The 2026 VESSA amendment represents another significant step forward in Illinois’ efforts to strengthen workplace protections for survivors of violence. Beginning January 1, 2026, employees covered by the Victims’ Economic Security and Safety Act (VESSA) will gain new rights that expand beyond existing leave and anti-retaliation provisions. The amendment ensures that employees who use employer-issued equipment to record or preserve evidence of domestic violence, sexual violence, gender violence, or other violent crimes cannot be punished for doing so.

An Illinois non-compete ban is on the table for an effective date of January 1, 2026. This marks another significant step forward for employee rights and workplace fairness. The change expands existing restrictions on non-compete and non-solicitation agreements, reinforcing the state’s commitment to protecting workers’ freedom to pursue new opportunities.

The Illinois Workplace Transparency Act (WTA) has long served as a cornerstone of employee protection in Illinois, designed to ensure fair treatment and accountability in the workplace. Originally enacted in 2020 following the #MeToo movement, the WTA set limits on confidentiality agreements and employment contracts that could silence employees or conceal unlawful conduct.

The DOJ challenges Illinois’ E-Verify law in a case that could reshape how states protect workers’ rights in employment verification processes. In May 2025, the U.S. Department of Justice filed suit against the State of Illinois over its amended Right to Privacy in the Workplace Act—specifically, Public Act 103-0879, which added new E-Verify notification requirements for employers.