Illinois Workplace Transparency Act / Anti-Harassment Plan
Compliance plan for the Illinois Workplace Transparency Act, the Human Rights Act §2-110 training mandate, and the restaurant/bar industry training requirement. Required of every IL employer regardless of size.
When this template is required
Required of every Illinois employer regardless of size. Annual sexual harassment prevention training for all employees. Annual disclosure to IDHR of adverse judgments and settlements. Restaurant/bar employers have industry-specific training requirements (effective 2020). Restaurants/bars must also post an industry-specific written policy. Failure to provide training carries IDHR civil penalties.
Why this template
Universal IL employer requirement
Every IL employer (no size threshold) must provide annual sexual harassment training to ALL employees. Training within 90 days of hire for new employees, then annually. The plan covers the training content and documentation IDHR expects.
Annual IDHR adverse judgment disclosure
Employers must annually disclose to IDHR by July 1: (1) Number of adverse judgments or administrative rulings against the employer related to sexual harassment or discrimination in the prior calendar year; (2) Equivalent settlements; (3) Whether the employer has been required to provide additional training. Failure to disclose carries IDHR civil penalties. The procedure documents the filing.
Restaurant/bar industry-specific training
Restaurant and bar employers (2020 amendments) must provide industry-specific training covering: sexual harassment in customer-facing roles; food and beverage service contexts; specific legal protections for tipped employees; the industry-specific policy posting. The plan includes the industry supplement.
IDHR-model-aligned training
IDHR provides a free model training program; employer programs must meet or exceed the model. Many employers use the IDHR model directly. The plan's training outline is IDHR-model-aligned but extends it with additional best-practice elements.
What you receive
- IL Anti-Harassment Policy (Word .docx)
- Annual sexual harassment training outline (IDHR model-aligned)
- Restaurant/bar industry training supplement
- IDHR annual adverse judgment disclosure procedure
- Multi-channel complaint intake procedure
- Investigation protocol with documentation requirements
- Anti-retaliation procedure
- Bilingual training reference (English/Spanish)
- Annual employee acknowledgment form
- Restaurant/bar policy posting (where applicable)
How you get it
This document is written and reviewed against the standard it cites, and it is ready now. The download link is emailed as soon as your payment clears.
Revisions included — if something about your operation changes what the document should say, reply to the delivery email and we will amend it.
Who buys this
- All Illinois employers (no minimum size threshold)
- Illinois restaurants and bars (industry-specific training)
- Illinois hotels and hospitality
- Illinois temp/staffing agencies
- Illinois multi-state employers with IL operations
- Illinois retail and consumer-facing businesses
- Illinois healthcare and education employers
Frequently asked
Who must provide IL sexual harassment training?
Every Illinois employer regardless of size must provide annual sexual harassment prevention training to ALL employees. Training must be provided within 90 days of employment for new hires, then annually thereafter. Employers can use IDHR's free model training or develop their own meeting the minimum standards in 775 ILCS 5/2-110.
What's the restaurant/bar training requirement?
Illinois restaurants and bars (2020 amendments to the Human Rights Act) must provide industry-specific training in addition to general training. The industry training covers: sexual harassment in customer-facing roles; food and beverage service contexts; specific legal protections for tipped employees who may be more vulnerable to harassment; bystander intervention. The plan includes the industry supplement.
What's the IDHR adverse judgment disclosure?
Annual report to IDHR by July 1 disclosing: (1) Number of adverse judgments or administrative rulings against the employer in sexual harassment or discrimination cases in the prior calendar year; (2) Equivalent settlements paid; (3) Whether the employer was required to provide additional training as a result; (4) Total number of such cases. Disclosure aggregates over the calendar year. Failure to disclose carries IDHR civil penalties starting at $500 per missing disclosure. The procedure walks through the filing.
Are independent contractors covered?
IWTA's training requirement extends to certain independent contractors under some IDHR interpretations. The plan documents the contractor coverage decision; most employers provide the training to all workers regardless of classification to avoid ambiguity. Practical reality: training small, low-cost, and worth providing universally.
What language must training be in?
Training must be 'accessible' to employees — practical implication is training in the employee's primary language if English fluency is limited. IDHR provides Spanish-language model training. The plan supports English + Spanish at minimum; additional languages by request. Training in language the employee can understand is essential for both effectiveness and IDHR compliance.