Update Applicable to:
All employers in the state of Illinois.
What happened?
In our previous communication here, we notified you that Governor Pritzker signed into law Senate Bill 3616 (SB 3616), also known as the “CROWN Act,” which amends the Illinois Human Rights Act (IHRA) to expand the definition of “race” to combat unlawful discrimination in Illinois.
What are the details?
Effective January 1, 2023, Illinois SB 3616 amends the Illinois Human Rights Act (the “IHRA”) and broadens the scope of the IHRA’s protections. The IHRA currently prohibits discrimination and retaliation based on race and other protected categories.
The IHRA’s amendment expands the definition of “race” under the IHRA to include traits associated with race, including but not limited to hair texture and protective hairstyles such as braids, locks, and twists.
For more information, please see the links below:
Previous Vensure Communication (July 21, 2022)
What do employers need to do?
Employers should review the links above and may want to consider reviewing their grooming policies and practices to ensure compliance with the CROWN Act.
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Illinois PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
