Newly enacted Illinois laws immediately prohibit employers from using criminal convictions in hiring except in specific situations. Beginning in 2023, the new laws also will require large employers to submit EEO-1 data with their corporate annual reports, and in 2024 will require them to file wage disclosures and compliance certificates with the Illinois Department of Labor. Some of the broadest protections for whistleblowers in the country became effective March 23.
Restrictions on Employer’s Use of Criminal Convictions
The Illinois Human Rights Act (IHRA) was amended, effective immediately, to bolster prior “Ban the Box” laws by prohibiting the use of criminal convictions by Illinois employers except in special circumstances and only if special notices (similar to those required by the federal Fair Credit Reporting Act) are provided to applicants and employees.
Illinois employers are now prohibited from using criminal convictions for employment purposes unless:
Illinois employers must now provide the following notices to employees and applicants and engage in an “interactive assessment” before a criminal conviction can be used to preclude employment:
The new notice requirements under the amended IHRA are in addition to the notice and disclosure requirements of the Fair Credit Reporting Act.
EEO-1 Data Required with Illinois Corporate Annual Reports
Effective for Illinois corporate annual reports filed on or after Jan. 1, 2023, the Illinois Business Corporation Act was amended so that a corporation organized under Illinois law that is required to file an EEO-1 report must also file “substantially similar” data when it files its Illinois annual report. The Illinois Secretary of State will then publish on its website each corporation’s employee gender, race, and ethnicity data.
Currently, EEO-1 reports with information about employees’ job categories, gender, race, and ethnicity must be filed with the EEOC/DOL by employers with at least 100 employees.
Equal Pay Certification
By March 24, 2024, amendments to the Illinois Equal Pay Act (IEPA) will require employees with more than 100 employees to obtain an “equal pay registration certificate” from the Illinois Department of Labor by filing disclosures regarding employee wages and compliance certifications.
The “equal pay registration certification” will require covered employers to certify, among other things, that:
If a corporation does not comply or its certificate is suspended or revoked, the Equal Pay Act amendments provide for a civil penalty of one percent of the business’s gross profits.
Broad new whistleblower anti-retaliation protections went into effect on March 23.
Under the amendments to the Illinois Equal Pay Act, an Illinois business is now prohibited from taking retaliatory action against an employee who:
The new anti-retaliation protections are not limited to complaints about unequal pay and include a new private cause of action for whistleblowers.
Illinois employers will now need to assess how best to comply with the new amendments to the IHRA, the Illinois Business Corporation Act, and the Illinois Equal Pay Act. New policies, management training, and procedures to obtain “equal pay registration certificates” should be considered.