We wanted to remind Illinois employers that the amendments to the Illinois Equal Pay Act will be effective on January 1, 2025.

Employers should prepare to comply with the following:

• Job Posting Requirements: Employers must list wages, salaries, benefits, and other compensation in job postings or for remote roles in or reporting to Illinois. They must also notify employees of job openings on the same day they are posted. This information can also be included via a hyperlink.

• Pay Scale and Benefits Disclosure: Employers must provide applicants with pay scale and benefits details before discussing compensation or making an offer. If no job posting exists, this information must be given upon request. This information can also be included via a hyperlink.

• Recordkeeping: Employers need to keep records of pay scale and benefits for each job posting for at least five years, or longer if there is an ongoing investigation.

• Third Party Posting Liability: Employers are responsible for ensuring third parties include pay scale and benefits in job postings. They must supply this information or a link to it for third-party postings.

• Penalties for Violations: Employers face increasing fines for violations, with specific time limits to correct issues for active postings. Fines range from $500 to $10,000 based on the number of offenses and whether the posting is active or not.

For additional information, please visit our previous communication here:
Illinois Equal Pay Act Amended Under Bill HB 3129 (VensureHR)

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