Illinois Labor Law Amendments: Impact and Strategies for Staffing Agencies

On August 4, Illinois Governor JB Pritzker signed into law significant amendments to the Illinois Day and Temporary Labor Services Act. These changes have far-reaching implications for both temporary laborers and the staffing industry. Let’s delve into the key amendments and discuss how staffing agencies in Illinois are adapting to these new regulations.

Equal Pay for Equal Work

The amended act reinforces Illinois’ commitment to wage transparency and worker classification, ensuring that temporary laborers receive fair compensation and protection. These amendments introduce crucial provisions, including:

  • Pay Parity: Temporary laborers assigned to a third-party client for more than 90 calendar days must now be paid at a rate equal to the lowest-paid directly hired comparator employee at the client’s site, along with equivalent benefits.
  • Benefit Option: Temp agencies have the flexibility to offer the hourly cash equivalent of benefits instead of providing the benefits themselves.
  • Information Sharing: Third-party clients are obligated to provide information about job duties, pay, and benefits of directly hired employees to the temp agency upon request.

This revised framework aims to eliminate wage disparities and enhance protections for temporary laborers. For staffing agencies, this means adapting to new expectations and facilitating compliance with the Equal Pay for Equal Work provision.

Impact on Staffing Clients

Considering these amendments, staffing agencies in Illinois are experiencing a significant impact on their clients. To navigate this changing landscape, many staffing agencies are adding richer benefit plan options to their service offerings. This allows them to have the flexibility to provide plans that align with the type of benefits offered to their client’s employees.

Clients require greater support and flexibility in structuring their compensation and benefit packages. Staffing agencies are responding by introducing more versatile benefit plans, providing their clients with options that cater to the diverse needs of temporary laborers. This strategic approach helps staffing clients remain competitive and compliant with the new legal requirements.

Unanswered Questions

Despite these essential amendments, some questions remain unanswered. Uncertainties regarding the starting date for measuring the 90-day period, whether non-working days should be included in the calculation, and whether the 90-day requirement encompasses both consecutive and non-consecutive days pose challenges for staffing agencies and clients alike. The lack of clarity could result in immediate violations, retroactive to July 1, affecting existing long-term workers.

Workplace Safety and Training Requirements

In addition to equal pay regulations, the amendments introduce new safety and training requirements for staffing agencies and client companies. These provisions aim to create safer working environments and promote transparency.

Impact on Labor Dispute Rights

The amendments also strengthen the rights of temporary laborers when it comes to labor disputes. They now have the right to refuse assignments to worksites involved in strikes or lockouts. However, the definition of “labor trouble” is open to interpretation, potentially impacting staffing agencies and client companies. The amendments may affect the ability of companies to operate during strikes or union-organizing campaigns.

Registration Revocation and Civil Actions

The Illinois attorney general now has the authority to suspend or revoke the registration of a staffing agency in cases of violations. Additionally, interested parties can initiate civil actions against staffing agencies and client companies, leading to increased scrutiny and potential legal actions.


The recent amendments to the Illinois Day and Temporary Labor Services Act introduce a paradigm shift in the relationship between staffing agencies and their clients. As Illinois staffing agencies adapt to these changes, they are taking proactive measures to enhance their service offerings, including more flexible and versatile benefit plans. With a focus on compliance and employee well-being, these agencies are positioning themselves as valuable partners to their clients in navigating this evolving regulatory landscape. As the industry adjusts to these changes, staying informed and seeking guidance from the Illinois Department of Labor will be crucial in ensuring a smooth transition and continued success for both staffing agencies and their clients.

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