June 2026 Labor Law Updates for Chicago, Illinois
June brought several noteworthy developments affecting Illinois labor law and workplace rights. This legal roundup from HKM Employment Attorneys covers a new employment-discrimination lawsuit, a change to the Illinois Minimum Wage Law, and proposed legislation that could expand disparate-impact liability for employers.
June 2026 included meaningful changes and proposals involving disability accommodations, wage protections and employment discrimination standards. Employees, HR professionals and compliance leaders with questions about Illinois workplace rights can contact HKM Employment Attorneys to discuss their circumstances and available legal options.
EEOC Sues Alight Solutions Over Disability Accommodation and Electronic Attendance Tracking — EEOC Enforcement Action
Date: June 1, 2026
Summary:
The U.S. Equal Employment Opportunity Commission filed a lawsuit against Alight Solutions, LLC, an employee-benefits administrator headquartered in Lincolnshire. The EEOC alleges that Alight violated the Americans with Disabilities Act by refusing to provide reasonable accommodations to an employee with diabetes and then terminating him.
According to the complaint, the employee requested additional breaks to check his blood sugar and recover from diabetic episodes. He offered to make up the time by extending his shift. The EEOC alleges that Alight’s electronic attendance-monitoring system did not properly account for the medically necessary breaks and that the company fired the employee rather than adjusting its practices. The lawsuit, EEOC v. Alight Solutions, LLC, Case No. 1:26-cv-06361, was filed in the U.S. District Court for the Northern District of Illinois. These are allegations, and the court has not yet determined liability.
Implications:
The case highlights how automated attendance, productivity and time-tracking systems can create legal risks when they are applied without accounting for disability accommodations. Illinois employers should ensure that attendance software does not automatically penalize employees for approved medical breaks or other reasonable accommodations.
Employees with disabilities may be entitled to changes in break schedules, attendance rules or monitoring practices unless the employer can establish that the requested accommodation would create an undue hardship. The case is an important June 2026 employment update for Illinois workers whose performance or attendance is evaluated through automated systems.
Illinois Excludes Certain Minor League Baseball Players From the State Minimum Wage Law — Legislation
Date: June 26, 2026
Summary:
Governor JB Pritzker approved Senate Bill 454, which became Public Act 104-0525 and took effect immediately. The law amends the Illinois Minimum Wage Law by excluding certain minor league baseball players from the statute’s definition of an “employee.”
The exclusion applies to an individual permitted to work as a minor league baseball player who is under contract and compensated under a collective bargaining agreement that expressly addresses wages and working conditions. The measure passed both chambers of the Illinois General Assembly before being signed on June 26.
Implications:
Covered minor league players generally will not be able to rely on the Illinois Minimum Wage Law for state minimum-wage protections. Their compensation and working conditions will instead be governed primarily by their contracts, applicable collective bargaining agreements and any other relevant federal or state laws.
The legislation is narrowly written and does not create a general exemption for professional athletes, team employees or other workers in the sports industry. Employers should carefully confirm that every statutory condition is satisfied before treating a worker as excluded from Illinois minimum-wage protections.
General Assembly Sends Disparate-Impact Employment Bill to Governor — Proposed Legislation
Date: June 30, 2026
Summary:
The Illinois General Assembly sent Senate Bill 3777 to the governor after both chambers approved the measure. As of June 30, the bill had not yet become law.
The legislation would amend the Illinois Human Rights Act to expressly prohibit certain employment criteria or methods that have a discriminatory effect. It would apply to employers, employment agencies and labor organizations when a policy or selection method disproportionately affects people based on protected characteristics or statuses covered by the Act.
Under the version sent to the governor, a challenged practice could violate the law when the employer cannot show that it is job-related and consistent with business necessity. Even when the employer makes that showing, liability could remain possible if the complainant identifies another practice that would serve the business need with a less discriminatory effect. The bill would cover classifications including unlawful discrimination, citizenship status, family responsibilities, work-authorization status, arrest records and conviction records.
Implications:
If enacted, Senate Bill 3777 could significantly expand the legal scrutiny applied to facially neutral employment policies in Illinois. Hiring tests, screening software, background-check standards, attendance requirements and promotion criteria could become vulnerable to claims based on their effects, even without evidence that the employer intended to discriminate.
Illinois employers would need to document why selection criteria are necessary for a particular job and consider whether less discriminatory alternatives are available. Employees and applicants could gain another basis for challenging workplace policies that disproportionately exclude protected groups. Because the bill was still awaiting gubernatorial action at the end of June, employers and workers should confirm its final status before relying on its provisions.
Conclusion: Looking Back on Illinois Labor Law Updates from June 2026
If recent Illinois rulings on wrongful termination, wage theft, or discrimination have you rethinking your legal options, know that support is just a phone call away. At HKM Employment Attorneys in Chicago, our fearless attorneys have recovered over $250 million for clients since 2003 and regularly take on complex cases involving breach of contract, hostile work environments, and EEOC claims—backed by Super Lawyers and top‑tier recognition. We offer clear communication, strategic advocacy, and no-fear representation. If recent case developments have struck a chord, reach out to our Chicago office to explore how we can stand with you and secure your workplace rights.
