- jurisdiction
- US, Illinois
- level
- state
- domain
- hiring
- status
- in-effect
- scope
- Amends the Illinois Human Rights Act to address employer use of AI across the full employment lifecycle in Illinois.
- obligations
- It is a civil rights violation for an employer to: (1) use AI that has the effect of subjecting employees or applicants to discrimination on the basis of IHRA-protected classes; (2) use zip codes as a proxy for protected classes; or (3) fail to notify employees and applicants that AI is being used in covered employment decisions. Covers recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, and other terms or conditions of employment. The Illinois Department of Human Rights (IDHR) is responsible for adopting implementing rules.
- effectiveDate
- 2026-01-01
- enactedDate
- 2024-08-09
- penalties
- Liable for actual damages, civil penalties up to 5,000 USD per willful or repeated violation, attorneys fees, and compliance reporting; each affected individual may count as a separate violation.
- appliesTo
- employers operating in Illinois using AI in covered employment decisions
- notes
- Enacted as Public Act 103-0804. Rulemaking status (re-verified 2026-08-22): IDHR published proposed notice rules (amendments to 44 Ill. Adm. Code Part 2520) on May 15, 2026, then temporarily withdrew and postponed them on June 2, 2026, stating it is reviewing matters related to the proposed rulemaking; the statutory obligations have applied since January 1, 2026 regardless of the absence of clarifying rules.
