IL SB1697

Adds new protections against religious discrimination in employment, requiring employers to reasonably accommodate sincerely held religious practices including wearing of attire, clothing, or facial hair unless it creates undue hardship on business operations.

Prohibits employers from imposing language restrictions that prevent employees from speaking their native language (such as Polish, Spanish, or Chinese) in communications unrelated to their job duties.

Expands pregnancy-related protections to require employers to provide reasonable accommodations for medical conditions related to pregnancy and childbirth, including bathroom breaks, seating, light duty, flexible schedules, and time off for recovery.

Establishes that employers cannot deny employment opportunities or take adverse action against qualified applicants or employees based on the need to provide pregnancy-related accommodations, and must reinstate employees to original or equivalent positions upon return.

Requires employers to post notices in conspicuous locations and include information in employee handbooks about rights under the Illinois Human Rights Act, with the Department authorized to issue violations and require corrections within 30 days.