This interactive map has been designed to help employers better understand ban-the-box laws and help them determine when they can inquire into and use an applicant’s criminal history for employment purposes. This map is geared specifically toward private employers only.
Ban the Box and Fair Chance Hiring Laws
The chart below describes “Ban-the-Box” and Fair Chance hiring laws for private employers by jurisdiction. For more information on an individual jurisdiction’s law, click the link in the jurisdiction’s name. Note that the information contained in each state/local summary contains the highlights and is not meant to be a comprehensive discussion of each ban the box law and also does not include other employment laws that might restrict employer consideration of criminal records, including in California, Illinois, New York, and Wisconsin. Moreover, any notice requirements in a state/local law may be in addition to and, thus, do not replace pre-adverse and adverse action notice requirements under the Fair Credit Reporting Act. Finally, employers in all jurisdictions should be mindful of the Equal Employment Opportunity Commission’s guidance on employer consideration of arrests and convictions for employment purposes. Employers should always speak with experienced employment counsel about any legal requirements that may apply to their given situation.