The Cook County Human Rights Ordinance requirements below cover employers based in Cook County or doing business there. A business only in Kane, DuPage, Will or Kendall county is outside it; see the Kane, DuPage, Will and Kendall guides. The overview shows who is covered.
Cook County Human Rights Ordinance requirements: what the law requires
| Topic | What the Code says |
|---|---|
| Equal treatment | No discrimination on a protected basis in hiring, discharge, pay or other work terms (42-35) |
| Sexual harassment | Employers answer for supervisors' conduct, and for co-worker acts it knew or should have known of, unless it took corrective action that was immediate and appropriate (42-35) |
| Religion | Reasonable accommodation unless undue hardship (42-35) |
| National origin | No bias disguised as worry over foreign training or education (42-35) |
| Credit history | No credit-based decisions, questions or reports, except roles with custody of, or unsupervised access to, marketable assets or cash worth $2,500 or more, or signatory power covering $100 or more per transaction (42-35) |
| Criminal history | Not asked or weighed until interview selection, or a conditional offer when none; carve-outs exist (42-35) |
Key numbers and dates
| Item | Rule | Year read |
|---|---|---|
| Filing window | 180 days from the violation | Code, current to August 27, 2026 |
| Employer answer | 30 days after service | Rules, effective November 19, 2024 |
| Hearing | Within 90 days after a substantial-evidence finding | Code, 2026 |
| Court (employment) | Complainant elects within 20 days, sues within 90 days of authorization | Code, 2026 |
| Fine | $100 to $500 for each offense, each day separate | Code, 2026 |
Source: Commission Rules and Cook County Code 42-34
Recent and pending changes
- Ordinance 23-2279 (May 2023) added bodily autonomy protections.
- July 20, 2023 and March 13, 2025: Ordinances 23-3757 and 25-1358 revised definitions, the latter the national origin definition.
The Fox River Fair-Hiring Pass
- Map where staff work and whether the business is based or operates in Cook County.
- Drop credit and criminal-history questions from applications unless an exception fits; ask about criminal history only after interview selection or a conditional offer.
- Review screening notes for national origin, ancestry, ethnicity or caste bias, including doubts about foreign education or training.
- Give staff a clear way to report harassment.
- Log each religious accommodation request and answer.
- Tell managers that complaining or testifying cannot be punished.
- Send Commission letters to one named person the same day; keep records once served.
Common mistakes
- Credit reports for roles outside the exceptions.
- Criminal-history questions on applications.
- Missing the 30-day response.
- Deleting records after service.
When to bring in an attorney
- A served complaint, subpoena or default notice.
- A court request or election (20- and 90-day windows).
- Credit or criminal-history policies touching the federal Fair Credit Reporting Act, or charges in several places.
How we can help
We handle the U.S. tax, payroll and accounting side and work with your attorney, Canadian CPA or Indian CA. We are not a law firm and give no legal or immigration advice. See payroll and employer compliance.
Frequently asked questions
Does it apply in Aurora or Naperville?
Only if the business is based or operates in Cook County; see the Illinois Human Rights Act page otherwise.
How long does someone have to file?
180 days from the alleged violation; other laws differ.
Can a worker without U.S. work authorization file?
Yes, under the Commission's rules, if the violation happened at least partly in Cook County.
What can the Commission order?
A $100 to $500 fine per offense, plus possible damages, back pay and fees.
Official sources
- Cook County: Human Rights Ordinance and Regulations
- Cook County Code of Ordinances, Chapter 42, Article II (Municode)
- Commission on Human Rights: Substantive and Procedural Rules (PDF)
- Cook County Commission on Human Rights
This page summarizes public guidance in plain language. If anything here differs from the official source, the official source controls.