Chicago, Ill., Mun. Code ch. 6-10 § 6-10-040
Sexual harassment (Chicago Human Rights Ordinance (HRO))
Operative Text
(a) No employer, employee, agent of an employer, employment agency, or labor organization shall engage in sexual harassment. An employer shall be liable for sexual harassment by nonemployees or nonmanagerial and nonsupervisory employees only if the employer becomes aware of the conduct and fails to take reasonable corrective measures. (b) Every employer shall have a written policy document prohibiting sexual harassment. (1) The written policy document shall include at least the following: (A) A statement that sexual harassment is illegal in Chicago. (B) The definition of sexual harassment as defined in Section 6-10-020 . (C) A requirement that all employees participate in: (i) sexual harassment prevention training annually. (a) Employees shall partici-pate in a minimum of one hour of sexual harassment prevention training annually. (b) Anyone who supervises or manages employees shall participate in a minimum of two hours of sexual harassment prevention training annually. (ii) one hour of bystander training annually. (D) Examples of prohibited conduct that constitute sexual harassment. (E) Details on: (i) how an individual can report an allegation of sexual harassment, including, as appropriate, instructions on how to make a confidential report, with an internal complaint form, to a manager, employer's corporate headquarters or human resources department, or other internal reporting mechanism; and (ii) legal services, including governmental, available to employees who may be victims of sexual harassment. (F) A statement that retaliation for reporting sexual harassment is illegal in Chicago. (2) The written policy document shall be provided in an employee's primary language within the first calendar week of that employee's employment. (c) Every employer shall require its employees to participate in the trainings and time requirements required by Section 6-10-040 (b)(1)(C). For the annual required sexual harassment prevention training, an employer may use the model sexual harassment prevention training program prepared by the State of Illinois required under 775 ILCS 5/2-109, or may establish its own sexual harassment prevention training program that equals or exceeds the minimum standards set in 775 ILCS 5/2-109(B). (d) Every employer shall conspicuously display in at least one location where employees commonly gather posters designed by the Commission about the prohibitions on sexual harassment. The employer shall display at least one poster in English and one poster in Spanish. (e) Each employer shall maintain for at least five years, or for the duration of any claim, civil action, or investigation pending pursuant to this section, whichever is longer, a record of the employer's written policy document prohibiting sexual harassment and trainings given to each employee, and records necessary to demonstrate compliance with this chapter. Failure to maintain these records shall create a presumption, rebuttable by clear and convincing evidence, that the Employer violated this Section 6-10-040 . (f) Any person who violates subsections (b), (c), or (d) of this section shall be subject to a fine of not less than $500.00 nor more than $1,000.00 for each offense. Every day that a violation shall continue shall constitute a separate and distinct offense. (Prior code § 199-4; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 4-27-22, p. 46382, § 11)
Chicago, Ill., Mun. Code ch. 6-10 § 6-10-040 establishes that sexual harassment is prohibited in Chicago workplaces and places affirmative obligations on employers to prevent it. Employers must maintain a written anti-harassment policy, ensure employees complete annual prevention and bystander training, post required notices, and keep compliance records for at least five years. Employers who fail to meet the policy, training, or posting requirements face fines ranging from $500 to $1,000 per offense, with each day of noncompliance counting as a separate offense.
Plain English — not legal advice.
Property owners and managers who employ staff—such as building superintendents, maintenance workers, or leasing agents—are subject to the employer obligations set out in Chicago, Ill., Mun. Code ch. 6-10 § 6-10-040. Compliant operators typically maintain a written sexual harassment policy in employees' primary languages, ensure all staff complete at least one hour of annual prevention training (and two hours for supervisors) plus one hour of bystander training, and display the Commission-designed posters in English and Spanish in common employee areas. Operators also generally retain records of policies and completed trainings for a minimum of five years, since failure to do so creates a rebuttable presumption of a violation under this section.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Workers—including those employed at residential properties—are protected under Chicago, Ill., Mun. Code ch. 6-10 § 6-10-040, which prohibits sexual harassment and requires employers to provide clear reporting channels, including confidential options, as part of their written policy. Employees are entitled to receive that written policy in their primary language within their first week of employment, and the policy must identify legal and governmental resources available to harassment victims. Those who believe their employer has failed to meet these obligations may consider filing a complaint with the Chicago Commission on Human Relations or consulting a tenant- or worker-rights organization for guidance on available enforcement paths.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated September 18, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
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