The Illinois Personnel Record Review Act (PRRA) will undergo significant changes effective January 1, 2025, expanding employee rights and imposing new obligations on employers. These amendments reflect a growing focus on workplace transparency and employee access to information.
Expanded Access Rights
Under the amended PRRA, employees gain broader access to their personnel records. Previously, employees could request reviews twice per year. Starting in 2025, employees can make reasonable requests to inspect their records up to four times annually. Employers must provide access within seven working days, reduced from the previous 14-day window.
The definition of “personnel records” has also been expanded to explicitly include electronic communications about an employee’s qualifications for employment, promotion, transfer, compensation, discharge, or discipline.
New Employer Obligations
Employers face enhanced record-keeping requirements. They must now maintain personnel records for a minimum of five years following an employee’s separation, extended from the previous three-year requirement. This includes preserving electronic communications that may impact employment decisions.
Organizations must also provide written notification to employees whenever disciplinary actions or performance evaluations are added to their personnel file. This notice must be given within 14 days of the addition and include a copy of the new document.
Expanded Disclosure Requirements
The amendments mandate broader disclosure of personnel records during litigation. Employers must now produce all personnel records relevant to employment-related claims or defenses, including internal communications and investigation records previously considered privileged under certain circumstances.
Enhanced Privacy Protections
While expanding access rights, the law strengthens privacy protections. Employers must implement reasonable security measures to protect electronic personnel records from unauthorized access. They must also maintain logs of all internal and external access to employee files.
Penalties and Enforcement
The amendments introduce stronger enforcement mechanisms:
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Increased civil penalties for violations, up to $2,500 per occurrence
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New provisions for compensatory damages
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Attorney fee recovery for successful plaintiffs
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Enhanced Illinois Department of Labor investigation powers
Practical Implications for Employers
To comply with these changes, employers should:
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Update personnel record policies and procedures
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Review and modify electronic communication retention practices
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Implement new notification systems for file additions
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Enhance security measures for electronic records
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Train HR staff on new requirements
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Review and update record retention schedules
Small Business Considerations
Organizations with fewer than 50 employees receive some flexibility in implementation timelines and may request hardship exemptions for certain electronic record-keeping requirements. However, core access and retention obligations still apply.
Conclusion
These amendments significantly expand the scope and requirements of the PRRA. Employers should begin preparing now to ensure compliance by January 1, 2025. Organizations should consult with legal counsel to review and update their policies and procedures, particularly regarding electronic communications and record retention practices.
The changes reflect a broader trend toward increased employee access to employment records and greater transparency in employment decisions. Employers who proactively adapt their practices will be better positioned to meet these new obligations while maintaining efficient operations.
If you have any questions regarding these changes, please contact Lance Ziebell at 847-705-7555 or email him at
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