What are the laws in Illinois regarding workplace discrimination and how can my business ensure compliance with them?

Illinois Employment Discrimination Laws

Illinois has several state and federal employment discrimination laws that protect employees from discrimination in the workplace. These laws prohibit employers from discriminating against employees or job applicants on the basis of protected characteristics such as:

• Race
• Color
• Sex
• Religion
• National origin
• Age
• Disability
• Any other protected category

In Illinois, employers with 15 or more employees are covered by the Illinois Human Rights Act (IHRA), which prohibits discrimination in employment, housing, and public accommodations. The IHRA covers all phases of employment, including hiring, promotion, pay, and termination.

Steps for Ensuring Compliance

Employers in Illinois must take the following steps to ensure compliance with the state's anti-discrimination laws:

1. Create an Anti-Discrimination Policy: Employers should have a written policy prohibiting discrimination and harassment based on protected categories. The policy should include procedures for reporting and responding to complaints of discrimination.
2. Provide Training: Employers should provide regular training to employees and management on the company's anti-discrimination policy and applicable laws, and best practices for preventing discrimination in the workplace.
3. Ensure Fair Hiring Practices: Employers should ensure that their hiring practices are fair and do not discriminate against any protected category of employees or job applicants.
4. Fair Pay Practices: Employers should ensure that all employees earn fair pay for their work and do not discriminate on the basis of any protected category.
5. Prevent Harassment: Employers should take steps to prevent harassment of employees and provide procedures for reporting and addressing harassment complaints.
6. Limit Access to Employee Information: Employers should limit access to employee information to prevent discrimination and ensure that decisions about employees are based on job-related criteria only.

Employers in Illinois should also be aware of the limitations and exceptions to the state's anti-discrimination laws. For example, religious organizations may be exempt from certain discrimination laws, and some employment decisions, such as hiring based on specific job qualifications, are allowed.

Employers who are unsure about complying with Illinois’ anti-discrimination laws should seek advice from a licensed attorney. A lawyer can help review policies and procedures, conduct training, and ensure ongoing compliance with state and federal anti-discrimination laws.