Illinois Bars Mandatory Employer-Sponsored Meetings on Religious or Political Matters

Illinois has enacted legislation that prohibits employers from taking adverse action against employees because they refuse to attend an employer-sponsored mandatory meeting that communicates the opinion of the employer about religious or political matters. The changes take effect Jan.  1, 2025.

The details

Employers are prohibited from taking or threatening any adverse employment action against an employee because the employee refuses to attend or participate in an employer-sponsored meeting or declines to receive or listen to communications from the employer if it is to communicate the opinion of the employer about religious matters or political matters. 

The law defines “political matters" as those relating to elections for political office, political parties, proposals to change legislation, proposals to change regulations, proposals to change public policy, and the decision to join or support any political party or political, civic, community, fraternal, or labor organization.

Under the law, “religious matters” are defined as those relating to religious belief, affiliation, and practice and the decision to join or support any religious organization or association.

Employer Notice

Within 30 days of Jan.  1, 2025, employers must post a notice of employee rights under the law where employee notices are customarily placed. The law doesn’t indicate whether the Illinois Department of Labor will develop such a notice.

Exceptions

The law does not:

• Prohibit communications of information that the employer is required by law to communicate, but only to the extent of the lawful requirement;
• Limit the rights of an employer to conduct meetings involving religious matters or political matters, so long as attendance is voluntary, or to engage in communications, so long as receipt or listening is voluntary;
• Limit the rights of an employer from communicating to its employees any information that is necessary for the employees to perform their required job duties;
• Prohibit an employer from requiring its employees to attend any training intended to foster a civil and collaborative workplace or reduce or prevent workplace harassment or discrimination;
• Prohibit an institution of higher education, or any agent, representative, or designee of the institution, from conducting meetings or participating in any communications with its employees concerning any coursework, symposia, research, publication, or an academic program at the institution;
• Prohibit a political organization, a political party organization, a caucus organization, a candidate's political organization, or a not-for-profit organization that is exempt from taxation from requiring its staff or employees to attend an employer-sponsored meeting or participate in any communication with the employer for the purpose of communicating the employer's political tenets or purposes;
• Prohibit the General Assembly or a State or local legislative or regulatory body from requiring their employees to attend an employer-sponsored meeting or participate in any communication with the employer for the purpose of communicating the employer's proposals to change legislation, proposals to change regulations, or proposals to change public policy; or
• Prohibit a religious organization from requiring its employees to attend an employer-sponsored meeting or participate in any communication with the employer for the purpose of communicating the employer's religious beliefs, practices, or tenets.

Next steps

• Post the required notice within 30 days of Jan. 1, 2025.
• Review policies and practices to ensure compliance with the law.
• Train supervisors on the new law.