illinois employers will have to provide annual sexual harassment training to all employees. The first deadline date to complete this training is January 1, 2021. Specifically, the training must include:

The Illinois Department of Human Rights (IDHR) will develop a model training program, as required under the new law, but no deadline has been set for when the program will be made available to the public.

Illinois Equal Pay Act: Salary History Ban (Effective 09/29/2019)

On July 31, 2019, Governor Pritzker signed into law an amendment to the Equal Pay Act of 2003. The Equal Pay Act of 2003 made it illegal to discriminate against employees regarding pay based on sex or race. The new salary amendment was signed in an effort to close the gender wage gap and the law is set to go into effect on September 29, 2019.

What to do…

Overtime Rule Changes (Effective 01/01/2020)

On September 24, 2019, the U.S. Department of Labor announced changes to the earnings thresholds necessary to classify employees as exempt. The last update the employee earnings threshold occurred in 2004.

The final rule will include the following:

Illinois Cannabis Regulation and Tax Act (Effective 01/01/2020)

On June 25, 2019, Governor Pritzker signed into law the Illinois Cannabis Regulation and Tax Act which will legalize recreational use of marijuana. The new law will make it legal for individuals over the age of 21 to purchase and consume cannabis in the state of Illinois and includes protections for employees that choose to use cannabis while away from the job.

Impacting employers, the law amends the state’s Right to Privacy in the Workplace Act to include any product that is “legal under state law,” which will now include cannabis. The law makes it illegal for employers to refuse to hire or discharge any individual, or otherwise disadvantage an individual, with respect to compensation terms, conditions or privileges of employment because an individual uses cannabis outside of work.

The law allows employers to take action against an employee on the basis of the employee’s impairment in the workplace. According to the law, this action may take place if the employer has a “good faith” belief that the employee is impaired as a result of their use of cannabis.

What to do…

We Help You Get to Your Next Level™

Get in touch today and find out how we can help you meet your objectives.

Call Us