HB5174 104TH GENERAL ASSEMBLY

LRB104 18361 RPS 31801 b

104TH GENERAL ASSEMBLY
State of Illinois
2025 and 2026
HB5174

Introduced 2/10/2026, by Rep. Lilian Jiménez

SYNOPSIS AS INTRODUCED:

New Act

Creates the Human Services Equitable Pay Task Force Act. Provides that the Department of Human Services shall establish the Human Services Equitable Pay Task Force. Requires the Task Force to examine and publish a report, by December 1, 2027 and every 2 years thereafter, that studies various issues relating to recruitment, retention, and wage inequity within the human services sector in Illinois. Provides that the Task Force shall examine, among any other issues it chooses to investigate with respect to human services, the following issues: (1) grant levels and reimbursement rate levels that human services providers have received since Fiscal Year 2021; (2) patterns in entry-level wages and wage growth among community-based providers and State agencies; (3) existing State resources and programs that assist in the development of a strong pipeline of workers for human service positions; and (4) funding interventions needed to support the findings generated from the Task Force. Sets forth the membership of the Task Force and requires the Department of Human Services to provide administrative and other support to the Task Force. Provides that the Task Force shall receive the assistance of legislative staff and may employ skilled experts. Effective immediately.

A BILL FOR

AN ACT concerning State government.

Be it enacted by the People of the State of Illinois, represented in the General Assembly:

Section 1. Short title. This Act may be cited as the Human Services Equitable Pay Task Force Act.

Section 5. Findings. The General Assembly finds that:

(1) Research from Illinois Partners for Human Service found that, among 850 surveyed human service professionals in the State, 82% of respondents do not make a living wage, exacerbating the racial wealth gap in Illinois.

(2) Employees of community-based human services providers face significant recruitment and retention issues due to this low pay and because these roles often do not see the same level of robust benefits packages and guaranteed salary steps provided to employees at State agencies who do similar work and have similar titles.

(3) When it comes to closing the pay gap caused by stagnant State contracts, insufficient research in compensation in the human service sector, paired with a lack of shared leadership and advisement from leaders at community-based organizations, has led to the erasure of more than 350,000 workers in the sector and the millions of people they provide services to.

(4) It is the responsibility of State government to ensure the sustainability of the human services workforce and equitable pay in the field, which encourages the flow of opportunities for gainful employment and retention among human service organizations.

Section 10. Definitions. As used in this Act:

"BIPOC" means an individual who self-reports a racial or ethnic identity as Black/African American, Indigenous, or person of color.

"Department" means the Department of Human Services.

"Human services provider" means a nonprofit organization with a human services program funded by the Department that primarily operates for the purposes of providing direct or indirect services in the area or areas of child care and early education services, community-integrated living arrangements, domestic violence prevention and recovery, foster care services, health care and wellness services, homeless and supportive housing services, immigrant supportive services, intellectual/developmental disability services, mobile crisis response, older adult services, workforce development, youth services, and mental, behavioral health, and substance use services. "Human services provider" includes any nonprofit organization that provides services that ensure individuals have the essential elements to build and maintain physical, emotional, and economic well-being at every phase of life, as indicated by providing examples of current or completed successful programs that satisfy this definition. "Human services provider" does not include colleges and universities, local government agencies, correctional centers and county jails, non-safety-net hospitals, State police or municipal police departments, or any public or private preschools, elementary schools, or high schools.

"Professional" means an individual employed by a human services organization that contracts with, is grant-funded, or receives funding from the Department for the purposes of providing direct or indirect services that ensure that individuals have the essential elements to build and maintain physical, emotional, and economic well-being at every phase of life.

"Rate" means the reimbursement rate paid by the Department to a human services provider to deliver services to clients on the State's behalf.

Section 15. Human Services Equitable Pay Task Force.

(a) On or before December 31, 2026, the Department of Human Services shall establish the Human Services Equitable Pay Task Force.

(1) Members of the Task Force shall be appointed by the Governor and shall consist of the following members:

(A) Two representatives of the Department of Human Services.

(B) One representative of a statewide organization representing cross-sector human services providers.

(C) Two representatives of statewide organizations representing human services providers.

(D) One representative of a human services provider based in a rural area in Illinois.

(E) Two representatives of human services providers that have annual budgets of $10,000,000 or higher.

(F) Two representatives of human services providers that have annual budgets under $10,000,000.

(G) One representative of a trade or labor union representing professionals employed by human services providers.

(H) Two human service professionals.

(2) At least 3 members of the Task Force appointed from items (A) through (F) of paragraph (1) must be BIPOC Executive Directors of community-based human service organizations.

(3) The Task Force shall have 2 co-chairs, one from item (A) of paragraph (1) and one from items (B) through (F) of paragraph (1).

(b) The Task Force shall be voluntarily staffed by an external entity.

(c) The Department shall provide administrative and other support to the Task Force.

Section 20. Responsibilities.

(a) The Task Force shall publish a report no later than December 1, 2027, and every 2 years thereafter, that studies various issues relating to recruitment, retention, and wage inequity within the human services sector in Illinois. The Task Force shall examine, among any other issues it chooses to investigate with respect to human services, the following issues:

(1) grant levels and reimbursement rate levels that human services providers have received since Fiscal Year 2021;

(2) patterns in entry-level wages and wage growth among community-based providers and State agencies;

(3) existing State resources and programs that assist in the development of a strong pipeline of workers for human service positions; and

(4) funding interventions needed to support the findings generated from the Task Force.

(b) The Task Force shall receive the assistance of legislative staff and may employ skilled experts and shall report its findings to the General Assembly and the Governor's Office of Management and Budget.

Section 99. Effective date. This Act takes effect upon becoming law.