This article summarizes the similarities and the few differences between three Illinois laws restricting the use of credit history or credit reports in making employment decisions.
Joining a growing trend among states and local governments, the Cook County, Illinois Human Rights Ordinance was amended effective as of June 1, 2015 to add an employee or applicant’s credit history or credit report as a prohibited type of employment discrimination. The amendments1 are substantially the same as the provisions of the Illinois Employee Credit Privacy Act,2 and those restricting the use of credit history or credit reports in making employment decisions under counterpart provisions of City of Chicago Human Rights Ordinance of the Chicago Municipal Code.3 This article summarizes the similarities and the few differences between these laws.
Each of the three laws prohibits employers that are subject to them from:
- Inquiring about an applicant’s or employee’s credit history;
- Ordering or obtaining an applicant’s or employee’s credit report from a consumer reporting agency; or
- Failing or refusing to hire or recruit, fire or otherwise discriminate against any individual with respect to employment, compensation or any term, privilege or condition of employment because of the individual’s credit history or credit report.
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