Monthly HR Update - August 2023

Illinois to Require Pay Transparency Starting in 2025
Effective January 1, 2025, Illinois employers with 15 or more employees will be required to include a pay scale and benefits description in job postings. The transparency law, signed into law by Governor Pritzker on August 11, will cover many remote roles, including those where the employee is physically located outside Illinois if the employee reports to a supervisor, office, or other worksite in Illinois.
The transparency law also requires employers to announce, post, or otherwise notify current employees of all opportunities for promotion within 14 calendar days of making an external job posting for the position.
Recommended next steps include reviewing existing job posting templates, and documenting the pay scale and benefits for all positions where individuals work in IL or report to a supervisor, office, or worksite in IL. If using third parties to announce or post jobs, provide the pay scale and benefits for their use.
Illinois Paid Leave for All Workers Act starts January 1, 2024
The Paid Leave for All Workers Act was signed into law earlier this year. As we move closer to its effective date, employers should prepare to ensure their PTO policies comply. Under this law employers must provide covered employees with up to 40 hours of paid leave per year to be used for any purpose. 
Employees are eligible to begin taking leave after 90 days of employment. Employers may choose between an accrual system or a front-loading system. This will affect whether carryover of unused hours is required.
Written notice of the Act’s requirements must be posted in a conspicuous place at the workplace and in the employee handbook.  
Amendments to the Day and Temporary Labor Services Act
Effective July 1, 2023 amendments were made to the Illinois Day and Temporary Labor Services Act. The changes include requiring equal pay for equal work, meaning that temporary workers who are assigned to a third-party client for more than 90 calendar days must be paid at least the same rate of pay and provided equivalent benefits as the lowest-paid comparable employee hired directly by the third-party client.
Other changes require staffing agencies to make inquiries about safety at the client’s worksite, advise the client of any existing job hazards, and provide training for its laborers placed on assignment.