Belleville: 618-234-9800 | Edwardsville: 618-656-2244 | ST. LOUIS: 314-421-2325

By: Tyler W. Schwettman

On January 1, 2020, the bulk of Illinois’s new Workplace Transparency Act (the “WTA”) went into effect, amending the Illinois Human Rights Act, and in part requiring employers to annually report all adverse judgments and administrative rulings against it to the Illinois Department of Human Rights. Under the WTA, employers must report any final, non-appealable judgments against it pertaining to sexual harassment and/or unlawful discrimination that occurred in the reporting period. Employers need not report settlements as part of the disclosures required under the WTA.

Under the amendments to the Illinois Human Rights Act, an “employer” is now considered any business that employs at least one individual. Prior to the amendments, an “employer” was a business employing fifteen or more people. Thus, the amendments make the definition of “employer” much more broad, and many more individuals and entities will be required to abide by the provisions of the WTA.

The deadline for reporting in 2020 is October 31, only a little more than two weeks away. Failure to comply with the aforementioned requirements may result in financial penalties. If you have questions about your possible reporting obligations, or for assistance with reporting, please contact Mathis, Marifian & Richter, Ltd. and we will be happy to put you in contact with a labor and employment attorney.

Professional Services Disclaimer: Please note that the information presented here is as an educational service, and while it contains information about legal issues, it is not legal advice. No warranty is made regarding the applicability of the information presented to a particular client situation, and the information set forth is not a substitute for original legal research, analysis and drafting for a particular client situation.