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.

Illinois Child Labor Law protections have been modernized under the Child Labor Law of 2024, enacted through Senate Bill 3646 and codified as Public Act 103-0721. Effective January 1, 2025, Illinois replaced its previous child labor framework with updated standards designed to better safeguard minors in the workforce.

Personnel Records Review Act protections have expanded for Illinois workers beginning January 1, 2025. Under Public Act 103-0727, employees now have greater rights to access, review, and correct their employment records. The Act serves as a critical framework ensuring transparency between employers and employees regarding the documents used to make employment decisions such as hiring, promotion, discipline, or termination decisions.

A new Illinois AI hiring law expands civil rights protections by regulating how employers use artificial intelligence in hiring and employment decisions. Effective January 1, 2026, Illinois House Bill 3773—now Public Act 103-0804—amends the Illinois Human Rights Act to address a growing concern nationwide: discriminatory outcomes caused by automated decision-making systems.

Illinois family responsibility protections now safeguard employees who care for loved ones from discrimination in the workplace. As of January 1, 2025, “family responsibilities” is a protected category under the Illinois Human Rights Act, ensuring workers are judged by their job performance—not their caregiving obligations.

The Right to Privacy in the Workplace Act has long served as a safeguard for Illinois workers, ensuring their employment rights are protected. With new amendments under Public Act 103-879 taking effect on January 1, 2025, employees and employers alike must understand how these changes impact workplace practices, particularly concerning the E-Verify system.

The Worker Freedom of Speech Act took effect on January 1, 2025, expanding workplace protections in Illinois. This law prohibits employer retaliation against workers who decline to attend meetings or receive communications about religious or political matters, including unionization. The new law clarifies that workers should not be forced to listen to employer-sponsored discussions about elections, legislation, or public policies that do not directly impact their job duties.

Illinois has enacted Public Act 103-0785, a significant amendment to the Illinois Human Rights Act that explicitly prohibits discrimination based on reproductive health decisions. This law, effective January 1, 2025, expands protections in employment, housing, financial services, and public accommodations, ensuring that individuals cannot face adverse treatment due to their reproductive healthcare choices.

Title VII of the Civil Rights Act of 1964, codified at 42 U.S.C. 2000e, is a cornerstone of civil rights legislation in the United States. This foundational law prohibits employment discrimination based on race, color, religion, sex, or national origin, ensuring that individuals are not disadvantaged in the workplace due to these protected characteristics.

The Illinois Human Rights Act safeguards individuals against unfair treatment based on race, gender, religion, disability, sexual orientation, and other protected characteristics. The Act’s comprehensive coverage has made it a vital tool in promoting equity across the state. With the passage of Public Act 103-0785, which took effect on January 1, 2025, the IHRA has expanded its protections to now prohibit discrimination based on one’s actual or perceived decisions on reproductive health.