What must Illinois job postings include?

Both the pay scale and a general description of benefits, for employers with 15 or more employees. A hyperlink to a public page with the position's pay and benefits satisfies the requirement.

Does Illinois require employers to post jobs?

No — the statute says so explicitly. But if a job isn't posted, the employer must disclose pay scale and benefits to applicants before any offer or compensation discussion.

What is Illinois' promotion-posting rule?

All current employees must be made aware of a promotion opportunity within 14 calendar days after the employer posts the position externally.

How long do you have to file an Illinois pay-transparency complaint?

One year from the violation (820 ILCS 112/30(c-5)) — not the 90 days some summaries claim.

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Illinois Pay Transparency Law (2026)

Verified as of July 14, 2026

Posting disclosure required?: Yes — pay scale AND benefits in job postings (Equal Pay Act amendments, P.A. 103-539, effective January 1, 2025)
Covered employers: 15+ employees.
What postings must include: Both the pay scale and a general description of benefits and other compensation. A hyperlink to a public page with the position's pay and benefits satisfies the duty, and a referenced general benefits page can cover the benefits portion.
Disclosure on request: If a position isn't posted, the pay scale and benefits must be disclosed to applicants before any offer or compensation discussion, and on request. The statute expressly requires no employer to post jobs at all.
Promotion / internal notice: Yes — all current employees must be told about a promotion opportunity within 14 calendar days after an external posting for the position.
Remote positions: Covers positions performed at least partly in Illinois, or performed elsewhere but reporting to a supervisor, office, or worksite in Illinois.
Pay-data reporting: Illinois runs a separate Equal Pay Registration Certificate regime for larger employers (distinct from posting transparency; not covered on this page).
Penalties & enforcement: IDOL enforces; complaint window is one year. Active postings: $500 (14-day cure) → $2,500 (7-day cure) → $10,000 (no cure). Inactive postings: $250 → $2,500 → $10,000 with no cure period at any tier. After a third offense, penalties are automatic for five years. No private right of action for the posting rule itself.

Frequently asked questions

What must Illinois job postings include?: Both the pay scale and a general description of benefits, for employers with 15 or more employees. A hyperlink to a public page with the position's pay and benefits satisfies the requirement.
Does Illinois require employers to post jobs?: No — the statute says so explicitly. But if a job isn't posted, the employer must disclose pay scale and benefits to applicants before any offer or compensation discussion.
What is Illinois' promotion-posting rule?: All current employees must be made aware of a promotion opportunity within 14 calendar days after the employer posts the position externally.
How long do you have to file an Illinois pay-transparency complaint?: One year from the violation (820 ILCS 112/30(c-5)) — not the 90 days some summaries claim.

Source: 820 ILCS 112 § 10(b-25), § 30(c-5)–(c-15) (ilga.gov); IDOL Equal Pay Act / salary transparency FAQ. Verified 2026-07-13.

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