IL HB5170

Redefines "adverse action" in the Whistleblower Act to match the definition used in the Civil Rights Act of 1964, and includes retaliatory acts taken after the employment relationship ends.

Changes the standard for protected disclosures from "reasonable cause to believe" to "a reasonable or good faith belief" that disclosed information violates state or federal law.

Prohibits employers from retaliating against employees who refuse to participate in any past, current, or future activity that would violate municipal, county, state, or federal law, including violations of the Freedom of Information Act.

Expands whistleblower protections to cover disclosures regarding violations by both the employer and third parties, including any individual, and allows protection even if the employee's legal reasoning is mistaken as long as a coherent basis exists.

Allows employees to request front pay as a remedy in civil actions for violations of the Whistleblower Act.