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The National Law Review

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Looking Ahead to 2027: New Illinois Employment Laws and Employer Obligations

Each approaching new year presents an opportunity for employers to review their employment policies to ensure compliance with newly enacted laws, and 2027 will be no different for Illinois employers. Although the Illinois Legislature did not devote as much attention to employment-related legislation as it did in prior years, several key legislative changes are worth noting, including a few that will prompt necessary updates to employment policies and procedures. Unless otherwise stated, the recently enacted laws take effect January 1, 2027. What You Need to Know Menopause-Related Conditions Expressly Protected: A new law amends the Illinois Human Rights Act (IHRA) to require reasonable accommodations for employees experiencing menopause-related conditions. Disparate Impact Liability Codified: Another amendment to the IHRA will counter current federal policy regarding the availability of civil rights claims arising from facially neutral policies. Numerous Small but Significant Adjustments: Other new and existing statutes may require changes to recruitment practices, employment agreements containing restrictive covenants, and leave policies. Anti-Discrimination Protections for Menopause-Related Conditions The Illinois Menopause Equity and Care Act (IMECA) amends the IHRA to increase educational efforts, broaden access to insurance coverage, and expand workplace protections for menopause-related conditions. For employers, the most significant provisions amend the IHRA’s

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