Illinois Human Rights Act — Use of Artificial Intelligence in Employment

SUMMARY

Illinois amended its Human Rights Act to address employer use of artificial intelligence across recruitment, hiring, promotion, discipline, discharge, and other employment terms.

WHY IT MATTERS

The amendment places AI-assisted employment activity expressly within the state's civil-rights framework and adds an employee-notice requirement, with implementation details delegated to the Illinois Department of Human Rights.

KEY REQUIREMENTS

• Employers may not use AI in covered employment activities when it has the effect of subjecting employees to discrimination based on protected classes.
• Employers may not use zip codes as a proxy for protected classes in the covered activities.
• Employers must provide notice to employees when using AI for the employment purposes described by the statute.

COVERAGE

Employers: Employers covered by the Employment Article of the Illinois Human Rights Act.

Workers: Employees as defined by the Act in the context of the Employment Article.

ENFORCEMENT & PENALTIES

Illinois Department of Human Rights under the Illinois Human Rights Act; the statute directs the Department to adopt implementing rules.

CHANGE HISTORY

1. 2026-09-04
   verification update

   Record re-verified

   Official source links, status, and key dates were checked for this maintenance release.

2. 2026-01-01
   effective

   AI employment amendments became effective

   Public Act 103-0804 took effect.

3. 2024-08-09
   signed

   HB 3773 signed

   The measure became Public Act 103-0804.

TOPICS

PRIMARY SOURCES