Chicago, Ill., Mun. Code ch. 6-10 § 6-10-030
Unlawful discriminatory activities designated (Chicago Human Rights Ordinance (HRO))
Operative Text
No person shall directly or indirectly discriminate against any individual in hiring, classification, grading, discharge, discipline, compensation, or other term or condition of employment because of the individual’s race, color, sex, gender identity, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, military status, credit history (within the meaning of Section 6-10-053 ), criminal history (within the meaning of Section 6-10-054 ), source of income, or because of the actual or perceived association with such an individual. No employment agency shall directly or indirectly discriminate against any individual in classification, processing, referral or recommendation for employment because of the individual’s race, color, sex, gender identity, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, military status, credit history (within the meaning of Section 6-10-053 ), criminal history (within the meaning of Section 6-10-054 ), source of income, or because of the actual or perceived association with such an individual. The prohibitions contained in this paragraph shall not apply to any of the following: (a) use of an individual's unfavorable discharge from military service as a valid employment criterion where: (i) authorized by federal law or regulation; or (ii) where the affected position of employment involves the exercise of fiduciary responsibilities and the reasons for the dishonorable discharge are related to such individual's fiduciary capacity; (b) hiring or selecting between individuals for bona fide occupational qualifications; and (c) giving preferential treatment to veterans and their relatives as required by federal, state or local law or regulation. (Prior code § 199-3; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 11-6-02, p. 96031, § 3; Amend Coun. J. 3-14-12, p. 22749, § 1; Amend Coun. J. 2-10-16, p. 18514, § 10; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 11-15-23, p. 5888, § 14; Amend Coun. J. 4-16-25, p. 26724, § 2)
Chicago Municipal Code § 6-10-030 prohibits employers and employment agencies from treating individuals differently in hiring, pay, job classification, discipline, discharge, or any other employment condition based on a broad list of protected characteristics — including race, sex, gender identity, religion, disability, sexual orientation, criminal history, credit history, and source of income, among others. The rule also covers discrimination based on a person's perceived or actual association with someone who holds one of those characteristics. Narrow exceptions exist for bona fide occupational qualifications, certain uses of military discharge status, and legally required veteran preferences.
Plain English — not legal advice.
Although § 6-10-030 is an employment-discrimination provision rather than a landlord-tenant rule, property owners and managers who employ staff — such as maintenance workers, leasing agents, or building managers — operate under its requirements when making employment decisions in Chicago. Compliant operators generally apply consistent, documented criteria across all protected classes when hiring, setting compensation, or taking disciplinary action, and they avoid using credit history or criminal history in ways that exceed the limits defined in Sections 6-10-053 and 6-10-054. Reviewing internal hiring and HR policies against the full list of protected characteristics in § 6-10-030 is a common practice among operators seeking to maintain compliance.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Section 6-10-030 of the Chicago Municipal Code is primarily an employment-discrimination provision, but tenants who also work for their landlord or a property-management company — or who are otherwise subject to employment decisions by a housing-related employer — may have protections under this rule. Individuals who believe they have experienced discrimination covered by § 6-10-030 can explore filing a complaint with the Chicago Commission on Human Relations, which administers the city's human-rights ordinance, or consult a tenant-rights or workers'-rights organization for general information about available remedies. Understanding which protected characteristic applies to a given situation is an important first step in identifying what enforcement paths may be available.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated October 14, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
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