Illinois Background Check Laws (2026 Guide)

Illinois has built one of the most protective frameworks in the nation when it comes to background check laws. Multiple overlapping statutes at the state and local level regulate how employers, landlords, and licensing agencies may access and use criminal history information. Whether you are an employer trying to stay compliant or an individual wondering what will show up on a background check, understanding these layered protections is essential.

This guide covers every major Illinois background check law in effect as of 2026, including the newly signed Clean Slate Act, the Job Opportunities for Qualified Applicants Act (Ban the Box), the Illinois Human Rights Act conviction record protections, and the federal Fair Credit Reporting Act as it applies in Illinois.

Ban the Box: The Job Opportunities for Qualified Applicants Act

The Job Opportunities for Qualified Applicants Act (820 ILCS 75), commonly known as the Ban the Box law, took effect on January 1, 2015. It fundamentally changed the timing of when employers can ask about criminal history during the hiring process.

Who the Law Covers

The law applies to employers with 15 or more employees during the current or preceding calendar year. This includes private employers, employment agencies, and labor organizations operating in Illinois.

What the Law Requires

Under Ban the Box, an employer or employment agency cannot inquire about, consider, or require disclosure of the criminal record or criminal history of a job applicant until one of two conditions is met:

• The applicant has been determined qualified for the position and notified that they have been selected for an interview, or
• If there is no interview process, a conditional offer of employment has been made to the applicant

This means employers cannot include criminal history questions on initial job applications. The familiar checkbox asking "Have you ever been convicted of a crime?" is prohibited at the application stage.

What the Law Does Not Do

The Ban the Box law does not prevent employers from conducting background checks entirely. It only changes the timing. Once an applicant reaches the interview stage or receives a conditional offer, the employer may inquire about and consider criminal history.

The law also does not apply to positions where a criminal background check is required by state or federal law, such as positions working with children, healthcare roles, or law enforcement.

Violations of the Ban the Box law can be reported to the Illinois Department of Labor, which investigates complaints and may impose civil penalties.

Illinois Human Rights Act: Conviction Record Protections

The Illinois Human Rights Act (775 ILCS 5) provides some of the strongest conviction record protections in the country. These protections were significantly expanded by the Employee Background Fairness Act (SB 1480), enacted as Public Act 101-656 and effective March 23, 2021.

Arrest Records Are Off Limits

Illinois law is clear on one point: employers cannot use arrest records that did not result in a conviction as a basis for employment decisions. Under 775 ILCS 5/2-103, it is a civil rights violation for an employer to refuse to hire, to segregate, or to take adverse action against an individual because of an arrest record.

This applies regardless of employer size. The prohibition on using arrest records is absolute and covers all stages of the employment relationship.

The Substantial Relationship Standard

When an employer does consider conviction records, the IHRA requires that the employer demonstrate one of two things:

1. There is a "substantial relationship" between the criminal conviction and the position sought or held, meaning the position creates an opportunity for the person to engage in the same or similar criminal conduct, or

2. The employment would involve an unreasonable risk to the property or safety of specific individuals or the general public

Employers cannot apply blanket policies that disqualify all applicants with any conviction. Each situation must be evaluated individually.

The Interactive Assessment Process

If an employer preliminarily decides that a conviction disqualifies someone from employment, the employer must follow a specific interactive assessment process outlined by the Illinois Department of Human Rights:

Step 1: Consider Mitigating Factors. Before making any preliminary decision, the employer must weigh six mitigating factors:

• The length of time since the conviction
• The number of convictions on the record
• The nature and severity of the conviction and its relationship to safety and security
• The facts or circumstances surrounding the conviction
• The age of the individual at the time of the conviction
• Any evidence of rehabilitation efforts

Step 2: Written Notice of Preliminary Decision. If the employer still decides to disqualify after considering these factors, they must provide written notice to the individual explaining the preliminary decision and the reasoning behind it.

Step 3: Opportunity to Respond. The individual then has at least five business days to respond. During this period, they may dispute the accuracy of the conviction record or present additional evidence of mitigation or rehabilitation.

Step 4: Final Decision with Notice. The employer must consider any evidence the individual provides before making a final decision. If the employer proceeds with the adverse action, they must provide a final written notice.

Penalties for Non-Compliance

An employer that takes action based on a conviction record without completing the interactive assessment process, or without providing proper notice at each stage, may be liable for a civil rights violation under the IHRA.

As of January 1, 2025, the statute of limitations for filing a charge of discrimination with the Illinois Department of Human Rights was extended from 300 days to two years. This gives individuals significantly more time to file a complaint if they believe they were discriminated against based on their conviction record.

The Clean Slate Act (2026)

On January 16, 2026, Governor Pritzker signed the Clean Slate Act (HB 1836) into law. This landmark legislation makes Illinois the 13th state to adopt automatic criminal record sealing, and it will directly affect what shows up on background checks in the state going forward.

Who Is Eligible

The law covers an estimated 1.74 million Illinois adults, approximately 79% of the 2.2 million Illinois residents who have a past arrest or conviction. Eligible records are limited to nonviolent criminal offenses.

What Records Are Excluded

The following categories of offenses are not eligible for automatic sealing under the Clean Slate Act:

• Murder and violent felonies
• Domestic battery
• Sex crimes and offenses requiring sex offender registration
• DUI and reckless driving
• Other serious offenses as defined in the statute

Waiting Periods

Automatic sealing does not happen immediately upon completion of a sentence. The Act establishes waiting periods:

• Misdemeanor convictions: Two years following completion of the sentence, provided no new charges during that period
• Felony convictions (eligible nonviolent): Three years following completion of the sentence, provided no new charges during that period

Implementation Timeline

The Clean Slate Act has a phased rollout:

• June 30, 2026: Several provisions take immediate effect, including:

  • A new two-year waiting period to seal misdemeanor and ordinance violation convictions, as well as supervision and qualified probation cases
  • Elimination of the drug test requirement for sealing felony drug convictions or sealing and expunging qualified probation cases
  • Elimination of the bar preventing the sealing of additional felony convictions

• January 1, 2029: Law enforcement agencies and circuit clerks must begin systematically sealing eligible criminal records on an automatic basis

Impact on Background Checks

Once a record is sealed under the Clean Slate Act, it will no longer appear on standard criminal background checks. Consumer reporting agencies and most employers will not have access to sealed records. However, sealed records may still be accessible to law enforcement agencies and certain government entities for specific purposes.

Economic Significance

The Clean Slate Initiative estimates that the law will return approximately $4.7 billion in lost wages back into the Illinois economy annually, as individuals with sealed records gain improved access to employment opportunities.

The 7-Year Lookback Rule and Federal FCRA

The federal Fair Credit Reporting Act (FCRA) establishes baseline rules for how consumer reporting agencies (CRAs) may report criminal history information. Illinois does not have its own state-level consumer reporting statute that shortens this window, so the federal rules apply directly.

What the 7-Year Rule Covers

Under the FCRA, consumer reporting agencies are prohibited from reporting certain types of adverse information that is more than seven years old. This includes:

• Arrest records that did not lead to conviction
• Civil judgments
• Tax liens
• Paid collections
• Other adverse non-conviction information

The seven-year clock begins on the date the adverse event occurred. For arrest records, this is the date the arrest took place or formal charges were filed.

What the 7-Year Rule Does Not Cover

Criminal convictions have no time limit under federal law. A CRA may report a conviction indefinitely, regardless of how old it is. The only exceptions are:

• If the conviction has been expunged or sealed under state law (in which case it should not appear at all)
• If the position pays less than $75,000 annually, some states impose additional restrictions (Illinois does not add state-level time limits beyond the federal FCRA, but arrest-only records remain restricted by the IHRA regardless)

The $75,000 Salary Exception

The FCRA provides an exception to the 7-year lookback for positions with an annual salary of $75,000 or more. For these higher-paying positions, CRAs may report non-conviction adverse information beyond seven years. This exception applies in Illinois.

Employer Obligations Under FCRA

When an Illinois employer uses a CRA to conduct a background check, the employer must:

1. Provide written disclosure to the applicant that a background check may be conducted, in a standalone document
2. Obtain written authorization from the applicant before the check is run
3. Follow pre-adverse action procedures if the employer intends to take adverse action based on the results, including providing a copy of the report and a summary of rights
4. Send final adverse action notice after allowing a reasonable period for the applicant to respond

These federal requirements exist alongside the Illinois-specific interactive assessment process, meaning employers must satisfy both sets of obligations.

Employer Background Checks in Illinois

Illinois employers face a multi-layered compliance framework that combines federal, state, and local requirements. Understanding the full picture is critical for avoiding legal exposure.

The Employee Credit Privacy Act

The Employee Credit Privacy Act (820 ILCS 70) restricts the use of credit history in employment decisions. Employers generally cannot use an applicant's or employee's credit history as a basis for employment, discharge, or compensation decisions unless the position falls into a specific exemption category, such as roles involving bonding, fiduciary duties, or access to significant financial assets.

Types of Background Checks Available

The Illinois State Police Bureau of Identification processes background checks for various purposes:

• Name and date of birth checks: The standard check that queries Illinois databases (LEADS, CHRI) and FBI national databases (NCIC, III, NICS)
• Fingerprint-based checks: More comprehensive checks that require submission through a licensed live scan vendor. These are typically required for licensing, employment in sensitive industries, and firearms permits
• Conviction-only checks: Under the Uniform Conviction Information Act (20 ILCS 2635), only conviction information is made available to the general public

Chicago and Cook County: Additional Local Protections

Illinois employers operating in Chicago or Cook County face additional local ordinances that go beyond state law.

Chicago Fair Chance Ordinance: Chicago's amended ban-the-box ordinance applies to all employers regardless of size and includes several notable provisions:

• Employers must conduct an individualized assessment before taking adverse action based on criminal history
• A pre-adverse action notice and final adverse action notice are required
• The ordinance uses the same "substantial relationship" and "unreasonable risk" standards as the state IHRA
• Employers must include specific language in adverse action notices

Cook County Fair Chance Ordinance: Cook County's ordinance, effective since July 29, 2015, applies to all employers in unincorporated Cook County and municipalities that have not opted out. It imposes requirements similar to both the state and Chicago rules.

When state, county, and city laws conflict, employers must follow whichever provision is most protective of the individual.

Housing and Tenant Screening

Tenant screening in Illinois is governed by a mix of state statute and local ordinance, and the two do very different things. State law addresses screening reports and the fees attached to them. The restrictions on how a landlord may use criminal history come from county and municipal ordinances, not from the state code.

Reusable Tenant Screening Reports

Illinois does not cap tenant application screening fees by statute. What state law does regulate is the reusable screening report. Under 765 ILCS 705/30, added by Public Act 103-840 (effective January 1, 2025) and amended by Public Act 104-417 (effective August 15, 2025), a landlord may not charge a prospective tenant an application screening fee, or a fee to access the report, when the applicant supplies a qualifying reusable tenant screening report.

To qualify, the report must meet four conditions:

• It was prepared within the previous 30 days by a consumer credit reporting agency at the prospective tenant's request and expense
• It is made directly available to the landlord, or through a third-party website that complies with the statute
• It is available to the landlord at no cost to access or use
• It includes all of the screening criteria the landlord consistently uses

The landlord may still require the applicant to confirm that no material change has occurred since the report was prepared.

The IHRA's Conviction Record Rules Do Not Extend to Housing

This point is worth stating plainly, because it is widely misreported. The conviction record protections described earlier in this guide come from 775 ILCS 5/2-103.1, which by its own opening words applies to "any employer, employment agency or labor organization" and sits in Article 2 of the Act, the employment article.

Article 3 of the IHRA, which governs real estate transactions, runs on the definition of "unlawful discrimination" in 775 ILCS 5/1-103. That definition lists race, color, religion, national origin, ancestry, age, sex, marital status, order of protection status, disability, military status, sexual orientation, pregnancy, reproductive health decisions, and unfavorable discharge from military service. Conviction record and arrest record do not appear on it.

The practical consequence: there is no statewide Illinois requirement that a landlord weigh mitigating factors or run an individualized assessment before denying an applicant over a conviction. Where that duty exists in Illinois, it comes from local law, principally the Cook County Just Housing Amendment described below. A renter outside Cook County should check the ordinances of their own municipality rather than assume a state-level protection applies.

Cook County Just Housing Amendment

The Just Housing Amendment is county law, not a City of Chicago enactment. The Cook County Board of Commissioners passed it on April 25, 2019 as Ordinance No. 19-2394, amending the Cook County Human Rights Ordinance. It took effect January 1, 2020, with enforcement beginning February 1, 2020, and it covers all of Cook County, which includes Chicago and suburban Cook County alike.

The amendment does not turn on a conditional offer of housing. It requires a three-step sequence:

1. Prequalification. The landlord must first evaluate the applicant against every non-criminal criterion it uses, such as income, credit, rental history and pet policy. No criminal background check is permitted at this stage.

2. Criminal background check. Only after the applicant prequalifies may the landlord obtain criminal history information.

3. Individualized assessment. Before denying the applicant, the landlord must assess the conviction individually, weighing factors such as the severity of the offense, the time that has passed, evidence of rehabilitation, and the applicant's tenancy history. The applicant then has five business days to dispute the accuracy or relevance of the record, and the landlord must issue a decision within three business days of receiving that response.

The amendment also limits the lookback window: convictions more than three years old generally cannot be considered, though current sex offender registry status is treated separately.

Professional and Occupational Licensing

The Illinois Department of Financial and Professional Regulation (IDFPR) oversees professional licensing background checks across numerous professions.

General Approach

Most criminal convictions do not automatically bar an individual from obtaining a professional license in Illinois. IDFPR evaluates each application individually, and applicants may receive a letter requesting additional information or an Intent to Deny if a conviction is discovered.

Specific Automatic Bars

A small number of professions have automatic bars for specific convictions:

• Massage therapists are automatically barred from licensure for any conviction of prostitution, rape, sexual misconduct, or if the applicant is a registered sex offender
• General: Applicants may be permanently denied licensure for a second felony conviction under the Illinois Controlled Substances Act or a second Class 1 felony conviction under certain sections of the Illinois Public Aid Code

Sealed and Expunged Records

Applicants are not required to disclose sealed or expunged convictions to IDFPR. Once a record is sealed or expunged, it effectively does not exist for licensing purposes.

Fingerprint Requirements

Many professions require fingerprint-based background checks through a licensed live scan vendor. The fingerprints are submitted electronically to the Illinois State Police, which processes them against state and federal databases.

Firearms Background Checks (FOID and CCL)

Illinois requires a Firearm Owner's Identification (FOID) card to legally possess or purchase firearms. The Illinois State Police conducts background checks on all FOID applicants.

FOID Background Check Process

The background check for a FOID card includes name and date of birth queries through:

• Illinois databases: LEADS, CHRI, Secretary of State records, and Department of Human Services records
• Federal databases: FBI NCIC, III, NICS, and DHS Immigration Alien Inquiry

Applicants may voluntarily submit fingerprints through a licensed live scan vendor to facilitate faster processing and automatic renewal eligibility.

Concealed Carry License (CCL)

The Illinois State Police also administers the Concealed Carry License program, which requires its own background check process. CCL applicants must have a valid FOID card and pass additional screening requirements, including fingerprint submission.

Expungement and Sealing Under Current Law

Even before the Clean Slate Act takes full effect in 2029, Illinois residents have options for clearing their records through the petition-based system governed by the Criminal Identification Act (20 ILCS 2630).

Expungement vs. Sealing

These two remedies are distinct:

• Expungement results in the physical destruction or return of records. An expunged record no longer exists in any government database.
• Sealing hides the record from public view but keeps it accessible to law enforcement and certain authorized entities.

Current Eligibility

The Office of the State Appellate Defender provides detailed information on eligibility:

• Arrests not leading to conviction are generally eligible for expungement after a waiting period
• Certain misdemeanor and felony convictions may be eligible for sealing
• Cannabis-related offenses have expanded eligibility, with eligible records created before January 1, 2000 subject to automatic expungement

Changes Coming June 30, 2026

When the first phase of the Clean Slate Act takes effect on June 30, 2026, several petition-based sealing rules will change:

• The waiting period to seal misdemeanor convictions, ordinance violations, and supervision or qualified probation cases will become two years
• The requirement to attach a negative drug test when petitioning to seal a felony drug conviction will be eliminated
• The bar preventing the sealing of subsequent felony convictions will be removed

These changes will make it easier for more people to petition for sealing even before automatic sealing begins in 2029.

Recent Legal Changes and Updates

Illinois has made several significant changes to its background check laws in recent years. Here are the most important developments:

2025 Changes

• Extended Statute of Limitations: Effective January 1, 2025, the time limit for filing a discrimination charge with the Illinois Department of Human Rights was extended from 300 days to two years for employment, public accommodations, education, and financial credit cases. Housing cases retained the one-year filing deadline.

2026 Changes

• Clean Slate Act Signed: Governor Pritzker signed HB 1836 on January 16, 2026, establishing automatic sealing of eligible nonviolent criminal records with full implementation by 2029.
• June 30, 2026 Provisions: Several Clean Slate Act provisions take effect, expanding sealing eligibility and reducing barriers to petition-based sealing.

Ongoing Compliance Considerations

Employers operating in Illinois should regularly review their background check policies and procedures. The combination of state, federal, and local requirements creates a complex compliance environment. Key best practices include:

• Removing criminal history questions from initial applications
• Training hiring managers on the interactive assessment process
• Documenting compliance with both FCRA and IHRA requirements at each stage
• Monitoring sealed and expunged record databases, as sealed records should not appear on compliant background checks
• Staying current with Chicago and Cook County ordinance updates

Sources and References

1. Job Opportunities for Qualified Applicants Act (Ban the Box) - Illinois Department of Labor
2. Illinois Human Rights Act (775 ILCS 5) - Illinois General Assembly
3. Conviction Record Protection FAQ - Illinois Department of Human Rights
4. Gov. Pritzker Signs Bipartisan Clean Slate Act - Office of the Governor
5. Criminal Identification Act (20 ILCS 2630) - Illinois General Assembly
6. Adult Expungement and Sealing Information - Office of the State Appellate Defender
7. Background Checks - Bureau of Identification - Illinois State Police
8. Fingerprint Based Background Checks - Illinois State Police
9. Employee Credit Privacy Act (820 ILCS 70) - Illinois General Assembly
10. Uniform Conviction Information Act (20 ILCS 2635) - Illinois General Assembly
11. Firearm Owner's Identification (FOID) - Illinois State Police
12. Concealed Carry License - Illinois State Police
13. IDFPR Professional Licensing - Illinois Department of Financial and Professional Regulation
14. IDHR Extends Statute of Limitations Period - Illinois Department of Human Rights
15. 775 ILCS 5/2-103 - Arrest Record Protections - Illinois General Assembly
16. 775 ILCS 5/2-103.1 - Conviction Record Protections - Illinois General Assembly
17. 775 ILCS 5/1-103 - Definitions - Illinois General Assembly
18. 765 ILCS 705/30 - Reusable Tenant Screening Report - Illinois General Assembly
19. Just Housing Amendment to the Human Rights Ordinance - Cook County, Illinois

Frequently Asked Questions

Can an employer in Illinois ask about criminal history on a job application?

No. Under the Job Opportunities for Qualified Applicants Act (Ban the Box), employers with 15 or more employees cannot ask about criminal history until the applicant has been selected for an interview or received a conditional offer of employment. Chicago's ordinance extends this protection to employers of all sizes.

What is the interactive assessment process required under the IHRA?

When an employer considers rejecting an applicant based on a conviction record, the employer must first evaluate six mitigating factors (including time since conviction, severity, and rehabilitation evidence). If the employer still plans to disqualify the applicant, the employer must provide written notice of the preliminary decision, give the applicant at least five business days to respond with additional evidence, and then issue a written final decision.

Will the Clean Slate Act automatically clear my criminal record?

The Clean Slate Act provides for automatic sealing (not expungement) of eligible nonviolent criminal records. Automatic sealing will begin on January 1, 2029. Misdemeanor convictions become eligible after a two-year waiting period, and eligible felonies after three years, provided no new charges during the waiting period. Violent crimes, sex offenses, DUI, and domestic battery are excluded.

How far back can a background check go in Illinois?

Under the federal FCRA, non-conviction records (such as arrests that did not lead to conviction) cannot be reported beyond seven years. Criminal convictions have no federal time limit and may be reported indefinitely unless the record has been sealed or expunged under Illinois law. For positions paying $75,000 or more per year, the seven-year restriction on non-conviction records does not apply.

Can a landlord in Illinois deny housing based on a criminal record?

It depends on where the property is. Illinois has no statewide law extending the Human Rights Act's conviction record protections to housing: 775 ILCS 5/2-103.1 applies to employers, employment agencies and labor organizations, and the Act's definition of unlawful discrimination does not list conviction or arrest record. In Cook County, which includes Chicago, the Just Housing Amendment requires the landlord to prequalify the applicant on non-criminal criteria before running any criminal check, then complete an individualized assessment with a five-business-day dispute window, and it generally bars consideration of convictions more than three years old. Illinois does not cap tenant screening fees by statute, but under 765 ILCS 705/30 a landlord may not charge an application screening fee or report-access fee when the applicant supplies a qualifying reusable screening report prepared within the previous 30 days.