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Illinois Enacts the Child Extended Bereavement Leave Act

12 Sep

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Update Applicable to:

All employers with 50 or more employees in Illinois

What happened?

On August 4, 2023, Governor JB Pritzker of Illinois signed SB2034 into law. This legislation is associated with significant legal developments, including changes related to bereavement leave rights for employees in Illinois.

What are the details?

Starting January 1, 2024, SB 2034 mandates that companies employing 250 or more full-time workers must offer up to 12 weeks of unpaid leave to employees who have lost a child due to suicide or homicide. For employers with 50 to 249 full-time employees, the requirement is reduced to a maximum of 6 weeks of unpaid leave for the same circumstances.

Employees have the flexibility to take this leave continuously or intermittently in increments of at least 4 hours. However, it’s crucial to note that this leave must be utilized within one year from the date the employee notifies the employer about their loss. This legislation aims to provide support to employees during extremely challenging times while considering the varying sizes and capacities of employers.

For more information, please see the links below:

Bill SB2034

Public Act 103-0466

Law Firm Article

What do employers need to do?

Illinois employers are advised to assess and, if necessary, update their bereavement policies to align with these new regulations, which take effect on January 1, 2024. This proactive step will help ensure compliance with the state’s evolving requirements.

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.

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