Bill Amendment: IL HB5284 | 2025-2026 | 104th General Assembly

NOTE: For additional amemendments please see the Bill Drafting List

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Bill Title: HUMAN RIGHTS-MENOPAUSE CARE

Status: 2026-08-07 - Public Act . . . . . . . . . 104-0793 [HB5284 Detail]

Download: Illinois-2025-HB5284-Senate_Amendment_003.html

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Sen. Kimberly A. Lightford

Filed: 5/18/2026

 

 

 

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AMENDMENT TO HOUSE BILL 5284
AMENDMENT NO. ______. Amend House Bill 5284 by replacing
everything after the enacting clause with the following:
"Section 1. This Act may be referred to as the Illinois
Menopause Equity and Care Act.
Section 3. Legislative purpose and intent. The purpose of
this Act is to improve awareness, understanding, and quality
of care for individuals experiencing menopause. This Act
encourages voluntary professional education and promotes
equitable, patient-based care throughout Illinois. This Act
also recognizes menopause-related conditions as a factor for
consideration under workplace protections and health equity
initiatives.
Section 5. The Department of Public Health Powers and
Duties Law of the Civil Administrative Code of Illinois is

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amended by adding Section 2310-750 as follows:
(20 ILCS 2310/2310-750 new)
Sec. 2310-750. Menopause-related conditions awareness.
(a) The Department of Public Health must develop and make
publicly available educational materials regarding menopause
and perimenopause.
(b) The materials shall include, but are not limited to:
(1) common symptoms;
(2) evidence-based treatment options; and
(3) patient rights and available resources.
(c) The Department shall make materials available on its
website and may disseminate the materials through public
outreach efforts.
(d) The Department may designate and promote an annual
Menopause Awareness Week.
Section 10. The Illinois Insurance Code is amended by
changing Sections 356z.56 and 356z.74 as follows:
(215 ILCS 5/356z.56)
Sec. 356z.56. Coverage for hormonal and non-hormonal
therapy to treat menopause and perimenopause. A group or
individual policy of accident and health insurance or a
managed care plan that is amended, delivered, issued, or
renewed in this State shall provide coverage for medically

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necessary hormone therapy treatment to treat menopause that
has been induced by a hysterectomy. This coverage applies only
to coverage provided on or after January 1, 2024 and before
January 1, 2026.
A group or individual policy of accident and health
insurance or a managed care plan that is amended, delivered,
issued, or renewed on or after January 1, 2026 shall provide
coverage for medically necessary hormonal and non-hormonal
therapy to treat menopausal and perimenopausal symptoms or
conditions if the therapy is recommended by a qualified health
care provider who is licensed, accredited, or certified under
Illinois law and the therapy has been proven safe and
effective in peer-reviewed scientific studies and is
prescribed in accordance with current evidence-based
guidelines. Coverage for therapy to treat menopausal and
perimenopausal symptoms or conditions shall include all
federal Food and Drug Administration-approved modalities of
hormonal and non-hormonal administration, including, but not
limited to, oral, transdermal, topical, and vaginal rings.
Coverage shall include medications for menopause-related
osteoporosis and non-hormonal therapies for vasomotor
symptoms.
(Source: P.A. 102-804, eff. 1-1-23; 103-154, eff. 6-30-23;
103-703, eff. 1-1-26.)
(215 ILCS 5/356z.74)

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Sec. 356z.74. Coverage for annual menopause and
perimenopause health visit. A group or individual policy of
accident and health insurance providing coverage for more than
25 employees that is amended, delivered, issued, or renewed on
or after January 1, 2026 shall provide, for individuals 45
years of age and older, coverage for an annual menopause or
perimenopause health visit. A policy subject to this Section
shall not impose a deductible, coinsurance, copayment, or any
other cost-sharing requirement on the coverage provided;
except that this Section does not apply to this coverage to the
extent such coverage would disqualify a high-deductible health
plan from eligibility for a health savings account pursuant to
Section 223 of the Internal Revenue Code.
(Source: P.A. 103-751, eff. 8-2-24; 104-417, eff. 8-15-25.)
Section 15. The Medical Practice Act of 1987 is amended by
changing Section 20 as follows:
(225 ILCS 60/20) (from Ch. 111, par. 4400-20)
(Section scheduled to be repealed on January 1, 2027)
Sec. 20. Continuing education. The Department shall
promulgate rules of continuing education for persons licensed
under this Act that require an average of 50 hours of
continuing education per license year. These rules shall be
consistent with requirements of relevant professional
associations, specialty societies, or boards. The rules shall

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also address variances in part or in whole for good cause,
including, but not limited to, temporary illness or hardship.
In establishing these rules, the Department shall consider
educational requirements for medical staffs, requirements for
specialty society board certification or for continuing
education requirements as a condition of membership in
societies representing the 2 categories of licensee under this
Act. These rules shall assure that licensees are given the
opportunity to participate in those programs sponsored by or
through their professional associations or hospitals which are
relevant to their practice. Each licensee is responsible for
maintaining records of completion of continuing education and
shall be prepared to produce the records when requested by the
Department.
The Department of Public Health may make voluntary
educational resources on evidence-based practices for managing
menopause available to support clinicians in providing
patient-based care. Participation in these resources is
entirely voluntary and is not required for licensure,
certification, or professional compliance.
(Source: P.A. 97-622, eff. 11-23-11.)
Section 20. The Illinois Human Rights Act is amended by
changing Sections 1-103 and 2-102 as follows:
(775 ILCS 5/1-103) (from Ch. 68, par. 1-103)

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Sec. 1-103. General definitions. When used in this Act,
unless the context requires otherwise, the term:
(A) Age. "Age" means the chronological age of a person who
is at least 40 years old, except with regard to any practice
described in Section 2-102, insofar as that practice concerns
training or apprenticeship programs. In the case of training
or apprenticeship programs, for the purposes of Section 2-102,
"age" means the chronological age of a person who is 18 but not
yet 40 years old.
(B) Aggrieved party. "Aggrieved party" means a person who
is alleged or proved to have been injured by a civil rights
violation or believes he or she will be injured by a civil
rights violation under Article 3 that is about to occur.
(B-5) Arrest record. "Arrest record" means:
(1) an arrest not leading to a conviction;
(2) a juvenile record; or
(3) criminal history record information ordered
expunged, sealed, or impounded under Section 5.2 of the
Criminal Identification Act.
(C) Charge. "Charge" means an allegation filed with the
Department by an aggrieved party or initiated by the
Department under its authority.
(D) Civil rights violation. "Civil rights violation"
includes and shall be limited to only those specific acts set
forth in Sections 2-102, 2-103, 2-105, 3-102, 3-102.1, 3-103,
3-102.10, 3-104.1, 3-105, 3-105.1, 4-102, 4-103, 5-102,

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5A-102, 6-101, 6-101.5, and 6-102 of this Act.
(E) Commission. "Commission" means the Human Rights
Commission created by this Act.
(F) Complaint. "Complaint" means the formal pleading filed
by the Department with the Commission following an
investigation and finding of substantial evidence of a civil
rights violation.
(G) Complainant. "Complainant" means a person including
the Department who files a charge of civil rights violation
with the Department or the Commission.
(G-5) Conviction record. "Conviction record" means
information indicating that a person has been convicted of a
felony, misdemeanor or other criminal offense, placed on
probation, fined, imprisoned, or paroled pursuant to any law
enforcement or military authority.
(H) Department. "Department" means the Department of Human
Rights created by this Act.
(I) Disability.
(1) "Disability" means a determinable physical or mental
characteristic of a person, including, but not limited to, a
determinable physical characteristic which necessitates the
person's use of a guide, hearing or support dog, the history of
such characteristic, or the perception of such characteristic
by the person complained against, which may result from
disease, injury, congenital condition of birth or functional
disorder and which characteristic:

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(a) For purposes of Article 2, is unrelated to the
person's ability to perform the duties of a particular job
or position and, pursuant to Section 2-104 of this Act, a
person's illegal use of drugs or alcohol is not a
disability;
(b) For purposes of Article 3, is unrelated to the
person's ability to acquire, rent, or maintain a housing
accommodation;
(c) For purposes of Article 4, is unrelated to a
person's ability to repay;
(d) For purposes of Article 5, is unrelated to a
person's ability to utilize and benefit from a place of
public accommodation;
(e) For purposes of Article 5, also includes any
mental, psychological, or developmental disability,
including autism spectrum disorders.
(2) Discrimination based on disability includes unlawful
discrimination against an individual because of the
individual's association with a person with a disability.
(J) Marital status. "Marital status" means the legal
status of being married, single, separated, divorced, or
widowed.
(J-1) Military status. "Military status" means a person's
status on active duty in or status as a veteran of the armed
forces of the United States, status as a current member or
veteran of any reserve component of the armed forces of the

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United States, including the United States Army Reserve,
United States Marine Corps Reserve, United States Navy
Reserve, United States Air Force Reserve, and United States
Coast Guard Reserve, or status as a current member or veteran
of the Illinois Army National Guard or Illinois Air National
Guard.
(J-5) Menopause-related condition. "Menopause-related
condition" means perimenopause, menopause, and associated
medical or symptomatic conditions that include, but are not
limited to, vasomotor symptoms, sleep disruption, cognitive or
mood changes, and osteoporosis-related changes.
(K) National origin. "National origin" means the place in
which a person or one of his or her ancestors was born.
(K-5) "Order of protection status" means a person's status
as being a person protected under an order of protection
issued pursuant to the Illinois Domestic Violence Act of 1986,
Article 112A of the Code of Criminal Procedure of 1963, the
Stalking No Contact Order Act, or the Civil No Contact Order
Act, or an order of protection issued by a court of another
state.
(L) Person. "Person" includes one or more individuals,
partnerships, associations or organizations, labor
organizations, labor unions, joint apprenticeship committees,
or union labor associations, corporations, the State of
Illinois and its instrumentalities, political subdivisions,
units of local government, legal representatives, trustees in

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bankruptcy or receivers.
(L-5) Pregnancy. "Pregnancy" means pregnancy, childbirth,
or medical or common conditions related to pregnancy or
childbirth, including menopause-related conditions.
(M) Public contract. "Public contract" includes every
contract to which the State, any of its political
subdivisions, or any municipal corporation is a party.
(M-5) Race. "Race" includes traits associated with race,
including, but not limited to, hair texture and protective
hairstyles such as braids, locks, and twists.
(N) Religion. "Religion" includes all aspects of religious
observance and practice, as well as belief, except that with
respect to employers, for the purposes of Article 2,
"religion" has the meaning ascribed to it in paragraph (F) of
Section 2-101.
(O) Sex. "Sex" means the status of being male or female.
(O-1) Sexual orientation. "Sexual orientation" means
actual or perceived heterosexuality, homosexuality,
bisexuality, or gender-related identity, whether or not
traditionally associated with the person's designated sex at
birth. "Sexual orientation" does not include a physical or
sexual attraction to a minor by an adult.
(O-2) Reproductive Health Decisions. "Reproductive Health
Decisions" means a person's decisions regarding the person's
use of: contraception; fertility or sterilization care;
assisted reproductive technologies; miscarriage management

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care; healthcare related to the continuation or termination of
pregnancy; or prenatal, intranatal, or postnatal care.
(O-5) Source of income. "Source of income" means the
lawful manner by which an individual supports himself or
herself and his or her dependents.
(P) Unfavorable military discharge. "Unfavorable military
discharge" includes discharges from the Armed Forces of the
United States, their Reserve components, or any National Guard
or Naval Militia which are classified as RE-3 or the
equivalent thereof, but does not include those characterized
as RE-4 or "Dishonorable".
(Q) Unlawful discrimination. "Unlawful discrimination"
means discrimination against a person because of his or her
actual or perceived: race, color, religion, national origin,
ancestry, age, sex, marital status, order of protection
status, disability, military status, sexual orientation,
pregnancy, reproductive health decisions, or unfavorable
discharge from military service as those terms are defined in
this Section.
(Source: P.A. 102-362, eff. 1-1-22; 102-419, eff. 1-1-22;
102-558, eff. 8-20-21; 102-813, eff. 5-13-22; 102-896, eff.
1-1-23; 102-1102, eff. 1-1-23; 103-154, eff. 6-30-23; 103-785,
eff. 1-1-25.)
(775 ILCS 5/2-102)
Sec. 2-102. Civil rights violations; employment. It is a

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civil rights violation:
(A) Employers. For any employer to refuse to hire, to
segregate, to engage in harassment as defined in
subsection (E-1) of Section 2-101, or to act with respect
to recruitment, hiring, promotion, renewal of employment,
selection for training or apprenticeship, discharge,
discipline, tenure or terms, privileges or conditions of
employment on the basis of unlawful discrimination,
citizenship status, work authorization status, or family
responsibilities. An employer is responsible for
harassment by the employer's nonmanagerial and
nonsupervisory employees only if the employer becomes
aware of the conduct and fails to take reasonable
corrective measures.
(A-5) Language. For an employer to impose a
restriction that has the effect of prohibiting a language
from being spoken by an employee in communications that
are unrelated to the employee's duties.
For the purposes of this subdivision (A-5), "language"
means a person's native tongue, such as Polish, Spanish,
or Chinese. "Language" does not include such things as
slang, jargon, profanity, or vulgarity.
(A-10) Harassment of nonemployees. For any employer,
employment agency, or labor organization to engage in
harassment of nonemployees in the workplace. An employer
is responsible for harassment of nonemployees by the

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employer's nonmanagerial and nonsupervisory employees only
if the employer becomes aware of the conduct and fails to
take reasonable corrective measures. For the purposes of
this subdivision (A-10), "nonemployee" means a person who
is not otherwise an employee of the employer and is
directly performing services for the employer pursuant to
a contract with that employer. "Nonemployee" includes
contractors and consultants. This subdivision applies to
harassment occurring on or after January 1, 2020 (the
effective date of Public Act 101-221).
(B) Employment agency. For any employment agency to
fail or refuse to classify properly, accept applications
and register for employment referral or apprenticeship
referral, refer for employment, or refer for
apprenticeship on the basis of unlawful discrimination,
citizenship status, work authorization status, or family
responsibilities or to accept from any person any job
order, requisition or request for referral of applicants
for employment or apprenticeship which makes or has the
effect of making unlawful discrimination or discrimination
on the basis of citizenship status, work authorization
status, or family responsibilities a condition of
referral.
(C) Labor organization. For any labor organization to
limit, segregate or classify its membership, or to limit
employment opportunities, selection and training for

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apprenticeship in any trade or craft, or otherwise to
take, or fail to take, any action which affects adversely
any person's status as an employee or as an applicant for
employment or as an apprentice, or as an applicant for
apprenticeships, or wages, tenure, hours of employment or
apprenticeship conditions on the basis of unlawful
discrimination, citizenship status, work authorization
status, or family responsibilities.
(D) Sexual harassment. For any employer, employee,
agent of any employer, employment agency or labor
organization to engage in sexual harassment; provided,
that an employer shall be responsible for sexual
harassment of the employer's employees by nonemployees or
nonmanagerial and nonsupervisory employees only if the
employer becomes aware of the conduct and fails to take
reasonable corrective measures.
(D-5) Sexual harassment of nonemployees. For any
employer, employee, agent of any employer, employment
agency, or labor organization to engage in sexual
harassment of nonemployees in the workplace. An employer
is responsible for sexual harassment of nonemployees by
the employer's nonmanagerial and nonsupervisory employees
only if the employer becomes aware of the conduct and
fails to take reasonable corrective measures. For the
purposes of this subdivision (D-5), "nonemployee" means a
person who is not otherwise an employee of the employer

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and is directly performing services for the employer
pursuant to a contract with that employer. "Nonemployee"
includes contractors and consultants. This subdivision
applies to sexual harassment occurring on or after January
1, 2020 (the effective date of Public Act 101-221).
(E) Public employers. For any public employer to
refuse to permit a public employee under its jurisdiction
who takes time off from work in order to practice his or
her religious beliefs to engage in work, during hours
other than such employee's regular working hours,
consistent with the operational needs of the employer and
in order to compensate for work time lost for such
religious reasons. Any employee who elects such deferred
work shall be compensated at the wage rate which he or she
would have earned during the originally scheduled work
period. The employer may require that an employee who
plans to take time off from work in order to practice his
or her religious beliefs provide the employer with a
notice of his or her intention to be absent from work not
exceeding 5 days prior to the date of absence.
(E-5) Religious discrimination. For any employer to
impose upon a person as a condition of obtaining or
retaining employment, including opportunities for
promotion, advancement, or transfer, any terms or
conditions that would require such person to violate or
forgo a sincerely held practice of his or her religion

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including, but not limited to, the wearing of any attire,
clothing, or facial hair in accordance with the
requirements of his or her religion, unless, after
engaging in a bona fide effort, the employer demonstrates
that it is unable to reasonably accommodate the employee's
or prospective employee's sincerely held religious belief,
practice, or observance without undue hardship on the
conduct of the employer's business.
Nothing in this Section prohibits an employer from
enacting a dress code or grooming policy that may include
restrictions on attire, clothing, or facial hair to
maintain workplace safety or food sanitation.
(F) Training and apprenticeship programs. For any
employer, employment agency or labor organization to
discriminate against a person on the basis of age in the
selection, referral for or conduct of apprenticeship or
training programs.
(G) Immigration-related practices.
(1) for an employer to request for purposes of
satisfying the requirements of Section 1324a(b) of
Title 8 of the United States Code, as now or hereafter
amended, more or different documents than are required
under such Section or to refuse to honor documents
tendered that on their face reasonably appear to be
genuine or to refuse to honor work authorization based
upon the specific status or term of status that

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accompanies the authorization to work; or
(2) for an employer participating in the E-Verify
Program, as authorized by 8 U.S.C. 1324a, Notes, Pilot
Programs for Employment Eligibility Confirmation
(enacted by PL 104-208, div. C title IV, subtitle A) to
refuse to hire, to segregate, or to act with respect to
recruitment, hiring, promotion, renewal of employment,
selection for training or apprenticeship, discharge,
discipline, tenure or terms, privileges or conditions
of employment without following the procedures under
the E-Verify Program.
(H) (Blank).
(I) Pregnancy. For an employer to refuse to hire, to
segregate, or to act with respect to recruitment, hiring,
promotion, renewal of employment, selection for training
or apprenticeship, discharge, discipline, tenure or terms,
privileges or conditions of employment on the basis of
pregnancy, childbirth, or medical or common conditions
related to pregnancy or childbirth. Women affected by
pregnancy, childbirth, or medical or common conditions
related to pregnancy or childbirth shall be treated the
same for all employment-related purposes, including
receipt of benefits under fringe benefit programs, as
other persons not so affected but similar in their ability
or inability to work, regardless of the source of the
inability to work or employment classification or status.

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(J) Pregnancy; reasonable accommodations.
(1) If after a job applicant or employee,
including a part-time, full-time, or probationary
employee, requests a reasonable accommodation, for an
employer to not make reasonable accommodations for any
medical or common condition of a job applicant or
employee related to pregnancy or childbirth, unless
the employer can demonstrate that the accommodation
would impose an undue hardship on the ordinary
operation of the business of the employer. The
employer may request documentation from the employee's
health care provider concerning the need for the
requested reasonable accommodation or accommodations
to the same extent documentation is requested for
conditions related to disability if the employer's
request for documentation is job-related and
consistent with business necessity. The employer may
require only the medical justification for the
requested accommodation or accommodations, a
description of the reasonable accommodation or
accommodations medically advisable, the date the
reasonable accommodation or accommodations became
medically advisable, and the probable duration of the
reasonable accommodation or accommodations. It is the
duty of the individual seeking a reasonable
accommodation or accommodations to submit to the

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employer any documentation that is requested in
accordance with this paragraph. Notwithstanding the
provisions of this paragraph, the employer may require
documentation by the employee's health care provider
to determine compliance with other laws. The employee
and employer shall engage in a timely, good faith, and
meaningful exchange to determine effective reasonable
accommodations.
(2) For an employer to deny employment
opportunities or benefits to or take adverse action
against an otherwise qualified job applicant or
employee, including a part-time, full-time, or
probationary employee, if the denial or adverse action
is based on the need of the employer to make reasonable
accommodations to the known medical or common
conditions related to the pregnancy or childbirth of
the applicant or employee.
(3) For an employer to require a job applicant or
employee, including a part-time, full-time, or
probationary employee, affected by pregnancy,
childbirth, or medical or common conditions related to
pregnancy or childbirth to accept an accommodation
when the applicant or employee did not request an
accommodation and the applicant or employee chooses
not to accept the employer's accommodation.
(4) For an employer to require an employee,

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including a part-time, full-time, or probationary
employee, to take leave under any leave law or policy
of the employer if another reasonable accommodation
can be provided to the known medical or common
conditions related to the pregnancy or childbirth of
an employee. No employer shall fail or refuse to
reinstate the employee affected by pregnancy,
childbirth, or medical or common conditions related to
pregnancy or childbirth to her original job or to an
equivalent position with equivalent pay and
accumulated seniority, retirement, fringe benefits,
and other applicable service credits upon her
signifying her intent to return or when her need for
reasonable accommodation ceases, unless the employer
can demonstrate that the accommodation would impose an
undue hardship on the ordinary operation of the
business of the employer.
For the purposes of this subdivision (J), "reasonable
accommodations" means reasonable modifications or
adjustments to the job application process or work
environment, or to the manner or circumstances under which
the position desired or held is customarily performed,
that enable an applicant or employee affected by
pregnancy, childbirth, or medical or common conditions
related to pregnancy or childbirth to be considered for
the position the applicant desires or to perform the

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essential functions of that position, and may include, but
is not limited to: more frequent or longer bathroom
breaks, breaks for increased water intake, and breaks for
periodic rest; private non-bathroom space for expressing
breast milk and breastfeeding; seating; assistance with
manual labor; light duty; temporary transfer to a less
strenuous or hazardous position; the provision of an
accessible worksite; acquisition or modification of
equipment; job restructuring; a part-time or modified work
schedule; appropriate adjustment or modifications of
examinations, training materials, or policies; flexible
scheduling or modified work hours; temperature or
climate-adjusted workspace; reassignment to a vacant
position; time off to recover from conditions related to
childbirth; and leave necessitated by pregnancy,
childbirth, or medical or common conditions resulting from
pregnancy or childbirth.
For the purposes of this subdivision (J), "undue
hardship" means an action that is prohibitively expensive
or disruptive when considered in light of the following
factors: (i) the nature and cost of the accommodation
needed; (ii) the overall financial resources of the
facility or facilities involved in the provision of the
reasonable accommodation, the number of persons employed
at the facility, the effect on expenses and resources, or
the impact otherwise of the accommodation upon the

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operation of the facility; (iii) the overall financial
resources of the employer, the overall size of the
business of the employer with respect to the number of its
employees, and the number, type, and location of its
facilities; and (iv) the type of operation or operations
of the employer, including the composition, structure, and
functions of the workforce of the employer, the geographic
separateness, administrative, or fiscal relationship of
the facility or facilities in question to the employer.
The employer has the burden of proving undue hardship. The
fact that the employer provides or would be required to
provide a similar accommodation to similarly situated
employees creates a rebuttable presumption that the
accommodation does not impose an undue hardship on the
employer.
No employer is required by this subdivision (J) to
create additional employment that the employer would not
otherwise have created, unless the employer does so or
would do so for other classes of employees who need
accommodation. The employer is not required to discharge
any employee, transfer any employee with more seniority,
or promote any employee who is not qualified to perform
the job, unless the employer does so or would do so to
accommodate other classes of employees who need it.
(K) Notice.
(1) For an employer to fail to post or keep posted

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in a conspicuous location on the premises of the
employer where notices to employees are customarily
posted, or fail to include in any employee handbook
information concerning an employee's rights under this
Article, a notice, to be prepared or approved by the
Department, summarizing the requirements of this
Article and information pertaining to the filing of a
charge, including the right to be free from unlawful
discrimination, the right to be free from sexual
harassment, and the right to certain reasonable
accommodations, including the right to reasonable
accommodations for pregnancy, which includes the right
to reasonable accommodations for menopause-related
conditions. The Department shall make the documents
required under this paragraph available for retrieval
from the Department's website.
(2) Upon notification of a violation of paragraph
(1) of this subdivision (K), the Department may launch
a preliminary investigation. If the Department finds a
violation, the Department may issue a notice to show
cause giving the employer 30 days to correct the
violation. If the violation is not corrected, the
Department may initiate a charge of a civil rights
violation.
(L) Use of artificial intelligence.
(1) With respect to recruitment, hiring,

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promotion, renewal of employment, selection for
training or apprenticeship, discharge, discipline,
tenure, or the terms, privileges, or conditions of
employment, for an employer to use artificial
intelligence that has the effect of subjecting
employees to discrimination on the basis of protected
classes under this Article or to use zip codes as a
proxy for protected classes under this Article.
(2) For an employer to fail to provide notice to an
employee that the employer is using artificial
intelligence for the purposes described in paragraph
(1).
The Department shall adopt any rules necessary for the
implementation and enforcement of this subdivision,
including, but not limited to, rules on the circumstances
and conditions that require notice, the time period for
providing notice, and the means for providing notice.
(Source: P.A. 103-797, eff. 1-1-25; 103-804, eff. 1-1-26;
104-417, eff. 8-15-25.)
Section 97. Severability. The provisions of this Act are
severable under Section 1.31 of the Statute on Statutes.
Section 99. Effective date. This Act takes effect January
1, 2027, except that the changes to Sections 356z.56 and
356z.74 of the Illinois Insurance Code take effect January 1,

10400HB5284sam003 - 25 - LRB104 18383 LNS 37875 a
2028.".