# Illinois Human Rights Act amendment on AI in employment (HB 3773, Public Act 103-0804)

- **Jurisdiction:** Illinois (US-IL)
- **Type:** Law · **Status:** In force · **Binding:** yes
- **Issued by:** Illinois General Assembly / Governor
- **Proposed:** — · **Adopted:** — · **Effective:** 1 Jan 2026
- **Obligations:** Bias and non-discrimination, Transparency to users
- **Sectors:** Employment
- **Penalties:** Remedies available under the Illinois Human Rights Act (charges via the Department of Human Rights)

## Summary
Makes it a civil-rights violation for employers to use AI that has the effect of discriminating on the basis of protected classes in recruitment, hiring, promotion, discipline, discharge or other terms of employment, or to use zip codes as a proxy for protected classes. Employers must notify employees when they use AI for these purposes.

## Why it matters
Illinois employers using AI in HR decisions carry disparate-impact liability under the Human Rights Act and must give AI-use notices.

## Source
[Illinois General Assembly](https://www.ilga.gov/Legislation/PublicActs/View/103-0804)
Checked against the source on 4 Oct 2026. Effective 1 Jan 2026. The Department of Human Rights is directed to adopt implementing rules (including on notice). Signing date not captured in this review.

## Cite
Illinois Human Rights Act amendment on AI in employment (HB 3773, Public Act 103-0804). Illinois General Assembly / Governor. Status: In force. wheresthe.ai, https://wheresthe.ai/rule/us-il-hb3773-human-rights-act-ai-employment/ (verified 4 Oct 2026).

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Canonical page: https://wheresthe.ai/rule/us-il-hb3773-human-rights-act-ai-employment/ · Not legal advice.