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Reminder: Illinois Equal Pay Certification Required by March 2024

18 Mar

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We wanted to remind employers that they must submit demographic and wage data to the Illinois Department of Labor (IDOL) if they have at least 100 or more employees, making them a covered employer under the Act and subject to its requirements.

The total number of employees is the total number of Illinois employees your business employed on December 31 of the calendar year immediately preceding your reporting deadline.

You must also file the Annual Employer Information Report EEO-1.

The application must be filed no later than March 24, 2024. If the report is not filed or is inaccurate, IDOL will send you a notice indicating that you have 30 calendar days to comply (to file or rectify the application), at the risk of being fined according to your business size You can read further about the civil penalties by scrolling down to Section 30(c) in the existing law here.

For additional guidance, please consult the IDOL FAQs here.

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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