Pay transparency law in Illinois: what employers must put in a job posting (2026)
Yes. As of January 1, 2025, employers with 15 or more employees must include the pay scale and benefits in any posting for a role performed at least partly in Illinois — or that reports to an Illinois office or supervisor.
The rule, in plain English
Illinois amended its Equal Pay Act to add pay-transparency posting rules effective January 1, 2025. They apply to employers with 15 or more employees — and all of your employees count toward that 15, whether they're in Illinois or not.
- Who it covers: postings for roles performed at least partly in Illinois, or roles that report to a supervisor, office, or work site in Illinois (this can include remote positions).
- What you must disclose ("pay scale and benefits"): the wage or salary, or the wage/salary range, plus a general description of benefits and other compensation — bonuses, stock options, and other incentives you reasonably expect to offer in good faith.
- The range: from the lowest to the highest pay you actually believe you might pay for the role.
Illinois lets you satisfy the benefits part with a hyperlink in the posting, as long as it goes directly to the pay and benefits for that specific position. A link to a long, generic benefits page that covers many roles doesn't count.
What happens if you don't
For postings that are no longer active when the Illinois Department of Labor issues a violation notice, fines can reach up to $250 for a first violation, $2,500 for a second, and $10,000 for a third. Active postings generally get a chance to cure first. Confirm the current amounts and the cure process on IDOL's official page before relying on these figures.
What to actually put in the job description
You need pay plus a benefits description (or a direct link to it). A compliant block:
Pay scale: $70,000–$92,000 per year, plus an annual bonus target of 8%.
Benefits: medical, dental, and vision; 401(k) match; paid time off. (Full details: [link to this role's pay & benefits].)
For an hourly role, post the wage range — e.g., "$25–$31/hour."
Frequently asked questions
Does the Illinois pay transparency law apply to small businesses?
It applies to employers with 15 or more employees. Importantly, every employee counts toward that 15 — including those who work outside Illinois.
Can I link to the pay and benefits instead of listing them?
Yes, for benefits — Illinois allows a hyperlink, as long as it leads directly to the pay and benefits for that specific position, not a generic catch-all page.
Do remote jobs need the disclosure?
If the role is performed at least partly in Illinois, or reports to an Illinois supervisor or office, the posting must include the pay scale and benefits.
Do I have to tell current employees about promotions?
Illinois also has a promotion-notice obligation tied to external postings. Confirm the exact timeframe and wording with IDOL, then announce qualifying promotion opportunities to current employees as required.
Generate an IL-compliant job description — free
Our free JD generator builds an inclusive, bias-scanned job description with the Illinois pay disclosure wired in. Add your benefits line or link and you're set. No signup.
Write a compliant IL JD →This page is general information, not legal advice, and TranscendByDesign is not a law firm. Pay-transparency rules change and have nuances this summary doesn't cover. Confirm your obligations against the Illinois Department of Labor's official guidance — labor.illinois.gov — or with employment counsel, before posting.