Illinois Employers Face New Legal guidelines 2025
Visitor Creator: Kelsey Feucht, Affiliate Legal professional with Bellas & Wachowski
Illinois small companies must rise up to hurry on a wide range of state laws – notably employment legal guidelines – which grew to become efficient on January 1.
Key new legal guidelines (or amendments to current laws) lined such subjects as employer conferences throughout which political or non secular views are voiced, inclusion of particular wage or wage data in job postings, restrictions on the employment of minors, and new limitations on non-solicitation and non-compete agreements.
Amongst these new provisions:
The Worker Freedom of Speech Act, which prohibits so-called “captive viewers conferences” at which an employer requires attendance—below risk of disciplinary actions of some sort—to allow them to categorical political or non secular opinions. The regulation doesn’t forestall such conferences from being held in any respect. This regulation has been challenged in court on free speech grounds.
An amendment to the Illinois Equal Pay Act requires employers with 15 or extra employees to publish “pay scale and advantages” data in all job postings from positions that both can be no less than partially carried out within the state, and/or report back to a supervisor or work location within the state. The listings should embody a wage or wage quantity or vary, together with a broad description of advantages—the main points are left considerably imprecise—and different compensation like inventory choices. Employers should make such alternatives out there to current workers with inner postings made inside 14 days of an exterior posting. Staff are empowered to file nameless complaints with the Illinois Division of Labor in the event that they imagine these provisions haven’t been adopted, and so they have as much as a yr from the date of the alleged violation. Employers ought to set up clear pointers for pay scales and revise job posting templates accordingly.
The Child Labor Law of 2024, a top-to-bottom rewrite of the Illinois Baby Labor Regulation, which holds that youngsters below 16 can’t be employed with out an authorizing certificates from their college. With sure exceptions, minors can not, when college is in session, work greater than 18 hours in per week, after 7 p.m. or earlier than 7 a.m., or greater than three hours per day or eight hours of whole work and college hours. When college isn’t in session, they nonetheless could not work greater than 40 hours in per week, between 9 p.m. and seven a.m., greater than eight hours in a 24-hour interval, or greater than 5 consecutive hours inside no less than a 30-minute meal break. In addition they should have a supervisor no less than 21 years of age. Employers ought to implement new processes or procedures, or modify current ones, to make sure compliance with these specs.
Two amendments to the Illinois Freedom to Work Act, considered one of which bans non-competes for licensed psychological well being professionals who serve veterans and first responders; and the opposite of which bans non-compete and non-solicitation agreements with development employees, whether or not or not they’re below a collective bargaining settlement. Two different proposed modification to the Act would have banned or considerably restricted restrictive covenants altogether, however these didn’t move.
A number of different new legal guidelines for 2025 that influence small companies can be lined in a second put up subsequent week. In case you want steering on any of those provisions, please contact one of many skilled attorneys of Bellas & Wa;chowski.
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