Ban the Box Laws by State and Municipality.xlsm

	A	B	C	D
1	State	Key Municipalities	Covered Employers	Notes
2	Alabama		N/A
3	Alaska		N/A
4	Arizona		N/A
5	Arkansas		N/A
6	California		Any employer with five or more employees	Criminal background inquiries prohibited until after conditional job offer
7		Compton	Contractors doing business with city	Background check allowed only after conditional job offer
8		Los Angeles	Any employer in the city with 10 or more employees	Criminal history questions only after conditional job offer
9		Richmond	Private employers with 10 or more employees that contract with city	Applies regardless of where the employer is based
10		San Francisco	Applies to employers with 5 or more employees (replaces prior threshold of 20 or more)	Bans criminal inquiries, or requiring disclosure of conviction history, until conditional job offer has been made
11	Colorado		Effective September 1, 2019 for employers with 11 or more employees; effective on or after September 1, 2021 for all employers
12	Connecticut		All employers	Bans criminal history questions on initial job applications with very limited exceptions
13		Hartford	Contractors doing business with the city	Background checks only after conditional employment offer
14		New Haven	Contractors doing business with the city	Background checks only after conditional job offer
15	Delaware		N/A
16	District of Columbia		All employers with more than 10 employees	Background check only after conditional employment offer
17	Florida		N/A
18	Georgia		N/A
19	Hawaii		Private employers	No criminal history inquiries prior to conditional employment offer
20	Idaho		N/A
21	Illinois		Private employers with 15 or more employees	No criminal history inquiries prior to job interview, or until after conditional job offer if no interview occurs
22		Chicago	Private employers with less than 15 employees	Bans criminal history questions prior to job interview, or until after conditional job offer if no interview occurs
23		Cook County	Private employers with less than 15 employees	Mirrors Chicago's criminal history ordinance
24	Indiana		N/A
25		Indianapolis	Contractors doing business with the city	No criminal history questions until after first interview
26	Iowa		N/A
27	Kansas		N/A
28	Kentucky		N/A
29		Louisville	Contractors doing business with the city	City prefers vendors that ban the box on job applications and may terminate contracts with those that do not
30	Louisiana		N/A
31		New Orleans	Contractors doing business with the city	City contractors may not ask criminal history questions on initial job applications
32	Maine		N/A
33	Maryland		N/A
34		Baltimore	All employers with 10 or more employees	No criminal records checks or inquiries until a conditional job offer has been made
35		Montgomery County	Any employer employing 15 or more persons in the county	No criminal history questions or background checks until after first interview
36		Prince George's County	Any employer with 25 or more full-time employees in the county	No criminal history questions or background checks until after first interview
37	Massachusetts		Private employers	Prohibits criminal history questions on initial application form, but also bans inquiries about certain types of crimes later in the hiring process
38		Boston	Contractors/vendors doing business with the city
39		Cambridge	Contractors/vendors doing business with the city
40		Worcester	Contractors/vendors doing business with the city
41	Michigan		N/A
42		Detroit	Contractors doing business with the city when contract is for $25,000 or more	No criminal conviction questions until contractor interviews applicant or determines applicant is qualified
43		Kalamazoo	Contractors providing services to the city for more than $25,000 or those seeking tax abatement	Must show commitment that they don't use criminal history to discriminate in employment
44	Minnesota		Private employers	Bans criminal history inquiries on initial job applications subject to limited exceptions
45	Mississippi		N/A
46	Missouri		N/A
47		Columbia	All employers within city limits	Bans criminal history questions until after conditional job offer
48		Kansas City	Private employers with six or more employees	No criminal history inquiries until after job interview
49	Montana		N/A
50	Nebraska		N/A
51	Nevada		N/A
52	New Hampshire		N/A
53	New Jersey		Any employer with 15 or more employees over 20 calendar weeks	Includes provision preempting local laws, most notably this supersedes a Newark law which applied to employers with five or more employees
54	New Mexico		Private employers	May consider an applicant's conviction after reviewing the application and discussing employment with the applicant
55	New York		N/A
56		Buffalo	Private employers with 15 or more employees/Contractors doing business with the city	Bans criminal history questions on initial job applications
57		New York City	All employers with four or more employees	No criminal inquiries prior to conditional job offer
58		Rochester	All employers with four or more employees and contractors doing business with city	No criminal history inquiries until after initial job interview or conditional job offer
59		Syracuse	City contractors	No criminal history inquiries, background checks until after conditional job offer
60	North Carolina		N/A
61	North Dakota		N/A
62	Ohio		N/A
63	Oklahoma		N/A
64	Oregon		Private Employers	Unlawful to exclude applicant from job interview solely because of a past criminal conviction
65		Portland	Employers with six or more employees	No asking about or accessing criminal records before conditional job offer
66	Pennsylvania		N/A
67		Philadelphia	All employers with at least one employee in the city	No criminal background checks prior to conditional job offer
68		Pittsburgh	Contractors/vendors doing business with the city	Bans criminal history inquiries until applicant is deemed otherwise qualified for a position
69	Rhode Island		Employers with four or more employees	Prohibits criminal history inquiries on initial job applications
70	South Carolina		N/A
71	South Dakota		N/A
72	Tennessee		N/A	Preempts cities and counties from extending state ban the box law to private employers
73	Texas		N/A
74		Austin	Employers with 15 or more employees	No criminal history questions or criminal background checks until conditional job offer has been made
75	Utah		N/A
76	Vermont		Private employers	Bans criminal history questions on an initial job application
77	Virginia		N/A
78	Washington		Private employers	No arrest or conviction questions (or criminal background checks) before job applicant is deemed otherwise qualified for a position
79		Seattle	Any employer with one or more employees	Need "legitimate business reason" to automatically exclude applicants with arrest or conviction record
80		Spokane	Private employers	No criminal history questions before a job interview
81	West Virginia		N/A
82	Wisconsin		N/A
83		Madison	Contractors doing business with city on contracts worth more than $25,000	No criminal history questions, background checks until after conditional offer
84	Wyoming		N/A
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