Ban the Box / Fair Chance Hiring Laws
Whether public and private employers may ask about criminal history on initial job applications, and when criminal background may first be inquired about.
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| Public Employers | Private Employers | When Asked |
|---|---|---|
| No statewide | No | Anytime (no restriction) |
| No statewide | No | Anytime |
| Yes (state agencies) | No | After initial review |
| No statewide | No | Anytime |
| Yes | Yes (5+ employees) | After conditional offer |
| Yes | Yes (Chance to Compete) | Not on application |
| Yes | Yes | Not on application |
| Yes | No | After 1st interview |
| Local only (Miami, etc.) | No | Anytime |
| Yes (executive order) | No | After interview |
| Yes | Yes | After conditional offer |
| No statewide | No | Anytime |
| Yes | Yes (15+ employees) | After interview/cond. offer |
| Yes (executive order) | No (preempts local) | After interview |
| No statewide | No | Anytime |
| Yes (executive order) | No | After interview |
| Yes (executive order) | No | After interview |
| Yes (state agencies) | No | After interview |
| Yes | No (preempts local) | Not on application |
| Yes | Yes (15+ employees) | After 1st interview |
| Yes | Yes | Not on initial application |
| Yes (executive directive) | No (preempts local) | After interview |
| Yes | Yes | After interview/cond. offer |
| No statewide | No | Anytime |
| Yes (executive order) | No (preempts local) | After interview |
| No statewide | No | Anytime |
| Yes | No | After conditional offer |
| Yes | No | After 1st interview |
| No statewide | No | Anytime |
| Yes | Yes (15+ employees) | After 1st interview |
| Yes | Yes | After review of application |
| Yes | Yes (NYC; state public) | After conditional offer (NYC) |
| Yes (executive order) | No | After interview |
| No statewide | No | Anytime |
| Yes | No (preempts local) | After interview |
| Yes (executive order) | No (preempts local) | After interview |
| Yes | Yes | After interview |
| Yes (executive order) | No (Phila has city law) | After interview |
| Yes | Yes (4+ employees) | After 1st interview |
| No statewide | No | Anytime |
| No statewide | No | Anytime |
| Yes | No | After interview |
| Local only (Austin, etc.) | Austin only | After conditional offer (Austin) |
| Yes | No (preempts local) | After interview |
| Yes | Yes | After interview |
| Yes (executive order) | No | After interview |
| Yes | Yes (Fair Chance Act) | After determining qualified |
| No statewide | No | Anytime |
| Yes (state agencies) | No | After interview |
| No statewide | No | Anytime |
| Yes | Yes (10+ employees) | After conditional offer |
Many cities (NYC, Philadelphia, Chicago, Los Angeles, Seattle, etc.) have stricter Fair Chance ordinances than their state laws. Some states 'preempt' local rules, blocking cities from requiring more. EEOC guidance also applies federally regardless of state law.
This is legal information, not legal advice. Laws vary by jurisdiction and change frequently. Always verify current law with official sources and consult a licensed attorney in your jurisdiction for advice on your specific situation.