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Fair Chance hiring law takes effect July 1 for larger employers; requirement prevents background checks until conditional offer
Summary
Speakers explained House Bill 1747 (Fair Chance and Employment Act), effective July 1 for employers with 15+ employees (and Jan. 1, 2027 for all employers). The law bars running background checks until after a conditional offer and creates stepped penalties enforced by the attorney general.
Kelly Olsen, policy manager with Civil Survival, summarized the intent and key provisions of House Bill 1747, which expands prior "ban the box" protections and clarifies enforcement and employer obligations.
"The employer is not able to run a background check until after a conditional offer of employment," Kelly Olsen said, describing the law’s bright‑line change and the rationale that applicants should be evaluated first on qualifications and then on conviction history. She explained employers must hold a position open for two business days after a background check raises concerns, notify applicants in writing of the record at issue and give an opportunity to respond with evidence of errors or rehabilitation.
Olsen described exemptions (positions with federal or safety requirements) and summarized enforcement: a first violation carries a $1,500 penalty (which the Attorney General can waive), a second violation $3,000 and a third $15,000, plus potential damages for applicants. The presentation stressed outreach to employers and HR professionals and encouraged impacted people and advocates to report violations to the Attorney General’s office while the first enforcement year focuses on education.
