Illinois rule tracker
The statute is active. The notice-rule details are pending.
IDHR withdrew/postponed the proposed AI employment notice rules on June 2, 2026. The practical job for employers is still the same: keep tool inventories, evidence requests, notice facts, and counsel questions organized while the final rule path remains unsettled.
Current operating read
Unsettled rules make the preparation file more important, not less.
| Tracker item | Current read | File impact |
|---|---|---|
| Public Act 103-0804 | Effective January 1, 2026. It amends the Illinois Human Rights Act for AI and automated decision-making in employment. | Keep a tool inventory covering hiring, promotion, discipline, discharge, training selection, tenure, and employment terms. |
| IDHR proposed notice rules | Proposed rules were withdrawn/postponed on June 2, 2026 while IDHR reviews next steps. Final notice-rule details are not settled. | Date-stamp Snapshot outputs and keep notice language in review status until HR/legal/counsel approves. |
| Employer notice facts | Procedural details may change, but employers still need to know what tools are used, where, why, and with what data. | Collect vendor evidence and internal workflow facts before drafting or approving notices. |
| Vendor documentation | Vendor claims, bias materials, AI feature descriptions, and change-control notes are often scattered. | Request and store evidence with source dates, assigned reviewer, and confidence labels. |
| Counsel review | Final legal conclusions should stay with qualified counsel and the employer. | Prepare a clean counsel packet instead of asking counsel to reconstruct basic tool facts. |
This tracker is operational issue-spotting, not legal advice. Final obligations, notice language, and compliance decisions stay with HR/legal/counsel.
Next step
Build the file that can absorb rule changes.
A date-stamped Snapshot gives HR and counsel a clearer starting point while IDHR final notice-rule details remain pending.