The leave law landscape continues to evolve. This update covers new amendments to the Illinois Employee Blood and Organ Donation Leave Act, made by House Bill 1616, highlighting what’s changing, when it takes effect, and what employers should do now to stay compliant.
What’s Changing Effective January 1, 2026
Expansion of Paid Organ Donation Leave to Part-Time Employees
- Illinois law requires employers with 51+ employees to provide full-time employees up to 10 days of paid leave in any 12-month period for organ donation, and up to one hour of paid leave every 56 days for blood donation. Part-time employees were not covered for organ donation leave.
- Amendments, effective January 1, 2026, include:
- Coverage Expansion: Part-time employees are now eligible for up to 10 days of paid organ donation leave in any 12-month period.
- Compensation Calculation: Employers must calculate pay for part-time employees using the daily average pay received during the previous two months of employment.
- Approval Requirement: Both full-time and part-time employees must obtain employer approval before taking organ donation leave.
- Blood Donation Leave: Paid blood donor leave remains available only to full-time employees.
Employer Action Steps:
- Review and revise leave policies and employee handbooks to reflect expanded coverage, new pay calculation methods for part-time employees, and leave request/approval procedures.
- Train HR, payroll, and supervisory staff on the amended law’s provisions and paid leave calculation requirements.
Clearly communicate updated policies and procedures to all employees to ensure awareness and compliance.
How Alight Supports Employers
Alight Leave Solutions will update its leave administration services to reflect these recent legislative changes. This includes updates on paid and unpaid family and medical leave offerings, ensuring compliance with state-specific requirements, as well as training our internal teams on the changes.
Disclaimer
This article is for informational purposes only and does not constitute legal advice. Employers should consult legal counsel for guidance specific to their organization.
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