Labor & Employment

Amends the Construction Site Temporary Restroom Facility Act. Changes the Act's short title to the Construction Site Temporary Restroom Facility and Sanitary Conditions for Menstruation and Lactation Act. Repeals a provision which specifies that separate toileting facilities are not required for males and females if individual portable toilet facilities are used by an owner of a portable building or building under construction to provide access to a restroom. Provides that, if a woman or an individual who menstruates is present on a work site and there are 10 or more workers of any gender at the work site, then a separate toilet facility shall be provided at the work site and designated for use by women and individuals who menstruate. Requires employers in the construction industry to provide their workers who menstruate and are performing construction activities on a work site with minimum sanitary conditions. Describes the required minimum sanitary conditions. Requires employers in the construction industry, upon request, to provide their workers who are lactating and performing construction activities on a work site with reasonable accommodations needed to express breast milk. Describes reasonable accommodations for lactation. Provides that, on or before January 1, 2027, the Department of Public Health shall provide guidance to employers on the accommodations to be provided. Authorizes employees of construction sites to call the certified local public health agency with jurisdiction over a construction site to request an inspection if noncompliance with the Act is suspected. Prohibits retaliation by employers if a call is made by an employee on a construction site for suspected noncompliance with the Act. Provides that any owner who fails or refuses to comply with the provisions of the Act commits a petty offense and is subject to a fine to be determined by the certified local public health agency (rather than only being subject to a petty offense). Defines "employer". Effective immediately.

Provides that the Act may be referred to as the Zachary's Parent Protection Act. Amends the Family Bereavement Leave Act. Changes the name of the Act to the Bereavement Leave Act. Sets forth provisions concerning family bereavement leave, child extended bereavement leave, and general bereavement leave. Provides for the qualifying requirements, notice requirements, and length of leave provided under those circumstances. Provides that the bereavement leave provided under the Act is in addition to the unpaid leave time allowed under the federal Family and Medical Leave Act of 1993. Provides that the Department of Labor shall review complaints to determine whether there is cause for investigation. Makes changes to definitions. Repeals the Child Extended Bereavement Leave Act. Amends the Victims' Economic Security and Safety Act and the Child Labor Law of 2024 to make conforming changes.

Amends the Higher Education Student Assistance Act. Changes the name of the School and Municipal Social Work Shortage Loan Repayment Program to the Social Worker and School Counselor Shortage Loan Repayment Program. Allows a school counselor to apply for the Program. Provides that the Illinois Student Assistance Commission shall award a grant of up to $8,000 (rather than $6,500) per year for a maximum of 4 years to each qualified applicant. Provides that a grant shall be used for repayment of the recipient's educational loan instead of the Commission encouraging the recipient to use the grant to repay the recipient's educational loan. Makes other and conforming changes. Effective July 1, 2026.

Creates the Meaningful Human Control of Artificial Intelligence Act. Provides that a public employer, including a contractor or subcontractor of the public employer, shall not use or apply, or authorize any procurement, purchase, or acquisition of any service or system using or relying on any automated decision-making system, directly or indirectly, without meaningful and continuing human review when performing specified functions. Provides that an employer seeking to use or apply an automated decision-making system shall conduct an initial impact assessment and an additional impact assessments at least once every 2 years and prior to any material changes to the automated decision-making system. Sets forth provisions concerning anti-retaliation; enforcement by the Department of Labor; and private rights of action.

Amends the Illinois Freedom to Work Act. Provides that any covenant not to compete or covenant not to solicit entered into after the effective date of the amendatory Act shall not be enforceable with respect to individuals employed by health care facilities as health care professionals in the State regardless of whether an individual is covered by a collective bargaining agreement. Effective immediately.

Creates the Workplace Extreme Temperature Safety Act. Provides that the Director of Labor shall adopt rules to establish excessive heat and excessive cold standards. Sets forth temporary excessive heat and excessive cold standards. Provides that, on or before January 1, 2026, the Director shall establish by rule an occupational temperature-related illness and injury prevention plan. Sets forth provisions concerning retaliation; violations; penalties; and enforcement of the Act.

Amends the Illinois Income Tax Act and the Prevailing Wage Act. Provides that certain transferable tax credits are considered public works within the meaning of the Prevailing Wage Act. Effective immediately.

Amends the Unemployment Insurance Act. Provides that an individual shall be ineligible for benefits for a period totaling and not to exceed 2 weeks (rather than an individual shall be ineligible for benefits for any week) with respect to which it is found that his total or partial unemployment is due to a stoppage of work which exists because of a labor dispute at the factory, establishment, or other premises at which he is or was last employed. Provides that, after the 2-week period, the individual will be eligible for benefits.

Amends the Illinois Freedom to Work Act. Provides that, on and after January 1, 2026, no employer shall enter into a covenant not to compete or a covenant not to solicit with any employee. Provides that a covenant not to compete or a covenant not to solicit entered into on or after January 1, 2026 is illegal and void regardless of where and when the covenant not to compete or a covenant not to solicit was entered into. Provides that an employer or former employer shall not attempt to enforce a contract that is void and unenforceable under the Act regardless of whether the contract was signed and the employment was maintained outside of the State. Repeals provisions concerning the legitimate business interest of the employer; ensuring employees are informed about their obligations; and reformation of covenants not to compete and covenants not to solicit. Makes changes to definitions. Makes conforming changes. Effective January 1, 2026.

Creates the Right to Sit at Work Act. Provides that an employer shall provide a suitable seat to an employee when the nature of the employee's work reasonably allows for seated work. Provides that on and after the effective date of the Act, an employer shall not design a work space to require standing if the work space could reasonably be designed to allow seated work. Provides for notice requirements. Provides for private rights of action and enforcement by the Department of Labor. Sets forth civil penalties for violations of the Act.