Illinois Human Rights Act: job rules on one page
What the Illinois Human Rights Act asks of employers, who it covers and the deadlines that matter, with slides, a chart and a short checklist.
Prepared by Prem Tax and Accounting Corp. Last checked against official sources on October 29, 2026.
The Illinois Human Rights Act (775 ILCS 5) is the state's main law against discrimination at work. IDHR, the Illinois Department of Human Rights, takes and investigates charges, and some rules start with one employee. Our Welcome-Mat Fairness Round covers the basics. The statute is on the Illinois General Assembly site.
- Coverage can start at one employee, depending on the claim.
- Workers have 2 years to file with IDHR; 300 days applies only to EEOC dual filing.
- Yearly sexual-harassment training is required by statute.
- AI used in work decisions must not discriminate.
Who it covers
| Group | Covered? | Note |
|---|---|---|
| Private employers | Yes | At least one Illinois employee for 20 or more calendar weeks, in the violation year or the year before |
| Sexual harassment, pregnancy, disability discrimination unrelated to ability | Yes | No 20-week test |
| Government and public contractors | Yes | Any size |
| Federal employees; wage disputes | Not by IDHR | EEOC; IDOL |
The numbers
| Item | Figure | Year |
|---|---|---|
| Filing a charge with IDHR | Two years from the violation, up from 300 days | Since Jan. 1, 2025 |
| Commission fine ceiling per violation | $16,000, rising to $42,500 with one prior violation in 5 years and $70,000 with two or more in 7 | Since Jan. 1, 2026 |
| Skipped training or late report (30-day warning first) | First, second, third offense: up to $1,000, $3,000, $5,000 (4 or more employees); $500, $1,000, $3,000 (fewer) | 2026 |
Source: 775 ILCS 5/7A-102
Our checklist
Our Welcome-Mat Fairness Round has four stops:
- Post and teach: notice posted, handbook covers rights, everyone trained yearly.
- Screen: avoid arrest-record questions, give written notice and 5 business days before rejecting for a conviction, check any AI tool.
- Respond: a plan for accommodation requests and complaints; no retaliation.
- Calendar: July 1 report after a final ruling that found harassment or discrimination.
Mistakes people make
- Skipping yearly harassment training or lacking proof of it.
- Assuming a small employer is exempt; some rules start at one employee.
- Putting a pregnant employee on leave when a different accommodation would work.
Consider an attorney when a charge, demand letter or lawsuit arrives. Federal rules are on our Title VII page.
Common questions
What is the deadline for an IDHR charge?
Two years from the violation, a change effective January 1, 2025 (the old limit was 300 days). Today the 300-day figure matters only for a charge filed with the EEOC.
Must a one-employee business train staff?
By statute, any employer with employees working in Illinois must train them. IDHR's page says more than one employee, so confirm with IDHR.
Is a written harassment policy required?
The Act requires one only of restaurants and bars. IDHR guidance lists one for employers generally, and any handbook must carry rights information.
Official sources
- Illinois General Assembly: Human Rights Act, 775 ILCS 5
- Illinois Department of Human Rights: Employment Rights
- Illinois Department of Human Rights: Sexual Harassment Prevention
- Illinois Department of Human Rights: Report Adverse Judgments (Section 2-108)
- Illinois Department of Human Rights: statute of limitations extended to 2 years
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