There may still be a few months to prepare for its implementation, but Illinois enacted amendments to the Child Bereavement Leave Act, expanding the law’s scope and renaming it the “Family Bereavement Leave Act” (FBLA). Under the amendments, which become effective on January 1, 2023, the definition of family members covered by the FBLA is expanded and fertility-related losses are added as acceptable reasons for an employee to take leave under the FBLA. Consequently, employers must now grant bereavement leave, which equates to up to 10 days unpaid leave for the loss of a child, spouse, domestic partner, sibling, parent, parent-in-law, grandchild, grandparent, and step-parent. In addition, covered losses now include a miscarriage, unsuccessful round of intrauterine insemination, a failed adoption, failed surrogacy, a stillbirth or diagnosis that negatively affects fertility. Employee eligibility is defined by the same requirements as the federal Family and Medical Leave Act (FMLA): employee must work for an employer with at least 50 employees and employee must have worked at least 12 months for the employer. Illinois now joins Oregon and Maryland as the only states mandating bereavement leave for employees.