What steps do I need to take in order to comply with Illinois employment laws when hiring new employees for my small business?

In order to comply with Illinois employment laws when hiring new employees for your small business, there are several steps you should take:

1. Understand Illinois employment laws: The first step is to familiarize yourself with the applicable Illinois employment laws that apply to your business. Illinois has several laws governing employment practices, including the Illinois Human Rights Act, the Illinois Minimum Wage Law, and the Illinois Wage Payment and Collection Act, among others. You will need to understand the requirements of each of these laws to ensure that your hiring practices are legal.
2. Post required notices: Illinois laws require employers to post certain notices that inform employees of their rights. You should check with the Illinois Department of Labor to determine which posters you are required to display in your workplace.
3. Verify employment eligibility: You are required by federal law to verify the employment eligibility of all new hires by completing Form I-9 within three days of their start date. This form requires documentation showing the employee's identity and eligibility to work in the United States. You should retain these forms for three years after the date of hire, or one year after the employee's employment ends, whichever is later.
4. Provide a wage notice: Under the Illinois Wage Payment and Collection Act, you are required to provide each new employee with a written notice at the time of hire that includes their rate of pay, the frequency of pay, the date of their first payday, and any deductions that will be taken from their paycheck. This notice should be signed by the employee and a copy should be retained in their personnel file.
5. Comply with non-discrimination laws: Illinois law prohibits employment discrimination based on race, color, religion, sex, national origin, ancestry, age, marital status, disability, sexual orientation, gender identity, military status, or unfavorable discharge from military service. You should ensure that your hiring practices do not violate any of these protected categories.
6. Obtain workers' compensation insurance: Illinois law requires that employers carry workers' compensation insurance to cover the cost of workplace injuries and illnesses. You should obtain this insurance before hiring any employees.
7. Comply with minimum wage and overtime laws: Illinois law requires that most employees be paid at least the minimum wage and be paid overtime when they work more than 40 hours in a week. You should ensure that you are complying with these laws when hiring new employees.

In addition to these steps, you may want to consult with an attorney who specializes in employment law to ensure that you are fully compliant with all Illinois employment laws. It is important to note that this advice is intended for general informational purposes only and should not be relied upon as a substitute for legal advice from a licensed attorney.