IL SB3100

Prohibits employers from requiring employees to sign nondisclosure agreements regarding their wages or salary and makes it unlawful to require prospective employees to disclose salary history or meet specified salary criteria.

Allows employers to establish a self-evaluation plan of their pay practices, which may include assessments of compensation equity, hiring data, raise procedures, promotion opportunities, and written policies against seeking salary history.

Employers with a Department of Labor-verified self-evaluation plan completed within the previous 3 years and demonstrating progress toward eliminating gender-based wage differentials gain an affirmative defense to Equal Pay Act violations.

Employers without a verified self-evaluation plan may face civil penalties of up to $500 per employee (for employers with fewer than 4 employees) or up to $2,500 per employee (for employers with 4 or more employees).

Evidence of a self-evaluation plan or remedial steps undertaken is inadmissible in proceedings as evidence of a violation, and employers are not subject to adverse inference for failing to complete a self-evaluation plan.