The at-will doctrine has long been in effect in Illinois. While this allows employers to end employment for any reason at any time, it has become less absolute than before. With the list of concerted activities growing annually, a simple termination can quickly turn into a costly legal battle if you are not careful.
The growing list of untouchable activities
Illinois’ employment law landscape is seeing changes this year. To give you an idea of what to expect, here are some of the major updates:
- Illinois Human Rights Act: Firing based on protected classes or artificial intelligence bias
- Workplace Transparency Act: Retaliating against employees for concerted activities
- Family Neonatal Intensive Care Leave Act: Dismissing eligible employees who take 10 to 20 days of leave to care for a child in the Neonatal Intensive Care Unit (NICU)
- Victims’ Economic Security and Safety Act: Removing employees who used work devices to document domestic or gender-based violence against themselves
Even with the at-will principle in place, you must be careful when terminating employment. The stakes have gone higher, and a single misstep can result in costly penalties that hurt your company’s financial health.
Moving forward without the risk
Updating your company’s handbook to reflect the new mandates is a must. Consider conducting management training to prepare managers if an issue arises. To ensure your revisions comply with statutes, seeking advice from an employment attorney can offer clarity. Legal counsel can be a valuable resource for navigating Illinois’ rapidly evolving employment landscape.