Connecticut Background Check Laws for Employers (2026)
Connecticut background check laws give applicants strong protection. For example, employers cannot ask about criminal history on a first application, and erased records stay off every report.
This guide explains each statute, the agency behind it, the 2026 pay transparency and AI changes, and the steps that keep your hiring compliant.
Connecticut Background Check Laws at a Glance
Connecticut layers several state statutes on top of the federal Fair Credit Reporting Act (FCRA). Consequently, each part of a background check follows its own rule.
The table below lists every major law, what it requires, and the agency that administers it.
| Topic | Statute or Regulation | What It Does | Administered By |
|---|---|---|---|
| Consumer reports | Fair Credit Reporting Act, 15 U.S.C. § 1681 et seq.; Conn. Gen. Stat. § 31-51i(i); § 54-142e | Requires disclosure, authorization, and adverse action notices; screening companies must notify the applicant, report current data, and delete erased records within 30 days. | FTC and CFPB; CT Attorney General |
| State criminal records | Conn. Gen. Stat. § 54-142a | Erases dismissed, nolled, not-guilty, pardoned, and Clean Slate-eligible records so they never reach an employer. | Judicial Branch; DESPP |
| Fair chance / ban the box | Conn. Gen. Stat. § 31-51i(b); § 46a-80(b) | No criminal history questions on the initial application unless law or a bond requires them; state agencies wait until the applicant is otherwise qualified. | CT Department of Labor; CHRO |
| Erased and protected records | § 31-51i(c)–(f); §§ 46a-80a to 46a-80c | Employers cannot request or use erased records; applications need a written erasure notice; discrimination is a CHRO complaint. | CT Department of Labor; CHRO |
| Clean Slate erasure | § 54-142a(e) (Public Act 21-32) | Automatically erases eligible misdemeanors after 7 years and lower felonies after 10 years. | Judicial Branch; DESPP |
| Lookback limits | No state cap; FCRA, 15 U.S.C. § 1681c | Bars reporting non-convictions older than seven years unless the job pays $75,000 or more. | FTC and CFPB |
| Credit reports | Conn. Gen. Stat. § 31-51tt | Credit checks only for financial institutions, legally required roles, or substantially job-related positions. | Labor Commissioner |
| Salary history | Conn. Gen. Stat. § 31-40z (Public Act 26-12) | No wage or salary history questions; every job posting must list the wage range and benefits. | Courts (private action) |
| Drug and marijuana testing | §§ 21a-422o to 21a-422s; § 21a-408p; §§ 31-51t to 31-51aa | Adverse action on a positive THC test needs a written policy or an exempt role; urinalysis needs notice and a confirming test. | Courts (private action); DCP guidance |
| Application questions | Conn. Gen. Stat. § 46a-60(b)(9); Title VII, ADEA, ADA, INA (federal) | Bars questions about pregnancy, child-bearing plans, and family responsibilities, plus federal limits on protected characteristics. | CHRO; EEOC |
| E-Verify | No state mandate; Form I-9, 8 C.F.R. § 274a.2 | E-Verify stays voluntary except for federal contractors with the FAR clause. | USCIS |
| Social media | Conn. Gen. Stat. § 31-40x | Bars requests for applicant and employee personal account passwords. | CT Department of Labor |
| AI hiring tools | Public Act 26-15 | AI use is no defense to a discrimination claim from Oct. 1, 2026; written notice before an automated decision from Oct. 1, 2027. | CT Attorney General |
| Driving records | Conn. Gen. Stat. § 14-10; DPPA, 18 U.S.C. § 2721 | Releases personal data only for permitted uses, such as CDL verification. | CT Department of Motor Vehicles |
| State agency hiring | Conn. Gen. Stat. § 46a-80 | Agencies weigh the crime, rehabilitation, and time elapsed, then give written reasons for any denial. | CHRO |
| Long-term care and home health | Conn. Gen. Stat. § 19a-491c | Requires a fingerprint and abuse registry search for direct-access workers. | CT Department of Public Health |
How the FCRA Applies to Connecticut Employers
Every Connecticut employer that uses a screening company must follow the federal FCRA. Connecticut does not add a separate state disclosure form.
However, state law adds duties for the screening company itself. Follow these four steps on every applicant.
Clear Disclosure
First, give the applicant a standalone written disclosure. 15 U.S.C. § 1681b(b)(2) forbids extra terms on that form.
Written Authorization
Then, collect signed authorization before you order the report. You also certify to BCS Background Screening LLC that you will follow the FCRA.
Pre-Adverse Action
Before you decide against someone, send a copy of the report. Also include the CFPB Summary of Your Rights.
Adverse Action Notice
Finally, wait a reasonable period. Then send the final notice with the screening company contact and dispute rights.
Connecticut twist: under Conn. Gen. Stat. § 31-51i(i), the screening company must also notify the applicant when it reports criminal matters. The notice names the employer receiving the report.
Connecticut Criminal Records and Statewide Court Searches
Connecticut criminal records flow from the Judicial Branch court system and the Department of Emergency Services and Public Protection (DESPP). Together, those two agencies also process every erasure under Conn. Gen. Stat. § 54-142a.
An erased record means the person is treated as never arrested. Therefore, a compliant Connecticut report shows only live cases with their current status and final disposition.
Duties for Background Screening Companies
Screening companies carry their own duties under § 54-142e. For example, companies that buy court data must refresh it monthly.
They must also delete erased records within 30 days of learning about the erasure. If a record slips through, the Attorney General can order removal within five business days.
Violations also count as unfair trade practices. In addition, § 31-51i(i) requires the company to notify the applicant when it reports criminal matters.
How BCS Background Screening LLC Searches Connecticut
Our Connecticut Statewide Criminal Search runs a real-time statewide court search with final dispositions. Most results return within 24 hours.
For courthouse-level verification, a county criminal court search costs $18 plus any court fees. Researchers pull felony and misdemeanor records directly from the court index.
Connecticut Criminal Background Check Lookback Limits
Connecticut sets no separate reporting window like some states. Instead, its erasure laws decide what a report can show, and the federal FCRA limits in 15 U.S.C. § 1681c apply on top.
Misdemeanors Erased
Clean Slate erases eligible misdemeanor convictions 7 years after the most recent conviction. The FCRA also caps arrests and non-convictions at 7 years.
Lower Felonies Erased
Class D and E felonies, plus unclassified felonies with terms of 5 years or less, erase after 10 years. Both periods reset if a new conviction occurs.
Serious Convictions
Class A, B, and C felonies, family violence crimes, and sex-offender-registry offenses stay reportable. Likewise, the FCRA sets no time limit on convictions.
Salary Exemption (Federal)
The FCRA seven-year rule lifts for jobs paying $75,000 or more. Even so, that exception never revives an erased Connecticut record.
Dismissals and not-guilty findings are erased automatically, so they should not appear either. Automatic erasure covers offenses on or after January 1, 2000.
The EEOC rescinded its 2012 guidance on arrest and conviction records on October 28, 2026. Title VII still bars using criminal history as a proxy for race or national origin, and the disparate-impact rule in 42 U.S.C. § 2000e-2(k) remains law. So keep weighing the nature of the offense, the time elapsed, and the duties of the job before you act on any record.
Connecticut Clean Slate Law and Erased Criminal Records
Sealed, Expunged, and Erased Records
Connecticut passed its Clean Slate law as Public Act 21-32, codified at Conn. Gen. Stat. § 54-142a(e). The employer rules took effect January 1, 2023.
However, state IT problems delayed the automatic erasures. Erasures began in early 2024, and the state cleared its backlog of roughly 350,000 cases in July 2026. Now, erasures run on a rolling basis.
The Clean Slate Connecticut program explains eligibility. Meanwhile, DESPP and the Judicial Branch process the erasures.
| Record Type | Statute | Erasure Timing | Key Limits |
|---|---|---|---|
| Eligible misdemeanor conviction | § 54-142a(e) | 7 years after the most recent conviction | Automatic; family-violence and sex-offender-registry offenses excluded |
| Eligible Class D, Class E, or unclassified felony (term of 5 years or less) | § 54-142a(e) | 10 years after the most recent conviction | Automatic; Class A, B, and C felonies excluded |
| Dismissal, nolle, not-guilty finding, or pardon | § 54-142a | Automatic on disposition | The applicant may lawfully deny the matter |
Under § 31-51i(c)–(f), employers cannot require an applicant to disclose erased records. In addition, they cannot deny a job, discharge, or discipline a worker solely because of one.
Jackson Lewis notes the law bans discrimination in pay, terms, and conditions, too. Likewise, § 31-51i protects convictions covered by a provisional pardon or certificate of rehabilitation.
Since January 1, 2023, discrimination based on erased criminal history record information is also a discriminatory practice under §§ 46a-80a to 46a-80c. The Commission on Human Rights and Opportunities (CHRO) handles those complaints.
Any application that asks about criminal history needs the § 31-51i(d) notice. It must say that the applicant need not disclose erased records and may swear under oath to never having been arrested for the erased matter. Shipman & Goodwin recommends printing that notice in bold type.
Arrests and Non-Convictions
Erased records include dismissed, nolled, not-guilty, and pardoned matters. Employers may not ask about them, and an applicant may deny them.
State agencies face an added rule: they may not use arrests not followed by conviction under § 46a-80(e). For every other employer, always confirm the final disposition before you act on any open charge.
Connecticut Ban the Box and Fair Chance Hiring Law
Connecticut “banned the box” for all employers on January 1, 2017. Specifically, Conn. Gen. Stat. § 31-51i(b) bars questions about prior arrests, criminal charges, or convictions on an initial employment application.
Two exceptions apply. First, a state or federal law may require the question. Second, the position may require a security or fidelity bond.
Employers may still ask later in the process. For instance, many ask during the interview or after a conditional offer. According to the National Law Review, the law applies to private and public employers alike.
Applicants may complain to the Connecticut Department of Labor. They may also file with CHRO for erased-record discrimination. Therefore, remove any conviction checkbox from paper and online applications today.
Rules for State Agencies
State agencies face extra limits under Conn. Gen. Stat. § 46a-80. They may not ask about convictions until the applicant is deemed otherwise qualified.
Then they must weigh three factors: the crime’s link to the job, the degree of rehabilitation, and the time elapsed. A provisional pardon or certificate of rehabilitation creates a presumption of rehabilitation.
A denial based on a conviction must be in writing, state the evidence and reasons, and go to the applicant by registered mail. The Commission on Human Rights and Opportunities (CHRO) handles complaints.
Local Fair Chance Ordinances
Several cities go further. Hartford, New Haven, Bridgeport, and Norwich have their own fair chance rules.
Moreover, Hartford and New Haven extend them to city vendors and contractors. The Cornell Criminal Justice and Employment Initiative tracks these local laws.
What a Connecticut Job Application May Ask
Conn. Gen. Stat. § 46a-60(b)(9) applies to every employer with one or more employees. It bars requesting or requiring information from an applicant about child-bearing age or plans, pregnancy, the function of the reproductive system, use of birth control, or familial responsibilities.
The only exception covers information directly related to a bona fide occupational qualification or need. Separately, a physician may ask about workplace exposure to reproductive hazards after the employer discloses the hazard.
Connecticut has no general application-form clause for other characteristics; § 46a-60(b)(6) reaches advertising only. So, federal law decides the four limits below.
Sex, Marital Status, Religion, and Photographs
Title VII, 42 U.S.C. § 2000e-2, makes sex a lawful question only where it is a bona fide occupational qualification. Almost no job meets that test.
The EEOC treats questions about race, sex, religion, marital status, children, or pregnancy as evidence of intent to discriminate. The EEOC also says employers should not ask for a photograph before hire.
Ask instead: whether the applicant can work the schedule, travel, and overtime the job requires. Request a photograph only after hire for a badge.
Date of Birth and Age
The ADEA protects applicants 40 and older at employers with 20 or more employees. Under 29 C.F.R. § 1625.5, a date-of-birth question is closely scrutinized because it deters older applicants.
Your screening company still needs the date of birth to match criminal records. So, collect it on the FCRA authorization form after the conditional offer, never on the application.
Ask instead: “Are you at least 18 (or 21) years old?” where the job has a legal minimum age.
Disability, Health, and Workers’ Compensation
The ADA, 42 U.S.C. § 12112(d)(2), bars disability-related inquiries and medical exams before a conditional offer. Questions about health, prescriptions, prior workers’ compensation claims, or sick leave all count.
GINA, 42 U.S.C. § 2000ff-1(b), separately bars requests for family medical history. Post-offer exams must apply to every entering employee in the job category.
Ask instead: whether the applicant can perform the essential functions with or without reasonable accommodation.
Citizenship, National Origin, and Military Discharge
The Immigration and Nationality Act, 8 U.S.C. § 1324b, bars citizenship-status discrimination at employers with four or more employees. Pre-hire questions about birthplace, immigration status, or a “green card” are evidence of a violation.
USERRA, 38 U.S.C. § 4311, protects uniformed service. Do not ask the type of military discharge on an application; ask only after the offer where a law or license requires it.
Ask instead: “Are you legally authorized to work in the United States?” and “Will you need sponsorship for an employment visa?”
EEO self-identification is different. Collect race, ethnicity, sex, veteran, and disability status on a separate, voluntary form kept away from decision-makers. Private employers with 100 or more employees file the EEO-1 report each year under 29 C.F.R. § 1602.7.
Credit Reports, Salary History, Drug Testing and More
Employment Credit Reports
Connecticut limits credit reports for hiring under Conn. Gen. Stat. § 31-51tt. It covers every employer with one or more employees, including the state and its political subdivisions.
Generally, an employer cannot require credit report consent as a condition of employment. Instead, the check must fit an exemption.
- The employer is a financial institution, such as a bank, credit union, insurer, or broker-dealer.
- Another law requires the credit report.
- The employer reasonably believes the employee engaged in specific activity that violates a law related to the employment.
- The report is substantially related to the job, and the employer discloses that purpose in writing.
“Substantially related” covers specific roles. For example, it includes managers who set the direction of the business, workers with fiduciary duties, and staff with an expense account or corporate card.
It also covers access to personal or financial information beyond routine retail transactions, trade secrets, or nonfinancial assets worth $2,005 or more. The Labor Commissioner investigates complaints, and the civil penalty is $300 per violating inquiry.
Salary History and Pay Transparency
Connecticut bans salary history questions under Conn. Gen. Stat. § 31-40z. Specifically, you cannot ask about an applicant’s wage or salary history unless the applicant volunteers it.
In addition, you must give the wage range on request or before an offer. Employees also receive it at hire, on a change of position, or on first request.
Public Act 26-12 (HB 5003) amended the law on October 1, 2026. As a result, every internal and external job posting must now include the wage range and a general description of benefits.
The rule covers all employers and every position performed in Connecticut. It also covers out-of-state positions that report to a Connecticut-based supervisor.
Meanwhile, employers with 100 or more employees must publish a pay-code guide. Applicants may sue within two years, although the amendment removed punitive damages.
Drug and Marijuana Testing
Connecticut legalized adult-use cannabis in 2021. As a result, Conn. Gen. Stat. §§ 21a-422o to 21a-422s limit hiring decisions based on a positive pre-employment THC test. An employer may rescind an offer only in certain cases.
- A written policy prohibiting cannabis use was given to the applicant.
- The employer is an exempted employer under § 21a-422o, or the role is federally regulated or requires a clearance.
- Hiring would breach a federal contract or funding rule.
- A collective bargaining agreement allows it.
Littler lists the exempt industries. They include health care, construction, transportation, manufacturing, public safety, and education.
Separately, medical cannabis patients get added protection under § 21a-408p and may not be refused employment for patient status. In addition, you cannot penalize off-duty use without a policy or impairment. Applicants may sue for violations.
Private employers must also follow §§ 31-51t to 31-51aa for urinalysis. Under § 31-51v, you must tell applicants in writing at application that you will test.
Then § 31-51u requires a second confirming test before any decision. Aggrieved applicants may bring a civil action for damages, so put your drug policy in writing and hand it to candidates with the conditional offer.
Motor Vehicle Records
The Connecticut Department of Motor Vehicles keeps driver histories. Under Conn. Gen. Stat. § 14-10, the DMV releases personal data only for permitted uses, such as verifying commercial and passenger license holders.
The federal Driver’s Privacy Protection Act adds similar limits. Motor carriers also follow 49 C.F.R. § 391.23, which requires a three-year driving record from every state that licensed the driver within 30 days of hire.
Order motor vehicle records for delivery, trucking, sales, and CDL positions.
E-Verify and Form I-9
Connecticut does not mandate E-Verify for private or public employers. E-Verify stays voluntary except for federal contractors with the FAR clause at 48 C.F.R. 52.222-54.
Every employer must still complete Form I-9 for each new hire under 8 C.F.R. § 274a.2. Finish Section 1 by the first day of work and Section 2 within three business days.
Social Media and Passwords
Connecticut has a social media password law, Conn. Gen. Stat. § 31-40x. Therefore, do not ask applicants or employees for their personal account passwords.
Automated and AI Hiring Tools
Connecticut enacted Public Act 26-15, the Connecticut Artificial Intelligence Responsibility and Transparency Act, on May 29, 2026. Since October 1, 2026, using automated employment-related decision technology is no defense to a discrimination complaint under the Fair Employment Practices Act.
Evidence of anti-bias testing may be considered. WARN-type layoff notices must also state whether the layoff relates to the employer’s use of AI.
Starting October 1, 2027, employers that deploy such technology must give applicants and employees written notice. The notice names the tool, its purpose and trade name, the categories and sources of personal data it processes, and contact information.
Paul Hastings notes the Attorney General alone enforces the notice rule as an unfair trade practice, with a 60-day cure period and no private right of action. So review any automated scoring of criminal or credit records now.
The EEOC rescinded its 2012 guidance on arrest and conviction records on October 28, 2026. Title VII still bars using criminal history as a proxy for race or national origin, and the disparate-impact rule in 42 U.S.C. § 2000e-2(k) remains law. So keep weighing the nature of the offense, the time elapsed, and the duties of the job before you act on any record.
Industry-Specific Connecticut Screening Laws
Some Connecticut jobs require extra checks. Others limit what you may consider. These statutes matter most for regulated employers.
Long-Term Care and Home Health
Under Conn. Gen. Stat. § 19a-491c, the Department of Public Health runs a fingerprint and abuse registry search for direct-access workers. Providers paid with federal healthcare funds also screen the HHS-OIG exclusion list before hire and monthly.
State Agency Jobs
Under § 46a-80, state agencies wait until a candidate qualifies. Then they weigh the crime, rehabilitation, and time elapsed, and give written reasons for any denial. CHRO enforces.
Banks and Financial Firms
Financial institutions may use credit reports under § 31-51tt. Broker-dealers and insurers also receive limited erased-record exceptions under § 31-51i.
Trucking and CDL Drivers
Carriers need three years of driving records from each licensing state under 49 C.F.R. § 391.23. The DMV releases CDL data under § 14-10, and DOT Part 40 testing overrides state cannabis protections.
Cannabis-Exempt Employers
Health care, construction, transportation, manufacturing, public safety, and education employers are exempted employers under § 21a-422o. They may act on a positive THC test.
Drug-Testing Employers
Give written notice at application under § 31-51v. Afterward, confirm any positive urinalysis with a second test under § 31-51u before you decide.
What Changed for Connecticut Employers in 2026
Connecticut passed two major employment laws in 2026, and its Clean Slate erasures finally caught up. Two federal changes also affect how Connecticut employers screen this year.
Every job posting must list the wage range and benefits
Public Act 26-12 (HB 5003) amended Conn. Gen. Stat. § 31-40z effective October 1, 2026. All employers must now include the wage range and a general description of benefits in every internal and external posting.
The rule covers positions performed in Connecticut and positions outside the state that report to a Connecticut-based supervisor. Employers with 100 or more employees must also publish a pay-code guide.
Applicants keep a private right of action within two years, although the amendment removed punitive damages. The ban on salary history questions is unchanged.
What to do: Add a wage range and benefits summary to every posting template, including internal postings. Confirm no application or interview script asks about prior pay.
Source: Conn. Gen. Stat. § 31-40z, as amended by Public Act 26-12. Read the law
AI use is no defense to a discrimination complaint
Public Act 26-15 (SB 5), the Connecticut Artificial Intelligence Responsibility and Transparency Act, was signed May 29, 2026. From October 1, 2026, use of automated employment-related decision technology is not a defense to a discrimination complaint under the Fair Employment Practices Act.
Evidence of anti-bias testing may be considered. WARN-type notices must also state whether a layoff relates to the employer’s use of AI.
What to do: Inventory every tool that scores applicants, including automated reviews of criminal or credit results. Document anti-bias testing and keep a human in the final decision.
Source: Public Act 26-15 (2026). Read the law
Prepare written AI notices for applicants and employees
From October 1, 2027, employers deploying automated employment-related decision technology must give applicants and employees notice of the technology, its purpose, trade name, the categories and sources of personal data it processes, and contact information.
Developers must supply deployers the information needed to comply. Notice violations are unfair trade practices enforced only by the Attorney General, with a 60-day cure period and no private right of action.
What to do: Ask each vendor now for the tool’s trade name, purpose, and data sources. Draft the notice so it is ready before the 2027 deadline.
Source: Public Act 26-15 (2026). Read the law
Clean Slate backlog cleared; erasures now run on a rolling basis
Clean Slate erasures under Conn. Gen. Stat. § 54-142a(e) began in early 2024 after state IT delays. In July 2026, the state cleared its backlog of roughly 350,000 cases.
Erasures now run on a rolling basis. Consequently, a conviction that appeared on a report last year may be erased today, and § 54-142e gives screening companies 30 days to delete it.
What to do: Never rely on an old report. Order a fresh search for each hiring decision, and confirm your screening company refreshes Connecticut court data at least monthly.
Source: Conn. Gen. Stat. § 54-142a(e); § 54-142e. Read the program guide
EEOC rescinds its 2012 arrest and conviction guidance
The Commission voted on October 28, 2026 to rescind the 2012 Enforcement Guidance on arrest and conviction records, effective immediately. The rescission does not revive the 1987 and 1990 policy statements.
The EEOC says employers need not abandon lawful practices adopted under the rescinded guidance, and it will keep enforcing Title VII. Disparate-impact claims under 42 U.S.C. § 2000e-2(k) remain available to private plaintiffs and under state law.
What to do: Keep the individualized assessment and the written job-related criteria. They come from the courts (Green v. Missouri Pacific) and from state and local fair-chance laws, not from the rescinded guidance.
Source: EEOC press release, Oct. 29, 2026. Read the release
Medical marijuana moved to Schedule III; DOT testing is unchanged
DEA’s final rule of April 28, 2026 moved FDA-approved marijuana drug products and marijuana dispensed under state medical-marijuana licenses to Schedule III. All other marijuana remains Schedule I.
DOT testing is unchanged. 49 C.F.R. Part 40 still tests for marijuana, and DOT’s Office of Drug and Alcohol Policy and Compliance stated in May 2026 that state medical-marijuana use is not a legitimate medical explanation for a positive result under 49 C.F.R. § 40.137.
What to do: Keep testing CDL drivers and other safety-sensitive employees for marijuana under Part 40. For every other Connecticut role, follow §§ 21a-422o to 21a-422s and your written cannabis policy.
Source: DEA final rule, 91 FR, Doc. 2026-08176; 49 C.F.R. § 40.137. Read DOT’s guidance
Connecticut Employment Screening Services
BCS Background Screening LLC delivers FCRA-compliant Connecticut screening. Every criminal result shows the current case status and final disposition, and you order everything from one secure business account.
Connecticut Statewide Criminal Search
Real-time statewide court search with final dispositions. Most results return within 24 hours.
County Criminal Court Search
Researcher-verified felony and misdemeanor records from the courthouse in any county. Price: $18 plus court fees.
SSN Trace
Reveals names, aliases, and 10+ years of address history to target county searches.
Nationwide Criminal Database
Locate records in other states, then verify each hit at the source court.
Federal Criminal Search
Find federal crimes, such as fraud and embezzlement, that state courts never see.
Motor Vehicle Records
Driving histories for delivery, trucking, sales, and CDL positions.
FACIS® Healthcare Sanctions Search
Screens HHS-OIG, SAM.gov, and state licensing board sanctions for long-term care and home health hires.
Mobile Applicant Self-Screening
Send a secure link so applicants e-sign the FCRA disclosure on their phones.
Access to SSN Trace functionality is restricted at initial registration. This feature cannot be accessed at initial signup until your organization’s business use case is verified.
Connecticut Employer Compliance Checklist
- Remove criminal history questions from initial job applications.
- Add the bold § 31-51i(d) erased-record notice to any later criminal history form.
- Remove pregnancy, family-responsibility, sex, religion, citizenship, and photograph questions from the application.
- Collect the date of birth on the FCRA authorization after the conditional offer, never on the application.
- Give a standalone FCRA disclosure and collect signed authorization.
- Confirm your screening company deletes erased records within 30 days.
- Order credit reports only for exempt or substantially job-related roles.
- Remove salary history questions and list the wage range and benefits in every job posting.
- Share a written drug and cannabis policy before any THC test.
- Send pre-adverse and adverse action notices with the Summary of Rights.
- Prepare written AI hiring tool notices before October 1, 2027, and check Hartford, New Haven, Bridgeport, and Norwich rules for local roles.
Connecticut Employment Screening Law FAQs
Can Connecticut employers ask about criminal history on a job application?
No, not on the initial application. Conn. Gen. Stat. § 31-51i(b) bans those questions for all employers. The exceptions cover jobs where law requires the question or a security or fidelity bond is needed.
The Connecticut Department of Labor enforces the rule. Employers may ask later, such as during an interview.
How far back do criminal background checks go in Connecticut?
Connecticut sets no separate reporting window. Instead, Clean Slate under § 54-142a erases eligible misdemeanors after 7 years and lower felonies after 10 years. Erased records cannot be reported.
The federal FCRA also limits arrests and non-convictions to 7 years. The Judicial Branch and DESPP process erasures.
What is Connecticut’s Clean Slate law, and how does it affect employers?
Public Act 21-32 created automatic erasure for many older convictions. Under § 31-51i, employers cannot request, use, or discriminate based on erased records. Applications need the § 31-51i(d) notice explaining erased records.
Complaints go to the Department of Labor or CHRO. Erasures began in early 2024, the state cleared its backlog in July 2026, and erasures now run on a rolling basis.
Can Connecticut employers run credit checks on applicants?
Only in limited cases. Conn. Gen. Stat. § 31-51tt allows credit checks for financial institutions and legally required roles. It also allows them when the report is substantially job-related and disclosed in writing.
The Labor Commissioner enforces the law. The civil penalty is $300 per violating inquiry.
What must a background screening company do under Connecticut law?
Under § 31-51i(i), it must notify the applicant when it reports criminal matters. It must also keep records complete and current.
Section 54-142e requires deleting erased records within 30 days. The Connecticut Attorney General enforces these duties as unfair trade practices.
Can a Connecticut employer refuse to hire after a positive cannabis test?
Sometimes. Conn. Gen. Stat. §§ 21a-422o to 21a-422s allow it with a written policy given to the applicant. Exempted employers, federally regulated roles, federal contracts, and union agreements also qualify.
Additionally, § 31-51v requires written notice of drug testing at application. Applicants enforce these rights through civil lawsuits.
What may a Connecticut employer ask on a job application?
Conn. Gen. Stat. § 46a-60(b)(9) bars questions about pregnancy, child-bearing plans, birth control, or family responsibilities unless a bona fide occupational qualification requires them. CHRO enforces it.
Federal law adds the rest: Title VII, the ADEA, the ADA, and the INA bar pre-offer questions about sex, religion, age, disability, and citizenship status. Collect the date of birth on the FCRA authorization after the conditional offer, not on the application.
What does Connecticut’s AI hiring law require?
Public Act 26-15 took effect October 1, 2026. From that date, using automated employment-related decision technology is no defense to a discrimination complaint under the Fair Employment Practices Act.
Starting October 1, 2027, employers must give written notice naming the tool, its purpose, and the personal data it uses. The Connecticut Attorney General alone enforces the notice rule, with a 60-day cure period.
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This page provides general information about Connecticut background check laws, not legal advice. Laws change often, so consult an employment attorney before you finalize a screening policy. Revised October 29, 2026.