Law / United States / 
Illinois
Illinois Human Rights Act, use of artificial intelligence in employment decisions
775 ILCS 5/2-102(L) (P.A. 103-0804, eff. January 1, 2026)
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What follows is LexLint's own research summary of this law, not legal advice.
In force 9 months, effective 1 January 2026.
An AI sector rules rule binding public and private bodies.
As of 6 September 2026.
What it requires
- Do not use artificial intelligence in a way that has the effect of subjecting an employee or applicant to discrimination on the basis of a protected class, and do not use a zip code as a proxy for a protected class, in recruitment, hiring, promotion, discipline, discharge, or the terms and conditions of employment.
- Notify an employee or applicant whenever you use artificial intelligence for the employment purposes described above; the Illinois Department of Human Rights sets the timing, circumstances, and means for that notice by rule.
What it reaches
How the hook was established
express
What makes it apply
Operator establishment
Obligation class
Prohibition, Disclosure
What it makes you log
Logging duty
Section 2-102(L) prohibits an employer from using artificial intelligence that has the effect of discriminating on a protected class, or as a zip code proxy, and requires notice to an employee or applicant whenever artificial intelligence is used for those employment purposes. It creates no duty to keep a log, record, or audit trail of that use; the rules the Department of Human Rights must adopt govern only the timing, circumstances, and means of notice, not any record of it.
- Kind
- None
- As of
- 21 September 2026
Who checks it
Audit expectation
none
What this law does
Drafted with AI from the cited sources under the direction of UnGovr staff. UnGovr holds editorial responsibility for this page.
Section 2-102(L)(1) makes it a civil rights violation for an employer to use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of a protected class, or to use zip codes as a proxy for a protected class, with respect to recruitment, hiring, promotion, discharge, discipline, or the terms and conditions of employment.
Section 2-102(L)(2) separately makes it a civil rights violation for an employer to fail to provide notice to an employee that the employer is using artificial intelligence for those purposes; the Illinois Department of Human Rights is directed to adopt rules on the timing, circumstances, and means of that notice.
The Human Rights Act's own employer definition reaches the State and every political subdivision as well as private employers, so this duty binds government and private employers alike.
When LexLint raises it
high_risk_decisions
Read the law
official text, Illinois General Assembly (ilga.gov), Public Act 103-0804
Every line above is drawn from the primary source linked here, read on the date shown. This is a research summary, not legal advice.