EEO - Discrimination: Illinois
- Discrimination Under the Illinois Human Rights Act
- Defenses to Discrimination Claims
- Prohibited Practices
- Supervisory Liability
- Enforcement Procedures
- Disability Discrimination
- Duty to Provide Reasonable Accommodation
- Age Discrimination
- Religious Discrimination
- Discrimination Against Persons Protected Under Orders of Protection
- Discrimination Based on Arrest/Conviction Record
- Discrimination Based on Use of Lawful Products
- Discrimination Based on Sexual Orientation
- Discrimination Based on Pregnancy, Childbirth or Related Medical Conditions
- Local Ordinances that Prohibit Discrimination
- Discrimination Against Victims of Domestic Violence
- Genetic Testing
- Nursing Mothers in the Workplace Act
- Equal Pay
- Equal Wage Act
- Future Developments
- Additional Resources
The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
- The Illinois Human Rights Act provides substantially broader coverage than its federal counterpart, Title VII of the Civil Rights Act of 1964. See Discrimination Under the Illinois Human Rights Act.
- While the Illinois Human Rights Act generally applies to any Illinois employer with 15 or more employees, the sexual harassment and disability provisions of the Act cover every employer with at least one employee. See Discrimination Under the Illinois Human Rights Act.
- The Victims' Economic Security and Safety Act prohibits employers from discriminating against employees who are victims of domestic violence, or who have families or household members who are victims of domestic violence. See Discrimination Against Victims of Domestic Violence.
- Illinois law prohibits employers from discriminating against employees for activities performed outside of work. See Discrimination Based on Use of Lawful Products.