Federal Law (FCRA)
The Fair Credit Reporting Act (FCRA) establishes the federal minimum requirements for employment background checks, including disclosure and authorization requirements, consumer rights, and the adverse action process. Many states impose additional requirements that employers must also follow.
Read FCRA Overview →Wyoming: Key Requirements
Scroll to view all requirements below.
Ban the Box / Fair Chance Hiring
Wyoming does not have a ban the box law for public or private employers statewide. Employers may ask about criminal history on the initial job application and at any stage of the hiring process.
Criminal Record Lookback Period
Wyoming has no state law limiting how far back a criminal background check can go. Employers must follow the federal FCRA baseline.
Reporting Restrictions
Wyoming has not adopted a mini FCRA or other comprehensive state consumer reporting law. Employers must follow the federal FCRA baseline.
Expunged / Sealed Records
Wyoming allows a person to petition to expunge an arrest record after 180 days if the case was dismissed, resulted in acquittal, or no charges were filed. Certain misdemeanor convictions may also be expunged through a separate petition process. Once expunged, the record is sealed from public access, and the individual does not have to disclose it to employers.
Salary History Ban
Wyoming does not have a salary history ban. Employers may ask applicants about their previous pay.
Credit Report Restrictions
Wyoming does not restrict an employer's use of consumer credit reports in hiring decisions.
Bankruptcies
Wyoming has no state law limiting the reporting of bankruptcies. Employers must follow the federal FCRA baseline.
Civil Judgments & Lawsuits
Wyoming has no state law limiting the reporting of civil judgments or lawsuits. Employers must follow the federal FCRA baseline.
Tax Liens & Collections
Wyoming has no state law limiting the reporting of paid tax liens or collection accounts. Employers must follow the federal FCRA baseline.
Marijuana / Drug Testing Protections
Wyoming has no marijuana program of any kind, medical or recreational. The only exception is a narrow allowance for low THC CBD oil for patients with intractable epilepsy. Employers may test for marijuana, enforce a zero tolerance policy, and take adverse action based on a positive test.
Pre-Adverse Action Notice & Waiting Period
Wyoming has no state law setting a specific waiting period before taking adverse action. Employers must follow the federal FCRA baseline.
Adverse Action Notice Requirements
Wyoming has no state law adding to the federal adverse action notice process. Employers must follow the federal FCRA baseline.
Authorization Requirements
Wyoming has no state law governing background check authorization. Employers must follow the federal FCRA baseline.
Individualized Assessment
No statute. EEOC guidance under Title VII applies.
Childcare Screening
Wyoming requires a full national fingerprint based criminal history check, renewed every 5 years, along with an annual Wyoming Central Registry check and sex offender registry checks, for providers, directors, staff, volunteers, substitutes, and household members age 18 or older at licensed childcare facilities.
Unless otherwise noted, the information on this page applies to private sector employment. Government employers and certain regulated industries may be subject to additional or different requirements.
Local Ordinances That May Apply
Click a jurisdiction below to view full details.
No Local Ordinances
Wyoming has no local ordinances regulating criminal history inquiries by private employers.
This list reflects known local ordinances at the time of publication and may not be exhaustive. Employers should confirm requirements for every city or county where they hire.
What This Means for Employers
Wyoming gives employers wide latitude, but a few requirements still apply. To stay compliant:
Provide a clear disclosure and obtain written authorization before running a background check. Do not ask about or consider expunged criminal records. Run the required fingerprint based background check and Central Registry check before hiring for any childcare role. Follow the FCRA's pre-adverse and final adverse action process before denying employment based on a report. Marijuana use does not need to be accommodated for any applicant or employee; zero tolerance policies are fully enforceable.Non-compliance can result in civil penalties, damages, and legal liability under both state and local law.
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Get a printable, one-page comparison of FCRA vs. Wyoming law.