Illinois Governor JB Pritzker signed legislation in 2023 that amends the state’s Equal Pay Act. The law mandates that employers with fifteen or more employees must include in a job posting the pay scale and expected benefits. The law took effect on January 1, 2025. This law is a win for employees because of the required transparency and a win for employers who offer generous benefits.
Requirements
Under this legislation, it is unlawful for any employer in Illinois with at least fifteen employees to omit critical information regarding pay and benefits from their job postings. The goal is to promote transparency in the hiring process and to empower job seekers with needed information to make informed decisions about employment opportunities.
The law focuses on “pay scale and benefits” that comprise the wage or salary being offered and must include the salary range for the posted position. Employers must provide a description of the benefits and other forms of compensation. Including, but not limited to, bonuses, stock options, and other incentives that the employer expects to offer in good faith. For employers who do not comply with this new law, there are substantial daily fines.
To help employers and job seekers navigate the new law, the Illinois Department of Labor (IDOL) published frequently asked questions (FAQs) on November 22, 2024. You can access the full FAQs here.
Highlights of the Law
Understanding the “Pay Scale” Requirement – The new law stipulates that employers can fulfill the requirement to disclose “wage or salary” information through:
- A relevant internal pay scale.
- Previously established pay ranges for the role.
- Actual pay ranges for current employees in similar positions.
- Budgeted compensation for the role, if applicable.
Employers are also required to specify if a position can earn tips, commissions, or bonuses, but are not obligated to estimate these amounts. A “range of pay” is acceptable, as long as it reflects the lowest to highest pay the employee realistically can expect, considering factors like employee qualifications and operational circumstances.
Clarification on the “Benefits” Requirement – Job postings must include a general description of benefits, which can be satisfied by providing a current, accessible benefits description on the employer’s website, linked to the job posting.
15-Employee Threshold Requirement – The 15-employee count includes all employees, regardless of location or employment status (full-time or part-time) when determining coverage under the new law.
Applicability to Internal and External Job Postings – While the law does not mandate that employers post job opportunities, any job posting—internal or external—must include pay scale and benefits information. This applies to all job types, including full-time, part-time, temporary roles, and those under collective bargaining agreements.
Defining “Job Posting” – The law encompasses various forms of job notifications, not limited to traditional job boards. For example, general announcements like “help wanted” signs do not qualify, but company-wide emails or physical notices about specific openings do.
External Job Postings Must Be Announced to Current Employees – If an employer posts a job externally that current employees can apply for, they must inform their employees within 14 days of the external posting.
Remote Positions Are Included – The new law applies to positions that are partially or fully performed in Illinois or those where an employee reports to a supervisor in Illinois. Non-Illinois employers must comply if they foresee the work being done in Illinois.
External Website Job Postings – If using a third party to post jobs, employers must provide the required pay scale and benefits information to that party, which must include it in the job listing.
Recordkeeping Requirements – Employers are mandated to maintain records documenting pay scale and benefits information for each position, as well as the corresponding job postings. This includes details about third-party engagements, publication methods, and the rationale for any changes in pay or benefits.
Fines and Penalties for Non-Compliance – The Illinois Department of Labor (IDOL) may investigate complaints regarding violations. If a violation is found and the job posting is active, the employer will receive a notice detailing the violation and potential penalties. If the posting is inactive, IDOL will still notify the employer of the violation.
This law is now in effect, so it is crucial for employers to familiarize themselves with these new requirements to ensure compliance and transparency in the hiring process.
“Vested” 401(k) Plans
In the spirit of transparency provided by the new law, one of the areas that employees should explore is how much will they be vested in their 401k. Being “vested” in a 401(k) plan refers to the amount of money that you own in your retirement account and can take with you when you leave your employer. Vesting determines how much of the employer’s contributions to your 401(k) you actually have a right to keep. Usually, it is predicated on your length of service with the company.
There are two types of contributions in a 401(k) plan:
- Employee Contributions: These are the amounts you choose to contribute to your 401(k) from your paycheck. You are always 100% vested in your own contributions, meaning you can take this money with you when you leave the company.
- Employer Contributions: These are the amounts that your employer contributes to your 401(k), often as a match to your contributions. Vesting schedules determine how much of these contributions you own based on your tenure with the company. Common vesting schedules include:
- Immediate Vesting: You own 100% of the contributions right away.
- Cliff Vesting: You become fully vested after a specific period (e.g., three years).
- Graded Vesting: You gradually earn ownership of the employer’s contributions over a set period (e.g., 20% per year over five years).
It is important to understand that if you leave your job before you are fully vested, you may lose some or all of the employer contributions, depending on the vesting schedule. Understanding your vesting status is important for planning your retirement and making informed decisions about your 401(k) account.
All our employees at Blue Bird Day, Merlin Day Academy, and Eyas Landing are immediately vested and own 100% of the employers’ contributions right away. Also, unlike other pediatric services that are paid for services rendered, our therapists receive a salary for a 40-hour work week.
Below is a job opening that we posted that is compliant with the new transparency law.
Full Job Description
Are you passionate about working in a collaborative team dedicated to a common mission? Join the Blue Bird Day team!
Salary $70,000 to $82,000 Fulltime
We are seeking a Physical Therapist who is enthusiastic about joining a multidisciplinary team of providers to deliver personalized treatment that addresses the unique needs and personalities of each child.
Day-to-Day Responsibilities of Our Physical Therapists:
- Manage a caseload that includes individual therapy sessions, small group sessions, and daily case management tasks.
- Complete daily therapy notes, data input and analysis, evaluations, care plans, and other necessary documentation.
- Engage in ongoing collaboration with the client’s team and family through weekly emails, phone calls, and in-person discussions.
- Build and sustain relationships with clients and families by providing education, home programs, and support as needed.
Key Focus Areas for Our Physical Therapists:
- Early motor development, including crawling, walking, jumping, and stair climbing.
- Orthotic assessment, intervention, and management.
- Posture control during feeding and other daily activities.
- Addressing pelvic floor and motor control issues related to toilet training.
- Collaboration and education with families and teams.
Comprehensive Benefits Offered:
- Competitive salary
- Fixed schedule from 8 AM to 4:30 PM
- Generous Paid Time Off (PTO) allowances
- Dedicated break weeks with incentives for time off
- Blue Cross Blue Shield PPO medical insurance
- Dental and vision insurance
- 401(k) plan with a substantial company match
- $25,000 life insurance policy
- On-site staff parking
- Continuing education reimbursement and professional development days
Physical Therapist Job Requirements:
- Doctorate in Physical Therapy or experience as a PTA with pediatric focus preferred
- Licensed Physical Therapist
- Experience with children or clients with special needs is a plus
To apply, text “JOBS” to 312-564-4647!
Blue Bird Day offers intensive therapy programs for children with autism, ADHD, and other developmental disorders. Our collaborative team provides a variety of therapies, including occupational, physical, speech, developmental, and ABA, to help clients achieve their unique goals. We have three locations across the Chicago area, with our Wheaton location featuring an exceptional outdoor area and on-site parking.
Our Supportive, Collaborative Culture Includes:
- Comprehensive onboarding to ensure your success
- Personalized mentorship tailored to your goals
- Regular department and staff meetings
- Celebrations for birthdays and anniversaries
- Work clothing stipend (Birdie Swag)
- Fundraising initiatives and holiday celebrations
- And MORE!
For more information, visit: Careers
This job advertisement aligns with the new transparency laws by clearly outlining the benefits and responsibilities associated with the Physical Therapist position and a link to the website. It provides comprehensive information about the compensation package, including salary details, benefits, and work expectations, ensuring that potential applicants have a clear understanding of what to expect.
By sharing this information, Blue Bird Day demonstrates its commitment to transparency and fairness in the hiring process, fostering an inclusive environment for all candidates.

Learn More About My Programs
Blue Bird Day is a rotational therapy program structured like a preschool or kindergarten, but instead of teachers all our staff are therapists! This program is designed to foster socialization, sensory regulation, and learning for children ages 2-7 and helps provide children the tools they need to succeed in a traditional classroom.
Eyas Landing is an outpatient therapy clinic that provides services for children ages 0-21. Our multidisciplinary team of therapists provide ABA, developmental, occupational, physical, speech, nutrition and feeding therapy along with early intervention, social work, counseling, and neuropsychological testing at our West Loop clinic, in-home, at school, and virtually.
Merlin Day Academy is a therapeutic day school for children ages 6-14. Our proprietary model utilizes daily therapeutic and educational rotations to support children’s growth, learning, and their transition into the least restrictive environment possible.