| Update Applicable to: | Effective Date |
| All Employers with 51 or more Employees in Illinois | January 1, 2026 |
What happened?
On August 15, 2025, Illinois enacted HB1616, expanding the Employee Blood and Organ Donation Leave Act to include part-time employees. This new law allows eligible part-time workers to take paid, job-protected leave to serve as organ donors.
Overview:
- Expanded Eligibility: Both full-time and part-time employees are now covered.
- Leave Duration: Up to 10 days of paid leave in any 12-month period for organ donation.
- Compensation for Part-Time Employees: Employers must calculate the employee’s average daily pay based on the previous two months of earnings and pay that rate for each day of leave.
- Employer Approval Required: All employees must obtain prior approval before taking organ donor leave.
- Rulemaking: The Department of Labor will issue rules, including procedures for requesting leave and requiring medical documentation.
Source References
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Illinois PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
