HB3773 Compliance Docs
Generated in Minutes
Under 775 ILCS 5/2-102(L)(opens in new tab), Illinois employers using AI in employment decisions must provide notice to employees. Under proposed IDHR rules, notice would also reach job applicants. Non-compliance opens you to IDHR enforcement and private lawsuits. Generate your compliance documents now — for a fraction of legal fees.
What happens if you don't comply?
775 ILCS 5/2-102(L)(opens in new tab) is not a suggestion. It's law, effective January 1, 2026, with real enforcement teeth.
Private Lawsuits
Any employee can file a charge with IDHR (775 ILCS 5/7A-102(opens in new tab)) or pursue a civil action (775 ILCS 5/8A-104(opens in new tab)). Your company pays actual damages and the plaintiff's attorney fees.
IDHR Enforcement
The Illinois Department of Human Rights can investigate and issue civil penalties of $16,000 (first violation), $42,500 (second within 5 years), or $70,000 (two or more within 7 years) per violation under IHRA civil penalty authority (SB 2487, eff. 1-1-26) — creating ongoing regulatory exposure.
Legal Fees to Fix It Later
Reacting to a complaint costs $5,000–$25,000 in legal fees — minimum. Having the right documents in place today costs $299.
How It Works
Three steps from zero to fully documented.
Fill the Questionnaire
Answer six short sections about your company and the AI tools you use in hiring. Takes about 10 minutes. No legal knowledge required.
Pay $299
One-time purchase, no subscription. Secure checkout via Stripe. Your answers are used to generate customized documents, not stored or shared.
Download 5 PDFs
Your complete compliance package downloads instantly. Post, distribute, and file. You're done.
What You Get
Six documents, customized with your company's information. Addressing notice requirements under 775 ILCS 5/2-102(L)(opens in new tab) and proposed IDHR Subpart J rules.
Employee & Applicant Notification
Required notice with all 7 proposed IDHR Subpart J elements — AI system names, decisions influenced, data used, and accommodation rights.
AI System Inventory
Formal record of every AI tool — vendor names, descriptions, decision categories, and data processed. Supports 4-year recordkeeping.
Impact Assessment Framework
Evaluate how each AI system affects employees by protected class. Follows EEOC Uniform Guidelines and industry best practices.
Human Oversight Protocol
Documents your human review process — who oversees AI decisions, accommodation handling, and escalation procedures.
Compliance Checklist
Signed checklist covering posting locations, distribution timelines, and annual review obligations — your paper trail.
Accommodation Request Form
Ready-to-use form for employees to request reasonable accommodation when AI creates a barrier related to disability or protected status.
Complete Compliance Package
$299
One-time purchase. Instant digital delivery. All sales final.
Get Started NowThe 7 Proposed Notice Elements
775 ILCS 5/2-102(L)(2)(opens in new tab) requires employers to provide notice when using AI in employment decisions. IDHR's proposed Subpart J rules (56 Ill. Adm. Code Part 2520, pending formal adoption) propose what the notice would be required to contain once finalized. Our documents address every element below, customized with your company's details.
- 1 AI product name, developer (if applicable), and vendor (if applicable) — for each system used in employment decisions
- 2 Employment decisions the AI influences or facilitates (hiring, screening, discipline, etc.)
- 3 Purpose and data categories — what personal or employee data the AI processes
- 4 Job positions where AI is used in evaluation or decision-making
- 5 Contact person — name, title, and contact details for AI-related questions
- 6 Accommodation rights — right to request reasonable accommodation with instructions for how to do so
- 7 Statutory language from 775 ILCS 5/2-102(L) — the prohibition on AI that has discriminatory effect and the prohibition on using zip codes as proxies for protected classes
Per proposed IDHR Subpart J rules (not yet finalized): Notice would be required to be in plain language. Posted in: handbooks, workplace boards, company intranet, and all job postings. Would need to be available in languages used by the workforce. Would need to be accessible to employees with disabilities. All records retained for 4 years per proposed rules (subject to change upon final rule adoption).
Statutory authority: 775 ILCS 5/2-102(L)(opens in new tab) (P.A. 103-804, eff. 1-1-26). Notice requirements: IDHR proposed Subpart J rules (56 Ill. Adm. Code Part 2520, pending formal adoption). Verify current regulatory status before relying on these templates.
Who Must Comply
Per 775 ILCS 5/2-102(L)(1)(opens in new tab), any employer using AI in:
- Recruitment, hiring, or promotion
- Renewal of employment or selection for training/apprenticeship
- Discharge, discipline, or tenure decisions
- Terms, privileges, or conditions of employment
- Includes employers using third-party AI vendor tools
Consequences of Non-Compliance
- IDHR charge filing under 775 ILCS 5/7A-102 (opens in new tab)
- Civil action with actual damages and attorney fees under 775 ILCS 5/8A-104 (opens in new tab)
- IDHR civil penalties of $16,000 (first), $42,500 (second within 5 years), or $70,000 (two+ within 7 years) per violation (SB 2487, eff. 1-1-26)
- IDHR investigation and ongoing enforcement action
Simple, Transparent Pricing
No subscriptions. No hidden fees. Pay once, download immediately.
Illinois HB3773 Complete Package
Five customized compliance documents — addressing 775 ILCS 5/2-102(L)(opens in new tab) requirements
$299
One-time purchase. Instant download.
- Employee & applicant AI notification template (all 7 proposed IDHR notice elements)
- AI system inventory document
- Impact assessment framework
- Human oversight protocol document
- Compliance posting checklist
- Instant digital download
Secure payment via Stripe. vs. $5,000–$25,000 at a law firm.
Frequently Asked Questions
Everything you need to know before getting started.
What is Illinois HB3773 and who needs to comply?
Is this legal advice?
How are the documents generated?
What if the law changes?
Do I need this if I already have outside counsel?
Are all sales final?
How much do lawyers charge for HB3773 documentation?
Generate Your Compliance Documents
Answer questions about your company and AI systems. We generate your required documentation instantly.
Select Your Regulation
Company Information
Your legal business name — the name that will appear on all compliance documents. Use whatever name your employees know you by.
The state where your company is legally registered. This helps tailor the documents to your jurisdiction.
A rough estimate is fine. This helps determine the scope of your compliance obligations.
Your main business sector. This helps customize the language in your compliance documents for your industry.
AI Systems in Use
What counts as an “AI system”? Any software that uses artificial intelligence, machine learning, or automated decision-making in your hiring or employment process. Common examples: resume screening tools (like HireVue, Pymetrics), automated scheduling software, performance review platforms with AI features, or chatbots that interact with job applicants.
If you're not sure whether a tool counts — include it. It's better to disclose more than less.
List each AI tool or system used in employment decisions. We'll generate documentation for each one.
The name of the software or tool. Examples: HireVue, Workday AI, Pymetrics, ChatGPT, or your company's custom-built screening tool.
The company that makes or sells this tool. If your own team built it, type "Internal" or your company name.
In plain English, describe what the tool does. Example: "Screens incoming resumes and ranks candidates by relevance" or "Analyzes employee performance data and flags underperformers."
Do you use more than one AI tool? Many companies use multiple AI systems — one for resume screening, another for interview scheduling, another for performance reviews. Each tool needs to be listed separately in your compliance documents. If you only use one AI tool, you can skip this button.
Data & Protected Characteristics
What data do your AI systems process? This determines your notification and impact assessment requirements.
Not required by law. Illinois HB3773 does not mandate a bias audit. However, if your company ever faces a discrimination claim, having conducted one is strong evidence of good faith.
What is it? An independent statistician examines whether your AI tool produces different outcomes for different demographic groups (race, gender, age) using the federal "four-fifths rule." Think of it like a home inspection for your AI — they test the system and tell you where the risk is.
Most companies haven't done one. Formal audits cost $5,000–$50,000 from specialized firms. Just select what fits your situation — your documents will reflect it accurately either way.
Human Oversight & Decision Process
This section captures how your company uses AI outputs and who oversees the process. Illinois law requires that AI not have a discriminatory effect — having strong human oversight is a key safeguard.
How much does the AI tool control the final decision? If a human always reviews the AI's recommendation before acting on it, select "Advisory" or "Primary factor, with human review." If the AI automatically filters candidates without anyone checking, select "Screening."
The job title of the person responsible for reviewing AI recommendations. Examples: "HR Director," "Head of Talent Acquisition," "VP of People Operations." This person will be named in your compliance documents.
Can an employee ask for a real person to review a decision that was influenced by AI? If you're not sure, select "Developing" — your compliance documents will include a framework for setting this up.
How frequently does someone check whether the AI tool is producing fair results? If you haven't started reviewing yet, select "Not currently reviewed" — your compliance documents will include a recommendation for how often to review.
Contact Information for Documents
This person will be listed on your compliance documents as the contact for AI-related questions. Choose someone who can answer employee questions about your company's AI use — typically an HR leader or compliance officer.
This information will appear on your compliance documents as specified by proposed IDHR Subpart J notice element 5.
The person employees should contact with questions about AI in the workplace.
Their job title. Examples: "HR Director," "Chief Compliance Officer," "VP of People."
A monitored email address where employees can send AI-related questions or accommodation requests.
Optional, but recommended. Employees may prefer to call with sensitive questions.
Review & Generate Documents
You will receive (6 PDF documents):
- Employee/Applicant AI Notification Template (customized)
- AI System Inventory Document
- Impact Assessment Framework
- Human Oversight Protocol Document
- Accommodation Request Form
- Compliance Checklist
Step 1: Review the Law Before You Purchase
These templates are based on Illinois statute 775 ILCS 5/2-102(L). You must review the actual law text before purchasing. The checkout button is locked until you do.
Read 775 ILCS 5/2-102 on ilga.gov (opens in new tab)Link opened — review the statute, then check the box below
$299
One-time purchase. Instant download. No subscription.
Secure payment via Stripe. All sales final — instant digital delivery.
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