Illinois Employment Law: What Employers Need to Know for 2027

As we look ahead to 2027, Illinois employers have more than a new calendar year to prepare for. Changes in employment laws and regulations continue to reshape the workplace, creating new compliance responsibilities and, in some cases, requiring employers to rethink existing policies and practices.

From leave requirements to employee protections and workplace policies, staying ahead of these changes can help employers avoid surprises—and avoid discovering a new legal requirement when an employee or auditor brings it to their attention.

In late July and early August 2026, Illinois Governor Pritzker signed into law several pieces of legislation impacting employers as of January 1, 2027. Ranging from new laws providing protections related to “menopause-related conditions” to amendments covering topics from requiring paid jury leave to broadening the powers of the Attorney General’s office, employers need to be mindful of these changes to prepare for compliance in the new year.

Amendment to the Illinois Jury Act - Public Act 104-0683 (HB 4844)

Effective date: January 1, 2027

Covered employer: More than 25 employees (the law is silent as to whether the threshold references all employees, or only those in Illinois)

The Amendment to the Illinois Jury Act modifies the law to require employers with more than 25 employees to pay employees their regular rate of pay for time spent serving on a jury. It does not otherwise modify the Act, continuing to require employees to provide their employer with a copy of the jury summons within ten days after its issuance. Employers' obligations prohibiting actual or threatened discharge, or the use of intimidation or coercion related to jury duty service, remain unchanged.

Next Steps

Employers should review and revise their jury duty policies to reflect that time away for jury duty will be paid at the employee’s regular rate of pay and provide training to managers on the new requirements.

Amendment to the Voluntary Work Job Protection Act - Public Act 104-0581

Effective date: January 1, 2027

Covered employer: All employers

The Amendment prohibits employers from discharging or penalizing covered employees who are absent or late for work due to: i) responding to an emergency, or ii) participating in training required for their emergency work. Additionally, it prohibits employers from requiring the use of vacation/paid time off for these absences.

Covered employees are defined under the Act as follows:

“Provides that ‘volunteer emergency worker’ means a person who serves as a member of a fire department of a fire protection district, municipality, or other unit of government on other than a full-time career basis and who meets the requirements for volunteer status under the Code of Federal Regulations and Opinion Letters from the United States Department of Labor. Provides that "volunteer emergency worker" also means, including, but not limited to, a person who serves on a volunteer basis and is licensed under the Emergency Medical Services (EMS) Systems Act as an Emergency Medical Responder (EMR)(First Responder), Emergency Medical Technician (EMT), Emergency Medical Technician-Intermediate (EMT-I), Advanced Emergency Medical Responder (A-EMT), or Paramedic (EMT-P), or a volunteer ambulance driver or attendant, and the person does not work in one of these capacities for another fire department, fire protection district, or governmental entity on a full-time career basis.”

Next Steps

Employers should review and revise their attendance and leave policies and their employee handbook to ensure that these changes are reflected. Managers should be trained to ensure they understand these requirements and do not violate the law.

Amendments to the Illinois Human Rights Act Civil Rights Safeguard Act - Senate Bill 3777

Effective Date: June 1, 2027

Covered Employer: One or more employees

Following the April 2025 issuance of Presidential Executive Order 14281 (“Restoring Equality of Opportunity and Meritocracy”), several states passed legislation codifying disparate-impact liability under state law. Illinois has become the latest state to pass similar legislation with the passage of the Civil Rights Safeguard Act.

Under the Amendment, plaintiffs may bring an action against an employer challenging a facially neutral policy or practice that intentionally or unintentionally creates barriers to the terms and conditions of employment, resulting in discriminatory barriers for protected groups.

The Amendment has broad applications, covering added scrutiny that may be applied to all aspects of employment, including hiring and applicant screening tools, criminal background checks, credential and qualification requirements and filters, scheduling and attendance requirements, work authorization procedures, and automated employment decision tools. The Act extends the protections under the Act to include family responsibilities.

Next Steps

Employers should review the impact of their policies and practices to ensure that they do not have a discriminatory effect on protected groups. A review of hiring criteria related to recruiting and hiring, background screening practices, promotions, disciplinary actions, scheduling, and terminations is recommended to ensure disparate impact has not occurred. Automated tools, such as those driven by AI, should be monitored to ensure their use does not create liability.

Illinois Menopause Equity and Care Act – Public Act 104-0793

Effective date: January 1, 2027

Covered employer: One or more employees

The Amendment incorporates “menopause-related conditions” as a protected class, providing protections against discrimination and harassment. The Amendment defines “menopause-related conditions” as: perimenopause, menopause, and associated medical or symptomatic conditions that include, but are not limited to, vasomotor symptoms (commonly called hot flashes), sleep disruption, cognitive or mood changes, and osteoporosis-related changes.

In addition to reasonable accommodations that apply to pregnancy, such as frequent or longer bathroom breaks, water breaks, or rest breaks, seating, etc., the Act requires employers to provide additional accommodations, including, but not limited to, flexible scheduling or modified work hours, and climate-adjusted workspaces, unless it causes an undue hardship.

The law also requires employers to post a notice in a conspicuous location in the workplace and to include the information in their employee handbook.

Next Steps

Illinois employers should review and revise their anti-discrimination and reasonable accommodation policies and their handbook to ensure they reflect the inclusion of menopause related conditions.

Amendment to the Illinois Attorney General Act – House Bill 4725

Effective Date: January 1, 2027

Covered Employers: One or more employees

Expands the powers of the Attorney General’s Workers’ Protection Unit to investigate and enforce alleged violations of state workplace laws. The Amendment provides the Unit with the same powers as the state’s Department of Labor and Industry (DOLI) and authorizes the intervention in, initiation of, and enforcement of legal proceedings related to the payment of wages, workplace safety, fair employment practices, and other laws pertaining to employment in the state. Per the Attorney General’s office, the law will:

• Clarify the jurisdiction of the Workplace Rights Bureau.
• Streamline the subpoena process to prevent stalling practices and expensive court battles.
• Grant the Workplace Rights Bureau the same investigative tools as the Illinois Department of Labor and the Wage and Hour Division of the U.S. Department of Labor, including the ability to conduct confidential interviews at worksites.
• Create penalties for employers who intentionally destroy evidence or refuse to comply with the law.

Next Steps

Review all practices related to wage and hour, including proper FLSA classification, payment of overtime, wage payment practices, and wage transparency. Ensure strict adherence to anti-discrimination and fair employment practice requirements. Review safety practices and protocols.

Amendment to the Illinois Job Opportunities for Qualified Applicants Act (the state’s Ban the Box law) – Public Act 104-0776 (House Bill 4758)

Effective Date: January 1, 2027

Covered Employer: 15 or more employees (the law is silent as to whether the threshold references all employees, or only those in Illinois)

The Amendment modifies the original Act, adding language that prohibits either an employer or employment agency from including in a job posting the requirement that the applicant must have a valid driver’s license, unless driving is one of the essential functions of the job and is a business necessity. If a valid driver's license is required, the posting must include a brief description explaining why it is a requirement.

Next Steps

Employers should review and revise their job postings to remove any language requiring a driver's license if it is not an essential function. Postings for jobs requiring a license should ensure the inclusion of language describing why it is a requirement.