Ai is becoming a part of everyday life. As such, many companies may consider using various forms to streamline their hiring and promotional processes. New amendments adopted by the Illinois Legislature took effect January 1, 2026, and outline that any discriminatory employment decisions  assisted by AI are strictly prohibited. This includes protected characteristics and using zip codes as a proxy. Employers must also notify employees about the use of AI in their company. Read more about how these new amendments could affect your business and how to be alert to changing rules.

In Ames v. Ohio Dept. of Youth Services, the Supreme Court ruled that Marlean Ames was allowed to establish discrimination from her previous place of employment with the same standards of proof as those from minority groups. Before this decision, certain federal circuit courts required a higher burden when discrimination claims were brought by a member of a majority group. Chris Parker explains the recent unanimous decision by the Supreme Court on the rights of individuals subjected to reverse discrimination.

Starting January 1, 2025, Illinois employers using E-Verify have new requirements under the Illinois Right to Privacy in the Workplace Act (the “Act”). Christopher R. Parker explains the amendments to the Act which imposes new obligations on employers, even beyond certain federal E-Verify requirements.

Effective January 1, 2025, Illinois employers with fifteen or more employees will now be required to provide pay scale and benefits in any job posting.

GCT’s Employment Law Group outlines new and amended Illinois laws taking effect in 2024.