Illinois Expands Workplace Protections in 2025: Family Responsibilities and Reproductive Health Decisions

As of January 1, 2025, Illinois employees gained important new protections under the Illinois Human Rights Act (IHRA). The law now expressly prohibits employment discrimination based on family responsibilities and reproductive health decisions. These changes matter for a wide range of working people—and in many cases, they address workplace behavior that has long gone unchecked.

“Family responsibilities” are now protected

Illinois law now makes it unlawful for an employer to discriminate against an employee because of their actual or perceived responsibility to care for a family member. This protection is intentionally broad. It can apply to employees who provide care to children, spouses, parents, or others with whom they have a close, family-like relationship.

“Care” doesn’t just mean full-time caregiving. It can include helping with medical appointments, daily living needs, safety, nutrition, or emotional support for a family member dealing with a serious health condition.

Just as important, the law protects employees based on perceived family responsibilities. In other words, an employer cannot act against you because they assume you’ll be distracted, unavailable, or less committed due to caregiving—even if that assumption is wrong.

Reproductive health decisions are also protected

Illinois also now prohibits discrimination based on reproductive health decisions. This includes decisions related to contraception, fertility care (including IVF), miscarriage management, pregnancy-related care, and decisions about whether to continue or terminate a pregnancy.

An employer may not take adverse action—such as firing, disciplining, demoting, or denying opportunities—because of an employee’s reproductive health choices or needs.

What the law covers (and what it doesn’t)

These protections apply broadly to the terms, conditions, and privileges of employment, including hiring, firing, pay, scheduling, job duties, promotions, training, and access to opportunities.

The law does not require employers to provide specific accommodations simply because an employee has family responsibilities. But it does prohibit decisions based on stereotypes, assumptions, or bias tied to caregiving or reproductive health.

Timing matters

In many cases, employees now have up to two years to file a discrimination charge with the Illinois Department of Human Rights. That said, waiting can still hurt your case. Early advice often makes a meaningful difference.

The bottom line

If you believe you were denied opportunities, treated differently, or pushed out because of caregiving responsibilities or reproductive health decisions—reach out for a confidential consultation—you don’t have to go it alone. we may be able to help. Emery Law’s Ethan White is an employment attorney who regularly files charges and lawsuits for employees who have been treated illegally at work. Ethan has nearly two decades of pure litigation experience, primarily focusing on employee-side employment disputes, including discrimination, wage and hour, and retaliation.  If you are dealing with workplace issues, you need an employment lawyer who will fight for you. Reach out today for a free initial consultation. The law is on your side, and we’re here to help you assert your rights.