Beginning January 1, 2027, several new Illinois employment laws will take effect, bringing significant changes for employers across the state. The new requirements affect a range of workplace issues, including employee accommodations, paid leave, compensation practices, and hiring procedures.

Illinois employers should begin reviewing their policies, workplace notices, handbooks, payroll practices, and manager training to help ensure compliance before the laws take effect in the new year.

1. Menopause-related Conditions Will be Protected Under the Illinois Human Rights Act

Effective January 1, 2027, the Illinois Menopause Equity and Care Act amends the Illinois Human Rights Act to “improve awareness, understanding, and quality of care for individuals experiencing menopause.” Specifically, Sections 1-103 and 2-102 of the Illinois Human Rights Act are amended as follows:

• • The Act includes protections for “menopause-related” conditions—which are defined as: “perimenopause, menopause, and associated medical or symptomatic conditions that include, but are not limited to, vasomotor symptoms, sleep disruption, cognitive or mood changes, and osteoporosis-related changes.”

• • The Act’s current “pregnancy” definition is expanded to include: “pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth, including menopause-related conditions.”

• • The Act’s list of reasonable accommodations is amended to include menopause-related accommodations...

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