Bill Text: IL HB3277 | 2025-2026 | 104th General Assembly | Introduced

---

Bill Title: Amends the Employee Credit Privacy Act. Provides that an employer shall not order or obtain an applicant's social security number, except for the purpose of conducting a background check of the applicant at the time the background check is completed. Provides that the provision does not prohibit an employer from obtaining an employee's social security number after the employee has been hired.

Sponsorship: Partisan Bill (Democrat 2)

Status: (Introduced - Dead) 2025-04-11 - Rule 19(a) / Re-referred to Rules Committee [HB3277 Detail]

Download: Illinois-2025-HB3277-Introduced.html

---

104TH GENERAL ASSEMBLY State of Illinois 2025 and 2026 HB3277 Introduced , by Rep. Joyce Mason SYNOPSIS AS INTRODUCED:
820 ILCS 70/10
Amends the Employee Credit Privacy Act. Provides that an employer shall not order or obtain an applicant's social security number, except for the purpose of conducting a background check of the applicant at the time the background check is completed. Provides that the provision does not prohibit an employer from obtaining an employee's social security number after the employee has been hired.
LRB104 08394 SPS 18445 b
A BILL FOR
HB3277 LRB104 08394 SPS 18445 b
AN ACT concerning employment.
Be it enacted by the People of the State of Illinois,
represented in the General Assembly:
Section 5. The Employee Credit Privacy Act is amended by
changing Section 10 as follows:
(820 ILCS 70/10)
Sec. 10. Employment based on credit history or credit
report not permitted.
(a) Except as provided in this Section, an employer shall
not do any of the following:
(1) Fail or refuse to hire or recruit, discharge, or
otherwise discriminate against an individual with respect
to employment, compensation, or a term, condition, or
privilege of employment because of the individual's credit
history or credit report.
(2) Inquire about an applicant's or employee's credit
history.
(3) Order or obtain an applicant's or employee's
credit report from a consumer reporting agency.
(4) Order or obtain an applicant's social security
number, except for the purpose of conducting a background
check of the applicant at the time the background check is
completed.

HB3277 - 2 - LRB104 08394 SPS 18445 b
(b) The prohibition in subsection (a) of this Section does
not prevent an inquiry or employment action if a satisfactory
credit history is an established bona fide occupational
requirement of a particular position or a particular group of
an employer's employees. A satisfactory credit history is not
a bona fide occupational requirement unless at least one of
the following circumstances is present:
(1) State or federal law requires bonding or other
security covering an individual holding the position.
(2) The duties of the position include custody of or
unsupervised access to cash or marketable assets valued at
$2,500 or more.
(3) The duties of the position include signatory power
over business assets of $100 or more per transaction.
(4) The position is a managerial position which
involves setting the direction or control of the business.
(5) The position involves access to personal or
confidential information, financial information, trade
secrets, or State or national security information.
(6) The position meets criteria in administrative
rules, if any, that the U.S. Department of Labor or the
Illinois Department of Labor has promulgated to establish
the circumstances in which a credit history is a bona fide
occupational requirement.
(7) The employee's or applicant's credit history is
otherwise required by or exempt under federal or State

HB3277 - 3 - LRB104 08394 SPS 18445 b
law.
(c) The prohibition in paragraph (4) of subsection (a)
does not prohibit an employer from obtaining an employee's
social security number after the employee has been hired.
(Source: P.A. 96-1426, eff. 1-1-11.)