Pay Transparency Laws in Illinois
Illinois has pay transparency requirements
Illinois requires employers with 15 or more employees to include the pay scale and benefits in job postings. The law applies to positions that will be performed at least partially in Illinois or report to a supervisor, office, or work site in Illinois. Illinois also bans salary history inquiries under the Illinois Equal Pay Act amendment.
Key details
| Pay transparency law? | Yes |
|---|---|
| Salary range in job postings? | Yes |
| Salary range on request? | Yes |
| Salary history ban? | Yes |
| Employer size threshold | 15+ employees — 15+ employees. |
| Effective date | January 1, 2025 |
| Penalties | Fines of $500 for first offense, up to $10,000 for subsequent violations. Employers also face liability under the Illinois Equal Pay Act. |
| Statute | 820 ILCS 112 (Illinois Equal Pay Act, amended by HB 3129) |
Pay Transparency Laws in Illinois: what you need to know
Illinois has enacted a pay transparency law that affects how employers handle salary information. Illinois requires employers with 15 or more employees to include the pay scale and benefits in job postings. The law applies to positions that will be performed at least partially in Illinois or report to a supervisor, office, or work site in Illinois. Illinois also bans salary history inquiries under the Illinois Equal Pay Act amendment. Pay transparency laws are one of the fastest-growing areas of employment regulation in the country, and Illinois is among the states leading this trend.
Illinois requires employers to include salary ranges in job postings. 15+ employees. This means that when you apply for a job in Illinois, you should be able to see the pay range before you invest time in the application process. This requirement applies to employers with 15 or more employees.
In Illinois, employers must provide salary range information upon request,. This means you can ask a prospective employer for the salary range at any point during the hiring process.
Illinois also prohibits employers from asking about your salary history during the hiring process. This is an important protection because relying on salary history can perpetuate wage gaps, particularly for women and people of color who may have been underpaid in previous positions. Employers in Illinois must base compensation on the value of the role and your qualifications, not on what you earned before.
Enforcement of Illinois's pay transparency law includes penalties for non-compliance. Fines of $500 for first offense, up to $10,000 for subsequent violations. Employers also face liability under the Illinois Equal Pay Act. These penalties give the law teeth and create an incentive for employers to comply proactively rather than waiting for a complaint.
For Illinois workers, understanding pay transparency laws (or the lack thereof) is important for salary negotiations. Knowing the salary range for a position gives you concrete information to negotiate from. Knowledge of the market rate for your role and experience level is one of the most powerful tools you have in any salary conversation.
More Illinois workplace laws
Check other workplace law topics for Illinois:
Frequently asked questions about pay transparency laws in Illinois
Yes. Illinois requires employers with 15 or more employees to include salary ranges in job postings.
No. Illinois has a salary history ban that prohibits employers from asking about your previous compensation during the hiring process.
Yes. Illinois requires employers to provide salary range information upon request.
Fines of $500 for first offense, up to $10,000 for subsequent violations. Employers also face liability under the Illinois Equal Pay Act.
This depends on the specific provisions of Illinois law. Some states require transparency for any job that can be performed in the state, while others apply only to positions physically located there. Check the specific statutory language or consult an attorney.