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 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.