March 2026 Labor Law Updates for Chicago, Illinois
March 2026 brought several notable developments in Illinois labor and employment law, including a major wage-and-hour ruling from the Illinois Supreme Court, litigation affecting temporary labor enforcement, and federal discrimination enforcement activity. This roundup from HKM Employment Attorneys is designed for employees, HR professionals, and business leaders tracking important Illinois workplace rights developments.
March 2026 was an active month for Illinois labor law, especially in wage-and-hour compliance, temporary labor enforcement, and workplace discrimination policy. Employers and employees alike should stay alert as these developments may create new obligations and legal claims. If you have questions about your rights or responsibilities under Illinois employment law, contact HKM Employment Attorneys at https://hkm.com.
Johnson v. Amazon.com Services LLC — Court Ruling
Date: March 19, 2026
Summary:
The Illinois Supreme Court ruled that the Illinois Minimum Wage Law does not automatically adopt the federal Portal-to-Portal Act’s exclusions for “preliminary” and “postliminary” work. The case involved warehouse employees seeking pay for time spent in required pre-shift COVID-19 screenings. The court held that Illinois law may require compensation for certain pre-shift and post-shift activities even when federal law would not.
Implications:
This is one of the most significant recent Illinois wage-and-hour decisions. Employers should reassess whether security checks, screenings, badge scans, and other required off-the-clock activities may now be compensable under state law. Employees may have stronger claims for unpaid wages based on pre- and post-shift time.
Figueroa et al. v. Visual Pak Holdings, LLC et al. — Court Ruling
Date: March 6, 2026
Summary:
A Circuit Court of Cook County held that Section 67 of the Illinois Day and Temporary Labor Services Act—allowing certain “interested parties” to bring civil enforcement actions—was unconstitutional. Following the ruling, the Illinois Department of Labor announced it was no longer issuing right-to-sue notices or accepting these complaints from interested parties.
Implications:
This decision may substantially change enforcement of protections for temporary and day labor workers in Illinois. Staffing agencies and client companies still must comply with the law, but private enforcement pathways may be narrower unless appellate courts or lawmakers respond.
Planned Parenthood of Illinois EEOC Settlement — EEOC Enforcement Action
Date: March 19, 2026
Summary:
The U.S. Equal Employment Opportunity Commission announced that Planned Parenthood of Illinois agreed to pay $500,000 to resolve allegations that certain DEI training sessions and workplace affinity-group practices violated Title VII by discriminating based on race.
Implications:
Illinois employers should remember that diversity, equity, and inclusion initiatives must still comply with federal anti-discrimination law. Training programs, employee groups, and leave policies should be reviewed to ensure equal treatment across protected classes.
Continued Rollout of the Dignity in Pay Act — Legislative/Workplace Rights Update
Date: March 2026
Summary:
Public attention continued in March to Illinois’s Dignity in Pay Act, which phases out subminimum wages for workers with disabilities and requires payment of at least minimum wage by 2029. The law moves the state away from the federal 14(c) certificate system that historically allowed lower wages for some disabled workers.
Implications:
Employers using sheltered-workshop or disability employment models should prepare now for wage compliance changes. Workers with disabilities gain stronger wage protections and expanded economic opportunity.
Conclusion: Looking Back on Illinois Labor Law Updates from March 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.
