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 OverviewConnecticut: Key Requirements
Scroll to view all requirements below.
Ban the Box / Fair Chance Hiring
Employers may not inquire about a prospective employee's prior arrests, criminal charges, or convictions on an initial employment application. This applies to any employer with one or more employees, including the state. Exceptions apply if the employer is required by state or federal law to ask, or if a security or fidelity bond is required for the position.
Criminal Record Lookback Period
Connecticut has no state law limiting how far back a criminal background check can go. Employers must follow the federal FCRA baseline.
Reporting Restrictions
Connecticut has not adopted a mini FCRA or other comprehensive state consumer reporting law. Employers must follow the federal FCRA baseline.
Expunged / Sealed Records
Connecticut's Clean Slate law automatically erases most misdemeanor convictions after 3 years and most Class D, Class E, and unclassified felony convictions carrying a possible sentence of 5 years or less after 7 years, measured from the date of conviction or release, whichever is later. Certain sex offenses, family violence offenses, and offenses involving a deadly weapon are not eligible. Employers may not require an applicant or employee to disclose an erased record and may not discriminate based on one. A consumer reporting agency may not report an erased record and must update its records to delete it once notified by the Judicial Department or a criminal justice agency.
Sex Offender Registry Use & Restrictions
Connecticut permits employers to use publicly available sex offender registry information for employment purposes. Certain registration information may be restricted from public disclosure by court order.
*CRA reporting remains subject to applicable criminal record reporting restrictions.
Salary History Ban
Employers may not inquire about or direct a third party to inquire about a prospective employee's wage or salary history, unless the applicant voluntarily discloses it. Employers may ask about other elements of a compensation structure without asking about their value.
Credit Report Restrictions
Employers may not require an employee or prospective employee to consent to a credit report as a condition of employment unless the employer is a financial institution, the report is required by law, the employer reasonably believes the employee engaged in job related illegal activity, or the report is substantially related to the position, such as a managerial role, a role with fiduciary responsibility, or access to significant employer assets or confidential financial information.
Bankruptcies
Connecticut has no state law limiting the reporting of bankruptcies. Employers must follow the federal FCRA baseline.
Civil Judgments & Lawsuits
Connecticut has no state law limiting the reporting of civil judgments or lawsuits. Employers must follow the federal FCRA baseline.
Tax Liens & Collections
Connecticut 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
Employers may not discharge, refuse to hire, or take adverse action against an employee or applicant based on lawful off duty use of cannabis. *This protection only applies if the employer does not have a written, distributed drug policy addressing off duty cannabis use; if such a policy exists, the employer may enforce it. The protection also does not apply where it would cause the employer to lose a federal contract or federal funding, and does not extend to a list of exempted safety sensitive industries including certain construction, transportation, education, and healthcare roles.
Pre-Adverse Action Notice & Waiting Period
Connecticut has no state law setting a specific waiting period before taking adverse action. Employers must follow the federal FCRA baseline.
Adverse Action Notice Requirements
Connecticut has no state law adding to the federal adverse action notice process. Employers must follow the federal FCRA baseline.
Authorization Requirements
Connecticut 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.
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
Connecticut 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
Connecticut regulates several parts of the hiring process, especially criminal history inquiries, credit reports, and salary history. To stay compliant:
Confirm permissible purpose, provide a standalone disclosure, and obtain written authorization before running a background check. Remove criminal history questions from the initial job application; criminal history may be asked about later in the process, such as during an interview or after a conditional offer. Do not ask about or rely on an applicant's salary or wage history. Obtain written authorization before ordering a credit report, and confirm the position qualifies under one of the statute's permitted categories. Do not require disclosure of a record erased under the Clean Slate law, and do not discriminate based on one. Do not take adverse action against an employee for lawful off duty cannabis use unless you have a written, distributed policy addressing it, or the position falls into an exempted safety sensitive category. Before denying employment based on a conviction, document the individualized assessment considering the nature of the offense, its relationship to the job, evidence of rehabilitation, and time elapsed. Before denying employment based on a report, follow the FCRA adverse action process, including pre-adverse notice, reasonable time to respond, and final adverse notice.Non-compliance can result in civil penalties, damages, and legal liability under both state and local law.
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