SenMEA

SPRINGFIELD – In Illinois, 42% of women and 26% of men will face violence from an intimate partner. To ensure survivors are not further burdened at work, State Senator Mary Edly-Allen championed a new law to protect employees using workplace resources for documentation purposes.

“Survivors of domestic violence should not have to worry about workplace retaliation,” said Edly-Allen (D-Libertyville). “Survivors should not be penalized for protecting themselves. This law can — and will — save lives.”

Edly-Allen’s law allows employees to use work devices to document or communicate about violence affecting them or their family, and to be given access to related files if needed for legal action. Employers must post a notice about this right.

The law is a direct response to a New York case where a state worker used her work device to document domestic violence committed by her husband, and was then disciplined by her employer when she came forward. She was later murdered by her husband.

The law ensures that workers who use a business-owned device, such as a computer, tablet or cellphone — to record or preserve evidence related to domestic violence, sexual violence, or stalking are protected under the Victims' Economic Security and Safety Act (VESSA) and may not be disciplined or retaliated against for that use.

Under this new law, employers and employees are entitled to the following:

For employees:

  • Clarified Protections: Employees may use an employer-provided device to record or preserve evidence related to violence covered under VESSA and employers are required to grant the employee access to any photographs, recordings, or other digital documentation of violence on that device.
  • Anti-Retaliation Safeguards: Employers may not retaliate against employees for exercising their rights under VESSA.
  • Continued Leave and Accommodation Rights: The amendment does not change existing rights to VESSA leave or reasonable workplace accommodations for covered employees who are victims of a crime of violence, including domestic violence, sexual violence, or gender violence.

For employers:

  • Policy Review: Employers should review their workplace technology and VESSA policies to ensure that they are consistent and reflect the updated law.
  • Compliance Obligations: Employers must ensure that supervisors and HR staff understand employee protections related to device use during VESSA-covered incidents.

House Bill 1278 took effect on Jan. 1, 2026.