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(820 ILCS 40/0.01) (from Ch. 48, par. 2000)

Sec. 0.01. Short title. This Act may be cited as the Personnel Record Review Act.

(Source: P.A. 86-1324.)

(820 ILCS 40/1) (from Ch. 48, par. 2001)

(Text of Section before amendment by P.A. 104-158)

Sec. 1. Definitions. As used in this Act:

(a) "Employee" means a person currently employed or subject to recall after layoff or leave of absence with a right to return at a position with an employer or a former employee who has terminated service within the preceding year.

(b) "Employer" means an individual, corporation, partnership, labor organization, unincorporated association, the State, an agency or a political subdivision of the State, or any other legal, business, or commercial entity which has 5 employees or more than 5 employees exclusive of the employer's parent, spouse or child or other members of his immediate family and includes an agent of the employer.

(Source: P.A. 83-1339.)

(Text of Section after amendment by P.A. 104-158)

Sec. 1. Definitions. As used in this Act:

(a) "Employee" means a person currently employed or subject to recall after layoff or leave of absence with a right to return at a position with an employer or a former employee who has terminated service within the preceding year.

(b) "Employer" means an individual, corporation, partnership, labor organization, unincorporated association, the State, an agency or a political subdivision of the State, or any other legal, business, or commercial entity which has 5 employees or more than 5 employees exclusive of the employer's parent, spouse or child or other members of his immediate family and includes an agent of the employer.

(c) "Law enforcement agency" means any entity with statutory police powers and the ability to employ individuals authorized to make arrests.

(d) "Law enforcement personnel file" means all records related to a law enforcement officer's performance, discipline, training, employment history, and any investigation of the law enforcement officer for the duration of the law enforcement officer's employment with the law enforcement agency, including, but not limited to, background investigation materials collected in connection with making a final offer of employment, duty-related physical and psychological fitness-for-duty examinations, work performance records, criminal, civil, or administrative investigations of conduct, arrests, convictions, findings of guilt, pleas of guilty, or pleas of nolo contendere.

(Source: P.A. 104-158, eff. 1-1-26.)

(820 ILCS 40/2) (from Ch. 48, par. 2002)

Sec. 2. Open records.

(a) Upon request in writing to their employer, every employee has a right under this Act to inspect, copy, and receive copies of the following documents:

(1) any personnel documents which are, have been or

are intended to be used in determining that employee's qualifications for employment, promotion, transfer, compensation, benefits, discharge, or other disciplinary action, except as provided in Section 10;

(2) any employment-related contracts or agreements

that the employer maintains are legally binding on the employee;

(3) any employee handbooks that the employer made

available to the employee or that the employee acknowledged receiving; and

(4) any written employer policies or procedures that

the employer contends the employee was subject to and that concern qualifications for employment, promotion, transfer, compensation, benefits, discharge, or other disciplinary action.

The inspection right encompasses personnel documents in the possession of a person, corporation, partnership, or other association having a contractual agreement with the employer to keep or supply a personnel record. An employee does not have a right under this Act to the documents categorized in Section 10.

(b) The employer, upon an employee's written request, shall grant at least 2 requests in a calendar year to inspect, copy, and receive copies of records to which that employee has a right under this Act. Requests shall be:

(1) made at reasonable intervals, unless otherwise

provided in a collective bargaining agreement; and

(2) made to a person responsible for maintaining the

employer's personnel records, including the employer's human resources department, payroll department, the employee's supervisor or department manager, or to an individual as provided in the employer's written policy.

(c) A written request shall:

(1) identify what personnel records the employee is

requesting or if the employee is requesting all of the records allowed to be requested under this Section;

(2) specify if the employee is requesting to inspect,

copy, or receive copies of the records;

(3) specify whether records be provided in hardcopy

or in a reasonable and commercially available electronic format;

(4) specify whether inspection, copying, or receipt

of copies will be performed by that employee's representative, including family members, lawyers, union stewards, other union officials, or translators; and

(5) if the records being requested include medical

information and medical records, include a signed waiver to release medical information and medical records to that employee's specific representative.

(d) The employer shall comply with the employee's request within 7 working days after the receipt of the request, or, if the employer can reasonably show that such deadline cannot be met, the employer shall have an additional 7 calendar days to comply. If an employer does not maintain records in one or more of the categories requested, the employer may respond in writing notifying the employee that the employer does not maintain records in the category, but must still permit inspection, copying, and receipt of copies as required by subsection (b) of any other category requested as to which the employer does maintain records. If the records are maintained in a manner and fashion that is already accessible by the employee, the employer may instead provide the employee with instructions on how to access that information. Any in-person inspection shall take place at a location reasonably near the employee's place of employment and during normal working hours. The employer may allow the inspection to take place at a time other than working hours or at a place other than where the records are maintained if that time or place would be more convenient for the employee. Nothing in this Act shall be construed as a requirement that an employee be permitted to remove any part of such personnel records or any part of such records from the place on the employer's premises where it is made available for inspection. Each employer shall retain the right to protect his records from loss, damage, or alteration to ensure the integrity of the records. The employer shall, upon the employee's written request, email or mail a copy of the requested record to the employee by the email address or mailing address identified by the employee for the purpose of receiving the copy of requested record. An employer may charge a fee for providing a copy of the requested record. The fee shall be limited to the actual cost of duplicating the requested record and may not include the imputed costs of time spent duplicating the information, the purchase or rental of copying machines, the purchase or rental of computer equipment, the purchase, rental, or licensing of software, or any other similar expenses.

(e) As used in this Section, "written request" includes any electronic communications, such as email or text messages.

(Source: P.A. 103-201, eff. 1-1-24; 103-727, eff. 1-1-25.)

(820 ILCS 40/3) (from Ch. 48, par. 2003)

Sec. 3. (Repealed).

(Source: P.A. 83-1104. Repealed by P.A. 103-201, eff. 1-1-24.)

(820 ILCS 40/4) (from Ch. 48, par. 2004)

Sec. 4. Personnel record information which was not included in the personnel record but should have been as required by this Act shall not be used by an employer in a judicial or quasi-judicial proceeding. However, personnel record information which, in the opinion of the judge in a judicial proceeding or the hearing officer in a quasi-judicial proceeding, was not intentionally excluded from the personnel record may be used by the employer in the proceeding if the employee agrees or has been given a reasonable time to review the information. Material which should have been included in the personnel record shall be used at the request of the employee.

(Source: P.A. 83-1104.)

(820 ILCS 40/5) (from Ch. 48, par. 2005)

Sec. 5. Personnel Record Inspection by Representative. An employee who is involved in a current grievance against the employer may designate in writing a representative of the employee's union or collective bargaining unit or other representative to inspect the employee's personnel record which may have a bearing on the resolution of the grievance, except as provided in Section 10. The employer shall allow such a designated representative to inspect that employee's personnel record in the same manner as provided under Section 2.

(Source: P.A. 83-1362.)

(820 ILCS 40/6) (from Ch. 48, par. 2006)

Sec. 6. Personnel Record Correction. If the employee disagrees with any information contained in the personnel record, a removal or correction of that information may be mutually agreed upon by the employer and the employee. If an agreement cannot be reached, the employee may submit a written statement explaining the employee's position. The employer shall attach the employee's statement to the disputed portion of the personnel record. The employee's statement shall be included whenever that disputed portion of the personnel record is released to a third party as long as the disputed record is a part of the file. The inclusion of any written statement attached in the record without further comment or action by the employer, shall not imply or create any presumption of employer agreement with its contents. If either the employer or the employee knowingly places in the personnel record information which is false, the employer or employee, whichever is appropriate, shall have remedy through legal action to have that information expunged.

(Source: P.A. 83-1104.)

(820 ILCS 40/7) (from Ch. 48, par. 2007)

Sec. 7. Disclosure of disciplinary actions.

(1) An employer or former employer shall not divulge a disciplinary report, letter of reprimand, or other disciplinary action to a third party, to a party who is not a part of the employer's organization, or to a party who is not a part of a labor organization representing the employee, without written notice as provided in this Section.

(2) The written notice to the employee shall be by first-class mail to the employee's last known address and shall be mailed on or before the day the information is divulged.

(3) This Section shall not apply if:

(a) the employee has specifically waived written

notice as part of a written, signed employment application with another employer;

(b) the disclosure is ordered to a party in a legal

action or arbitration; or

(c) information is requested by a government agency

as a result of a claim or complaint by an employee, or as a result of a criminal investigation by such agency.

(4) An employer who receives a request for records of a disciplinary report, letter of reprimand, or other disciplinary action in relation to an employee under the Freedom of Information Act may provide notification to the employee in written form as described in subsection (2) or through electronic mail, if available.

(5) An individual may file a complaint or commence an action alleging a violation of this Section, as provided in Section 12, within 3 years after the date of the disclosure of the report, letter, or other disciplinary action. Nothing in this subsection shall be construed to invalidate, diminish, or otherwise interfere with any collective bargaining agreement nor to invalidate, diminish, or otherwise interfere with any party's power to collectively bargain such an agreement.

(Source: P.A. 102-562, eff. 1-1-22.)

(820 ILCS 40/8) (from Ch. 48, par. 2008)

(Text of Section before amendment by P.A. 104-158)

Sec. 8. An employer shall review a personnel record before releasing information to a third party and, except when the release is ordered to a party in a legal action or arbitration, delete disciplinary reports, letters of reprimand, or other records of disciplinary action which are more than 4 years old. This Section does not apply to a school district or an authorized employee or agent of a school district who is sharing information related to an incident or an attempted incident of sexual abuse, severe physical abuse, or sexual misconduct as defined in subsection (c) of Section 22-85.5 of this Code.

(Source: P.A. 101-531, eff. 8-23-19; 102-702, eff. 7-1-23.)

(Text of Section after amendment by P.A. 104-158)

Sec. 8. An employer shall review a personnel record before releasing information to a third party and, except when the release is required under Section 8.5 or ordered to a party in a legal action or arbitration, delete disciplinary reports, letters of reprimand, or other records of disciplinary action which are more than 4 years old. This Section does not apply to a school district or an authorized employee or agent of a school district who is sharing information related to an incident or an attempted incident of sexual abuse, severe physical abuse, or sexual misconduct as defined in subsection (c) of Section 22-85.5 of this Code.

(Source: P.A. 104-158, eff. 1-1-26.)

(820 ILCS 40/8.5)

(This Section may contain text from a Public Act with a delayed effective date)

Sec. 8.5. Release of law enforcement personnel files.

(a) A law enforcement agency shall release a complete law enforcement personnel file upon receipt of a written request from a law enforcement agency for the purpose of making an employment determination by the law enforcement agency or a hiring board, such as the Illinois State Police Merit Board or an equivalent board. A written request made under this subsection shall be on the law enforcement agency's official letterhead, signed by the agency head or the agency head's designee, and shall include a written release or waiver for the personnel file and records signed by the law enforcement applicant applying for employment with the law enforcement agency.

Except for a social security number, individual taxpayer identification number, driver's license and state identification card number, financial account number, and debit and credit card number, the law enforcement applicant's personnel file shall be produced without any redaction. Any provision in a nondisclosure, separation, or settlement agreement that prohibits the production of a law enforcement personnel file is null and void. If a record has been sealed or otherwise protected by a court order, the producing law enforcement agency shall notify the requesting law enforcement agency and the requesting law enforcement agency may seek appropriate relief from the court that entered the sealing or nondisclosure order.

(b) If a request is made for release of a law enforcement personnel file that satisfies the requirements described in subsection (a), the producing law enforcement agency shall release a copy of the law enforcement personnel file to the requesting law enforcement agency no later than 14 days after receipt of the request. If additional time is required for production of the law enforcement personnel file, the producing law enforcement agency may inform the requesting law enforcement agency that an extension of up to 14 days is required.

Upon producing a law enforcement personnel file, the producing law enforcement agency shall execute and provide a signed verification form that indicates all responsive records have been provided and that no known records have been intentionally withheld. The producing law enforcement agency shall also certify in writing that it is not aware of any other credible, verifiable, relevant, and material information regarding the applicant that would reflect negatively on the applicant's fitness for employment as an officer and that is not contained in the law enforcement personnel file.

(c) The provisions of this Section do not apply to the extent that they are inconsistent with provisions otherwise agreed to in collective bargaining agreements in effect on the effective date of this amendatory Act of the 104th General Assembly. A collective bargaining agreement that conflicts with this Section may not be entered into, modified, or extended on or after the effective date of this amendatory Act of the 104th General Assembly.

(d) A law enforcement agency and a law enforcement agency's agents and employees are immune from suit and liability for producing, disclosing, or releasing a law enforcement applicant's personnel file in accordance with this Section.

(Source: P.A. 104-158, eff. 1-1-26.)

(820 ILCS 40/9) (from Ch. 48, par. 2009)

Sec. 9. An employer shall not gather or keep a record of an employee's associations, political activities, publications, communications or nonemployment activities, unless the employee submits the information in writing or gives the employer express, written consent when the employer keeps or gathers the information. This prohibition shall not apply to (i) activities or associations with individuals or groups involved in the physical, sexual, or other exploitation of a minor or (ii) the activities that occur on the employer's premises or during the employee's working hours with that employer which interfere with the performance of the employee's duties or the duties of other employees or activities, regardless of when and where occurring, which constitute criminal conduct or may reasonably be expected to harm the employer's property, operations or business, or could by the employee's action cause the employer financial liability. A record which is kept by the employer as permitted under this Section shall be part of the personnel record.

(Source: P.A. 103-727, eff. 1-1-25.)

(820 ILCS 40/10) (from Ch. 48, par. 2010)

Sec. 10. Exceptions. The right of the employee or the employee's designated representative to inspect his or her personnel records does not apply to:

(a) Letters of reference for that employee or external peer review documents for academic employees of institutions of higher education.

(b) Any portion of a test document, except that the employee may see a cumulative total test score for either a section of or the entire test document.

(c) Materials relating to the employer's staff planning, such as matters relating to the business' development, expansion, closing or operational goals, where the materials relate to or affect more than one employee, provided, however, that this exception does not apply if such materials are, have been or are intended to be used by the employer in determining an individual employee's qualifications for employment, promotion, transfer, compensation, or benefits, or in determining an individual employee's discharge or discipline.

(d) Information of a personal nature about a person other than the employee if disclosure of the information would constitute a clearly unwarranted invasion of the other person's privacy.

(e) An employer who does not maintain any personnel records.

(f) Records relevant to any other pending claim between the employer and employee which may be discovered in a judicial proceeding.

(g) Investigatory or security records maintained by an employer to investigate criminal conduct by an employee or other activity by the employee which could reasonably be expected to harm the employer's property, operations, or business or could by the employee's activity cause the employer financial liability, unless and until the employer takes adverse personnel action based on information in such records.

(h) An employer's trade secrets, client lists, sales projections, and financial data.

(Source: P.A. 103-727, eff. 1-1-25.)

(820 ILCS 40/11) (from Ch. 48, par. 2011)

Sec. 11. This Act shall not be construed to diminish a right of access to records already otherwise provided by law, provided that disclosure of performance evaluations under the Freedom of Information Act shall be prohibited.

(Source: P.A. 96-1483, eff. 12-1-10.)

(820 ILCS 40/12) (from Ch. 48, par. 2012)

Sec. 12. Administration and enforcement of the Act.

(a) The Director of Labor or his authorized representative shall administer and enforce the provisions of this Act. The Director of Labor may issue rules and regulations necessary to administer and enforce the provisions of this Act.

(b) If an employee alleges that he or she has been denied his or her rights under this Act, he or she may file a complaint with the Department of Labor. The Department shall investigate the complaint and shall have authority to request the issuance of a search warrant or subpoena to inspect the files of the employer, if necessary. The Department shall attempt to resolve the complaint by conference, conciliation, or persuasion. If the complaint is not so resolved and the Department finds the employer has violated the Act, the Department may commence an action in the circuit court to enforce the provisions of this Act including an action to compel compliance. The circuit court for the county in which the complainant resides, in which the complainant is employed, or in which the personnel record is maintained shall have jurisdiction in such actions.

(c) If an employer is alleged to have violated this Act and the Department has failed to resolve the complaint within 180 calendar days after the complaint is filed with the Department, or the Department certifies in writing that it is unlikely to be able to resolve the complaint within that 180 calendar days, an employee may commence an action in the circuit court to enforce the provisions of this Act, including actions to compel compliance. The circuit court for the county in which the complainant resides, in which the complainant is employed, or in which the personnel record is maintained shall have jurisdiction in such actions.

(d) Failure to comply with an order of the court may be punished as contempt. In addition, the court shall award an employee prevailing in an action pursuant to this Act the following damages:

(1) Actual damages plus costs.

(2) For a willful and knowing violation of this Act,

$200 plus costs, reasonable attorney's fees, and actual damages.

(e) Any employer or his agent who violates the provisions of this Act is guilty of a petty offense.

(f) Any employer or his agent, or the officer or agent of any private employer, who discharges or in any other manner discriminates against any employee because that employee has made a complaint to his employer, or to the Director or his authorized representative, or because that employee has caused to be instituted or is about to cause to be instituted any proceeding under or related to this Act, or because that employee has testified or is about to testify in an investigation or proceeding under this Act, is guilty of a petty offense.

(Source: P.A. 103-727, eff. 1-1-25.)

(820 ILCS 40/13) (from Ch. 48, par. 2013)

Sec. 13. An employer shall not gather or keep a record identifying an employee as the subject of an investigation by the Department of Children and Family Services if the investigation by the Department of Children and Family Services resulted in an unfounded report as specified in the Abused and Neglected Child Reporting Act.

An employee upon receiving written notification from the Department of Children and Family Services that an investigation has resulted in an unfounded report shall take the written notification to his or her employer and have any record of the investigation expunged from his or her employee record.

(Source: P.A. 87-400.)