Labor & Employment

Creates the Family Neonatal Intensive Care Leave Act. Provides that an employee of an employer with 16 or more employees and no more than 50 employees shall be entitled to use a maximum of 10 days of unpaid neonatal intensive care leave while any child of the employee is a patient in a neonatal intensive care unit. Provides that an employee of an employer with 51 or more employees shall be entitled to use 20 days of unpaid neonatal intensive care leave while a child of the employee is a patient in a neonatal intensive care unit. Provides that, upon the conclusion of leave taken under the Act, an employee shall be reinstated to his or her former position or a substantially equivalent one with no loss of benefits held or accrued prior to taking leave. Sets forth provisions concerning unlawful employer practices; Department of Labor responsibilities; and enforcement. Amends the State Finance Act to create the Neonatal Intensive Care Leave Fund.

Amends the Transportation Benefits Program Act. Provides that the Act does not apply to a covered employer in the construction industry with respect to employees with whom the covered employer has entered into a bona fide collective bargaining agreement. Makes changes to definitions.

Amends the Victims' Economic Security and Safety Act. Provides that every employer covered under the Act shall permit an employee or an employee's family or household member who is a victim or alleged victim of domestic violence, sexual violence, gender violence, or any other crime of violence to utilize for personal use an employer-provided electronic device to document or communicate an act of domestic violence, sexual violence, gender violence, or any other crime of violence committed against the employee or the employee's family or household member. Requires employers to grant an employee who is a victim or alleged victim of domestic violence, sexual violence, gender violence, or any other crime of violence or an employee who has a family or household member who is a victim or alleged victim or domestic violence, sexual violence, gender violence, or any other crime of violence access to any photographs, voice or video recordings, sound recordings, or any other digital documents or communications stored on an employer-provided electronic device issued to the employee whenever such photographs, voice or video recordings, sound recordings, or other digital documents or communications are needed by the employee or the employee's family or household member during a criminal action or proceeding to establish or support an allegation of domestic violence, sexual violence, gender violence, or any other crime of violence. Provides that, if an employee is seriously injured or incapacitated, the employer shall grant access to the described materials to a family or household member of the employee who requests access from the employer and whose interests are not adverse to the employee as it relates to the domestic violence, sexual violence, gender violence, or other crime of violence. Provides that every employer covered by the Act shall post and keep posted, in conspicuous places where employees are employed, a notice, to be prepared or approved by the Director of Labor, explaining these provisions. Effective immediately.

Amends the Service Member Employment and Reemployment Rights Act. In a provision concerning differential compensation, changes the definition of "work days" to mean the actual number of shifts (rather than days) the employee would have worked during the period of military leave but for the service member's military obligation. Further provides that work days are tabulated without regard for the number of hours in a shift (rather than work day), regardless if the shift extends into the next day. Removes a provision providing that work hours that extend into the next calendar day count as 2 work days.

Amends the Prevailing Wage Act. Provides that the definition of "public works" includes all federal construction projects administered or controlled by a public body if the prevailing rate of wages is equal to or greater than the prevailing wage determination by the United States Secretary of Labor for the same locality for the same type of construction used to classify the federal construction project. Makes a conforming change. Effective July 1, 2025.

Creates the Illinois Workers' Rights and Worker Safety Act. Provides that, except as authorized by State law enacted after January 19, 2025, a State agency may not amend or revise its rules relating to the protection of workers' rights or worker safety in a manner less stringent than specified federal laws. Provides that a State agency may establish workers' rights and worker safety standards that are more stringent than those provided in federal law as the federal law existed on January 19, 2025. Provides that, to the extent a federal law existing on January 19, 2025 is more stringent than a State agency's corresponding standards or rules in its protection of workers' rights or worker safety, or to the extent that there are no State agency standards or rules in place corresponding with a federal law, a State agency shall, as a minimum standard, continue to observe and enforce those workers' rights and worker safety standards provided in federal law as the federal law existed on January 19, 2025. Provides for reporting requirements. Repeals the Act on January 20, 2029.

Amends the Lodging Services Human Trafficking Recognition Training Act. Provides that a unit of local government regulating an employer or a law enforcement agency with jurisdiction over an employer may, in the course of its regulatory or enforcement duties, monitor and enforce compliance with the Act. Provides that, upon the discovery of a violation of the Act, the unit of local government or law enforcement agency shall provide the employer with a reasonable notice of noncompliance that informs the employer that if the employer does not cure the violation within 30 days after notice the employer is subject to a civil penalty. Provides that, if the unit of local government regulating an employer or a law enforcement agency with jurisdiction over an employer verifies that the violation was not corrected within the cure period, the Attorney General or State's Attorney may bring a civil action against that employer. Provides that an employer that violates the Act is guilty of a business offense and may be fined not more than $1,500 for each offense. Makes conforming changes. Effective January 1, 2026.

Amends the Family Military Leave Act. Changes the name of the Act to the "Military Leave Act". Provides that an employee may use up to 8 hours per calendar month to participate in a funeral honors detail, up to a total of 40 hours per calendar year, or more if authorized by the employer or if provided for in a collective bargaining agreement. Provides for requirements to take leave for funeral honors details. Provides that an employee that takes leave may do so in lieu of, and without having exhausted, his or her vacation leave, personal leave, compensatory leave, or any other leave that may be granted to the employee, including sick leave and disability leave. Defines terms. Provides that the employer of an employee that takes leave must pay the employee his or her regular rate of pay for the leave taken to participate in a funeral honors detail. Makes conforming changes. Effective immediately.

Amends the Illinois Wage Payment and Collection Act. Makes changes to administrative fees paid to the Department of Labor. Makes changes in provisions concerning the collection of unpaid wages, penalties, damages, fines, and fees. Effective immediately.

Amends the Nursing Mothers in the Workplace Act. Provides that an employer shall provide 30 minutes of paid break time (rather than reasonable break time) to an employee who needs to express breast milk for her nursing infant child each time the employee has the need to express milk for one year after the child's birth. Provides that the employee may use other paid break time or meal time for any time needed in excess of 30 minutes. Provides that an employer shall provide paid break time (rather than reasonable break time) as needed by the employee unless to do so would create an undue hardship.