IL HB2772

Prohibits employers from screening job applicants based on wage or salary history, requiring prior wages to meet minimum or maximum criteria, or requesting applicants disclose prior compensation as a condition of interview, continued consideration, or employment offers.

Bars employers from seeking wage or salary history of job applicants from current or former employers, except when history is public record or applicant is a current employee applying for another position with same employer.

Expands equal pay protections to cover African-American employees in addition to existing sex-based discrimination protections, requiring substantially similar skill, effort, and responsibility for equal pay.

Allows employees to recover damages up to $10,000, compensatory and punitive damages, injunctive relief, and attorney's fees for violations of wage history restrictions; establishes 5-year statute of limitations.

Sets civil penalties for employers violating the Act: $500-$5,000 per employee for small employers (fewer than 4 employees) and $2,500-$5,000 per employee for larger employers; up to $5,000 per employee for wage history and retaliation violations.