Navigate the complex patchwork of employment screening laws across all 50 states and DC. Ban-the-box, salary history bans, lookback limits, and key regulations — all in one place.
Showing 51 of 51 jurisdictions
Key Laws: No state-specific background check restrictions
Follows federal FCRA guidelines. No ban-the-box for private employers.
Key Laws: No state-specific restrictions for private employers
State agencies have ban-the-box policies but private employers are not restricted.
Key Laws: No state-level ban-the-box for private employers
Phoenix has a local ban-the-box ordinance for city contractors.
Key Laws: Criminal record sealing available for certain offenses
Follows federal FCRA. No additional state restrictions for private employers.
Key Laws: AB 1008 (Fair Chance Act), ICRAA, AB 749
Most restrictive state. Cannot ask about criminal history until conditional offer. 7-year lookback for most records. Salary history ban statewide. Individualized assessment required.
Key Laws: Chance to Compete Act (HB 19-1025), Equal Pay Act
Ban-the-box for all employers with 11+ employees. Cannot ask about salary history. 7-year lookback for criminal records.
Key Laws: Fair Chance Employment Act, PA 19-93
Cannot ask about criminal history on applications. Salary history ban. Erasure (expungement) provisions expanded.
Key Laws: Ban the Box (HB 167), Equal Pay Act
Ban-the-box for all employers. Cannot ask about salary history. No lookback limit.
Key Laws: 7-year lookback limit for consumer reports
7-year limit on reporting non-conviction records. No statewide ban-the-box for private employers. Some local ordinances apply.
Key Laws: First Offender Act, record restriction provisions
7-year lookback for consumer reports. No ban-the-box for private employers. First Offender records may be restricted.
Key Laws: HRS §378-2.5, Act 108
Cannot consider criminal history until conditional offer. Salary history ban. 7-year lookback. One of the most protective states.
Key Laws: No state-specific restrictions
Follows federal FCRA guidelines. No additional state restrictions for private employers.
Key Laws: Job Opportunities for Qualified Applicants Act, Equal Pay Act, BIPA
Ban-the-box statewide. Salary history ban. 7-year lookback. BIPA restricts biometric data collection including fingerprints.
Key Laws: Limited expungement provisions
No ban-the-box for private employers. No lookback limit. Some records eligible for expungement.
Key Laws: 7-year reporting limit for consumer reports
7-year lookback for consumer reports. No ban-the-box for private employers.
Key Laws: 7-year reporting limit
7-year lookback for consumer reports. No ban-the-box for private employers.
Key Laws: Expungement provisions for certain offenses
No ban-the-box for private employers. Louisville has a local ban-the-box ordinance.
Key Laws: La. R.S. 23:291, Ban the Box Act
Ban-the-box for employers with 20+ employees. Cannot ask about criminal history on initial application.
Key Laws: LD 1167, Equal Pay Act
Ban-the-box for all employers. Salary history ban. Cannot ask about criminal history on applications.
Key Laws: Fair Access to Employment Act, Equal Pay Act
Ban-the-box for employers with 15+ employees. Salary history ban. 7-year lookback.
Key Laws: CORI Reform Act, Equal Pay Act
Strong ban-the-box. Cannot ask about criminal records on applications. Salary history ban. 7-year lookback for most records.
Key Laws: Clean Slate Act (automatic expungement)
No ban-the-box for private employers. Clean Slate Act provides automatic expungement for eligible offenses.
Key Laws: Ban the Box Law (2014)
Ban-the-box for all employers. Cannot ask about criminal history until interview stage or conditional offer.
Key Laws: No state-specific restrictions
Follows federal FCRA guidelines. No additional state restrictions.
Key Laws: 7-year reporting limit for consumer reports
7-year lookback for consumer reports. Kansas City and St. Louis have local ban-the-box ordinances.
Key Laws: 7-year reporting limit
7-year lookback for consumer reports. No ban-the-box for private employers.
Key Laws: Limited restrictions
No ban-the-box for private employers. Lincoln has a local ban-the-box ordinance.
Key Laws: AB 384 (Ban the Box), SB 293 (Salary History)
Ban-the-box for all employers. Salary history ban. 7-year lookback. Cannot deny employment solely based on criminal history.
Key Laws: RSA 651:5 (annulment provisions)
7-year lookback for consumer reports. No ban-the-box for private employers. Annulment available for certain offenses.
Key Laws: Opportunity to Compete Act, Diane B. Allen Equal Pay Act
Strong ban-the-box for all employers. Salary history ban. Cannot ask about criminal history until after initial interview.
Key Laws: Criminal Offender Employment Act
Ban-the-box for all employers. Cannot ask about criminal history on applications.
Key Laws: Article 23-A, Fair Chance Act (NYC), NYCHRL
Very restrictive. Article 23-A requires individualized assessment. NYC Fair Chance Act is among the strongest in the nation. Salary history ban. 7-year lookback.
Key Laws: 7-year reporting limit for consumer reports
7-year lookback for consumer reports. No ban-the-box for private employers. Charlotte and Durham have local ordinances.
Key Laws: 7-year reporting limit
7-year lookback for consumer reports. No ban-the-box for private employers.
Key Laws: Record sealing provisions
No ban-the-box for private employers. Columbus and Cincinnati have local ban-the-box ordinances.
Key Laws: 7-year reporting limit for consumer reports
7-year lookback for consumer reports. No ban-the-box for private employers.
Key Laws: Ban the Box (HB 3025), Equal Pay Act
Ban-the-box for all employers. Salary history ban. 7-year lookback. Cannot ask about criminal history before interview.
Key Laws: Criminal History Record Information Act
Can only consider felony and misdemeanor convictions. 7-year lookback. Philadelphia has strong local ban-the-box.
Key Laws: Ban the Box Act, Pay Equity Act
Ban-the-box for all employers. Salary history ban. Cannot ask about criminal history on applications.
Key Laws: No state-specific restrictions
Follows federal FCRA guidelines. No additional state restrictions for private employers.
Key Laws: No state-specific restrictions
Follows federal FCRA guidelines. No additional state restrictions.
Key Laws: Criminal Offender Employment Act
No ban-the-box for private employers. Employers who hire ex-offenders may receive liability protection.
Key Laws: 7-year reporting limit for consumer reports
7-year lookback for consumer reports unless salary exceeds $75,000. Austin has a local ban-the-box ordinance (currently enjoined).
Key Laws: Clean Slate Act, 7-year reporting limit
7-year lookback for consumer reports. Clean Slate Act provides automatic expungement for eligible offenses.
Key Laws: Fair Chance Employment Act
Ban-the-box for all employers. Cannot ask about criminal history on applications.
Key Laws: Ban the Box (HB 981)
Ban-the-box for employers with 5+ employees. 7-year lookback for consumer reports.
Key Laws: Washington Fair Chance Act, Equal Pay Act
Strong ban-the-box. Cannot ask about criminal history until after initial determination of qualifications. Salary history ban. 7-year lookback.
Key Laws: No state-specific restrictions
Follows federal FCRA guidelines. No additional state restrictions.
Key Laws: Wis. Stat. §111.335 (substantial relationship test)
Cannot refuse employment based on criminal record unless substantially related to the job. Madison and Milwaukee have local ban-the-box.
Key Laws: 7-year reporting limit
7-year lookback for consumer reports. No ban-the-box for private employers.
Key Laws: Fair Criminal Record Screening Act, Wage Transparency Act
Very strong ban-the-box. Cannot ask about criminal history until conditional offer. Salary history ban. 7-year lookback.