Illinois § 10-25 Relief and penalties

Illinois Statutes

§ 10-25 — Relief and penalties

Illinois § 10-25

TopicBUSINESS AND EMPLOYMENT

Ch. 820EMPLOYMENT

Act 820 ILCS 226/Illinois Safe and Healthy Workplace Act.

This text of Illinois § 10-25 (Relief and penalties) is published on Counsel Stack Legal Research, covering Illinois primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook

820 Ill. Comp. Stat. 10-25 (2026).

Text

(a)An aggrieved employee, interested party, or the Department of Labor prevailing in a civil action under Section 10-20 or any rules or standards adopted under this Act shall be entitled to all appropriate relief, including declaratory and injunctive relief and any other appropriate relief as deemed necessary by the court to make the employee or employees whole. The court shall award a prevailing employee or interested party reasonable attorney's fees and costs.

(b)With respect to any occupational health and safety rules and standards in the private sector where no federal standard exists and for which no other civil penalties already exist, the court may impose civil penalties as follows:

(1)an employer found to be in violation of the rule or standard may be assessed a civil penalty of

Free access — add to your briefcase to read the full text and ask questions with AI

(a) An aggrieved employee, interested party, or the Department of Labor prevailing in a civil action under Section 10-20 or any rules or standards adopted under this Act shall be entitled to all appropriate relief, including declaratory and injunctive relief and any other appropriate relief as deemed necessary by the court to make the employee or employees whole. The court shall award a prevailing employee or interested party reasonable attorney's fees and costs. (b) With respect to any occupational health and safety rules and standards in the private sector where no federal standard exists and for which no other civil penalties already exist, the court may impose civil penalties as follows: (1) an employer found to be in violation of the rule or standard may be assessed a civil penalty of not more than $1,000 per violation; (2) an employer that repeatedly violates the rule or standard may be assessed a civil penalty of not more than $10,000 per violation; and (3) an employer that willfully violates the rule or standard, or who demonstrates plain indifference to any provision of the rule or standard, may be assessed a civil penalty of not more than $70,000 per violation.