The Illinois Human Rights Act prohibits employment practices that discriminate based on an individual’s actual or perceived race, color, religion, sex, sexual harassment, national origin, ancestry, age (40 years and older), order of protection status, marital status, disability, military status, sexual orientation (including gender-related identity), unfavorable discharge from military service, arrest record, citizenship status, or pregnancy (including childbirth or related medical conditions).
The Act covers all public employers, all public contractors, and private employers with 15 or more employees for 20 or more weeks during the calendar year of the alleged violation or during the preceding calendar year. However, the disability, pregnancy, retaliation, and sexual harassment provisions of the Act cover all employers, regardless of size (IL Comp. Stat. Ch. 775 Sec. 5/1-101 et seq.).
The sexual harassment provision of the Act also protects unpaid interns.
Order of protection status. The Act prohibits employers from discriminating against applicants or employees based on order of protection status. “Order of protection status” is defined as the status of a person being protected under an order of protection issued under the Illinois Domestic Violence Act, Article 112A of the Code of Criminal Procedure of 1963, the Stalking No Contact Order Act, and the Civil No Contact Order Act or a similar order issued by a court of another state (IL Comp. Stat. Ch. 775 Sec. 5/1-103(K-5)).
Like federal law under Title VII of the Civil Rights Act of 1964 (Title VII), the Illinois Act prohibits the employer from making any decision regarding hiring, discharge, advancement, compensation, or any other condition of ...