Laws change annually—and this year is no different. Effective January 1, 2026 (or later in 2026), many new laws or modifications to existing laws will take effect. So, even if your company updated its handbook in January 2025, it will probably need to make some changes. 

As a quick sampling: New laws include the Worker’s Rights and Safety Act and the Family Neonatal Intensive Care Leave Act. 

• The Worker’s Rights and Safety Act kicks in if, after April 28, 2025, the OSHA laws are revoked, repealed or amended to become less effective.
• The Family Neonatal Intensive Care Leave Act requires employers to provide unpaid leave if a child is in a neonatal intensive care unit. This Act applies to employers with at least 16 employees, and the amount of leave depends on the number of employees. There are other new laws as well! 

With respect to laws that have been changed, they include:

• The Illinois Human Rights Act,
• The Illinois Workplace Transparency Act,
• The Nursing Mothers in the Workplace Act,
• The Family Military Leave Act (now entitled “The Military Leave Act’),
• The Child Care Act of 1969, and
• The Employee Blood and Organ Donation Act. 

Of course, if you are in multiple states, your need to update the handbook just got more urgent.

Why are handbooks so important? First, many laws require employers to provide notice to employees, and the handbook is where companies can effectively meet most of those obligations. Second, the language surrounding anti-discrimination policies and the protocols for handling discrimination complaints provide the first line of defense against claims of discrimination. Third, handbooks can help shape employee expectations and prevent miscommunication. 

An annual review of your handbook is the best practice! If GCT has prepared your handbook, we offer annual updates for a flat rate. (Note--the flat rate assumes your handbook has been prepared or updated by GCT in the last 2 years). For the annual review, we walk through the handbook with your HR or management team and make sure policies accurately reflect your company’s practices, help HR keep track of new employees’ sign- off, identify protocols or contracts that require updating, and identify areas where management could use further training. If GCT has not prepared your handbook, we offer flat rates for those too.

Please reach out to Margaret Gisch at magisch@gct.law if you have any questions. We look forward to working with you!