Bill Text: IL HB2744 | 2025-2026 | 104th General Assembly | Introduced

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Bill Title: Amends the Lodging Services Human Trafficking Recognition Training Act. Provides that a unit of local government regulating an employer or a law enforcement agency with jurisdiction over an employer may, in the course of its regulatory or enforcement duties, monitor and enforce compliance with the Act. Provides that, upon the discovery of a violation of the Act, the unit of local government or law enforcement agency shall provide the employer with a reasonable notice of noncompliance that informs the employer that if the employer does not cure the violation within 30 days after notice the employer is subject to a civil penalty. Provides that, if the unit of local government regulating an employer or a law enforcement agency with jurisdiction over an employer verifies that the violation was not corrected within the cure period, the Attorney General or State's Attorney may bring a civil action against that employer. Provides that an employer that violates the Act is guilty of a business offense and may be fined not more than $1,500 for each offense. Makes conforming changes. Effective January 1, 2026.

Spectrum: Partisan Bill (Democrat 1-0)

Status: (Introduced) 2025-02-06 - Referred to Rules Committee [HB2744 Detail]

Download: Illinois-2025-HB2744-Introduced.html

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104TH GENERAL ASSEMBLY State of Illinois 2025 and 2026 HB2744 Introduced , by Rep. Gregg Johnson SYNOPSIS AS INTRODUCED:
820 ILCS 95/5
820 ILCS 95/10
820 ILCS 95/15
820 ILCS 95/20 new
Amends the Lodging Services Human Trafficking Recognition Training Act. Provides that a unit of local government regulating an employer or a law enforcement agency with jurisdiction over an employer may, in the course of its regulatory or enforcement duties, monitor and enforce compliance with the Act. Provides that, upon the discovery of a violation of the Act, the unit of local government or law enforcement agency shall provide the employer with a reasonable notice of noncompliance that informs the employer that if the employer does not cure the violation within 30 days after notice the employer is subject to a civil penalty. Provides that, if the unit of local government regulating an employer or a law enforcement agency with jurisdiction over an employer verifies that the violation was not corrected within the cure period, the Attorney General or State's Attorney may bring a civil action against that employer. Provides that an employer that violates the Act is guilty of a business offense and may be fined not more than $1,500 for each offense. Makes conforming changes. Effective January 1, 2026.
LRB104 10244 SPS 20318 b
A BILL FOR
HB2744 LRB104 10244 SPS 20318 b
AN ACT concerning employment.
Be it enacted by the People of the State of Illinois,
represented in the General Assembly:
Section 5. The Lodging Services Human Trafficking
Recognition Training Act is amended by changing Sections 5,
10, and, 15 and by adding Section 20 as follows:
(820 ILCS 95/5)
Sec. 5. Definitions. In this Act:
"Department" means the Department of Human Services.
"Employee" means a person employed by a lodging
establishment, restaurant, or truck stop who has recurring
interactions with the public, including, but not limited to,
an employee who works in a reception area, performs
housekeeping duties, helps customers in moving their
possessions, or transports by vehicle customers of the lodging
establishment, restaurant, or truck stop.
"Employer" means a person or entity that operates a
lodging establishment, restaurant, or truck stop.
"Human trafficking" means the deprivation or violation of
the personal liberty of another with the intent to obtain
forced labor or services, procure or sell the individual for
commercial sex, or exploit the individual in obscene matter.
Depriving or violating a person's liberty includes substantial

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and sustained restriction of another's liberty accomplished
through fraud, deceit, coercion, violence, duress, menace, or
threat of unlawful injury to the victim or to another person,
under circumstances where the person receiving or apprehending
the threat reasonably believes that it is likely that the
person making the threat would carry it out.
"Lodging establishment" means an establishment classified
as a hotel or motel in the 2017 North American Industry
Classification System under code 721110, and an establishment
classified as a casino hotel in the 2017 North American
Industry Classification System under code 721120.
"Restaurant" means any business that is primarily engaged
in the sale of ready-to-eat food for immediate consumption
comprising at least 51% of the total sales, excluding the sale
of liquor.
"Truck stop" means an establishment intended to provide
services to the trucking industry, including, but not limited
to, selling fuel and food, providing showers, offering repair
services, and offering ample room where drivers of long-haul
trucks can park and rest.
(Source: P.A. 101-18, eff. 6-20-19; 101-499, eff. 8-23-19;
102-324, eff. 1-1-22.)
(820 ILCS 95/10)
Sec. 10. Human trafficking recognition training. Beginning
June 1, 2020, an employer a lodging establishment, restaurant,

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or truck stop shall provide its employees with training in the
recognition of human trafficking and protocols for reporting
observed human trafficking to the appropriate authority. The
employees must complete the training within 6 months after
beginning employment in such role with the employer lodging
establishment and every 2 years thereafter, if still employed
by the employer lodging establishment. The training shall be
at least 20 minutes in duration.
(Source: P.A. 101-18, eff. 6-20-19; 101-499, eff. 8-23-19;
102-324, eff. 1-1-22.)
(820 ILCS 95/15)
Sec. 15. Human trafficking recognition training
curriculum.
(a) An employer A lodging establishment may use its own
human trafficking training program or that of a third party
and be in full compliance with this Act if the human
trafficking training program includes, at a minimum, all of
the following:
(1) a definition of human trafficking and commercial
exploitation of children;
(2) guidance on how to identify individuals who are
most at risk for human trafficking;
(3) the difference between human trafficking for
purposes of labor and for purposes of sex as the
trafficking relates to lodging establishments,

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restaurants, or truck stops; and
(4) guidance on the role of lodging establishment,
restaurant, or truck stop employees in reporting and
responding to instances of human trafficking.
(b) The Department shall develop a curriculum for an
approved human trafficking training recognition program which
shall be used by a lodging establishment, restaurant, or truck
stop that does not administer its own human trafficking
recognition program as described in subsection (a). The human
trafficking training recognition program developed by the
Department shall include, at a minimum, all of the following:
(1) a definition of human trafficking and commercial
exploitation of children;
(2) guidance on how to identify individuals who are
most at risk for human trafficking;
(3) the difference between human trafficking for
purposes of labor and for purposes of sex as the
trafficking relates to lodging establishments,
restaurants, and truck stops; and
(4) guidance on the role of lodging establishment,
restaurant, and truck stop employees in reporting and
responding to instances of human trafficking.
The Department may consult the United States Department of
Justice for the human trafficking recognition training program
developed under this subsection.
The Department shall develop and publish the human

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trafficking recognition training program described in this
subsection no later than July 1, 2020.
(Source: P.A. 101-18, eff. 6-20-19; 101-499, eff. 8-23-19.)
(820 ILCS 95/20 new)
Sec. 20. Penalties.
(a) A unit of local government regulating an employer or a
law enforcement agency with jurisdiction over an employer may,
in the course of its regulatory or enforcement duties, monitor
and enforce compliance with this Act. Upon the discovery of a
violation of this Act, the unit of local government or law
enforcement agency shall provide the employer with a
reasonable notice of noncompliance that informs the employer
that if the employer does not cure the violation within 30 days
after notice the employer is subject to a civil penalty
described in subsection (b).
(b) If the unit of local government regulating an employer
or a law enforcement agency with jurisdiction over an employer
verifies that the violation was not corrected within the cure
period described in subsection (a), the Attorney General or
State's Attorney may bring a civil action against that
employer. An employer that violates this Act is guilty of a
business offense and may be fined not more than $1,500 for each
offense.
Section 99. Effective date. This Act takes effect January
1, 2026.