Attorneys & Professionals

As of July 1, 2022, employers in the City of Chicago have additional policy, posting and training obligations concerning sexual harassment. The Chicago Human Rights Ordinance (CHRO) now requires that every employer have a written sexual harassment policy, which must be provided to employees in their primary language within their first week of employment. Employers also must train their managers and employees on sexual harassment.

Required elements of a sexual harassment policy

The CHRO specifies that a sexual harassment policy must include the following:

1. The CHRO’s definition of “sexual harassment”: “any (i) unwelcome sexual advances or unwelcome conduct of a sexual nature; or (ii) requests for sexual favors or conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or (2) submission to or rejection of such conduct by an individual is used as the basis for any employment decision affecting the individual, or (3) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment; or (iii) sexual misconduct, which means any behavior of a sexual nature which also involves coercion, abuse of authority, or misuse of an individual’s employment position.”
2. A statement that sexual harassment and retaliation for reporting sexual harassment is...

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