Resource Center

Ban the Box

Question: What cities/counties/states have enacted Ban the Box legislation?

Response & Analysis:

“Ban the Box” legislation — or legislation that limits an employer’s right to inquire into a job applicant’s criminal history — is on the rise across the country. Named for the box appearing on many employment applications that an applicant is asked to check to indicate that he or she has a criminal record, these laws are meant to remove barriers to employment for qualified workers with criminal records. Cities, counties and states are increasingly passing Ban the Box laws that have varying and sometimes broad applications. Such legislation may apply to employment by cities or state agencies, private employers, contractors and/or vendors depending on where the employer is doing business.

Statewide Ban the Box Policies:

As of February 2018, 30 states have adopted statewide Ban the Box policies.

1. Arizona 7. Hawaii* 13. Massachusetts* 19. New Mexico 25. Rhode Island*
2. California 8. Illinois* 14. Minnesota* 20. New York 26. Tennessee
3. Colorado 9. Indiana 15. Missouri* 21. Ohio 27. Utah
4. Connecticut* 10. Kentucky 16. Nebraska 22. Oklahoma 28. Vermont*
5. Delaware 11. Louisiana 17. Nevada 23. Oregon* 29. Virginia
6. Georgia 12. Maryland 18. New Jersey* 24. Pennsylvania 30. Wisconsin

* While all bans apply to public employers, these states have extended the ban to also cover private employers. Source: http://www.nelp.org

City and County Ban the Box Policies:

As of February 2018, more than 150 cities and counties have adopted Ban the Box policies.

Alabama
Birmingham

Arizona
Coconino County
Maricopa County
Pima County
Tucson

Arkansas
Pulaski County

California
Alameda County
Berkeley
Carson
Compton*
East Palo Alto
Los Angeles*
Oakland
Pasadena
Richmond
Sacramento
San Francisco*
Santa Clara County

Connecticut
Bridgeport
Hartford*
New Haven*
Norwich

Delaware
New Castle County
Wilmington

District of Columbia
Washington, D.C.*

Florida
Broward County
Clearwater Beach
Daytona Beach
Ft. Myers
Gainesville
Jacksonville
Miami-Dade County
Orlando
Palm Beach County
Pompano Beach
Sarasota
St. Petersburg
Tallahassee
Tampa

Georgia
Albany
Atlanta
Augusta
Fulton County
Macon-Bibb County
Savannah

Illinois
Chicago*
Cook County

Indiana
Indianapolis
Kansas
Kansas City
Wichita
Wyandotte County

Kentucky
Louisville

Louisiana
New Orleans

Maryland
Baltimore*
Montgomery County*
Prince George's County*

Massachusetts
Boston*
Cambridge*
Worcester*

Michigan
Ann Arbor
Detroit*
East Lansing
Ferndale
Genesee County
Kalamazoo
Muskegon County
Saginaw County

Minnesota
Minneapolis
St. Paul

Missouri
Columbia*
Jackson County
Kansas City*
St. Louis

New Jersey
Atlantic City*
Newark*

New York
Albany County
Buffalo*
Dutchess County
Ithaca
Newburgh
New Rochelle
New York*
Poughkeepsie
Rochester*
Syracuse
Tompkins County
Ulster County
Yonkers

North Carolina
Asheville
Buncombe County
Carrboro
Charlotte
City of Durham
Cumberland County
Durham County
Mecklenburg County
Spring Lake
Ohio
Akron
Canton
Cincinnati
Cleveland
Dayton
Hamilton County
Lucas County
Massillon
Newark
Cuyahoga County
Summit County
Youngstown

Oregon
Multnomah County
Portland*

Pennsylvania
Allegheny County
Allentown
Bethlehem
Lancaster
Montgomery County
Philadelphia*
Pittsburgh*

Rhode Island
Providence

South Carolina
Spartanburg

Tennessee
Chattanooga
Hamilton County
Memphis
Nashville

Texas
Austin*
Dallas County
San Antonio*
Travis County

Virginia
Alexandria
Arlington County
Charlottesville
Danville
Fairfax County
Fredericksburg
Harrisonburg
Newport News
Norfolk
Petersburg
Portsmouth
Prince William County
Richmond
Roanoke
Virginia Beach

Washington
Seattle*
Spokane
Tacoma

Wisconsin
Dane County
Milwaukee County
Milwaukee
Racine County

* While all bans apply to public employers, these cities and counties have extended the ban to also cover private employers. Source: http://www.nelp.org

All Rights Reserved © 2017 Business Information Group, Inc.
This document and/or presentation is provided as a service to our customers. Its contents are designed solely for informational purposes, and should not be inferred or understood as legal advice or binding case law, nor shared with any third parties. Persons in need of legal assistance should seek the advice of competent legal counsel. Although care has been taken in preparation of these materials, we cannot guarantee the accuracy, currency or completeness of the information contained within it. Anyone using this information does so at his or her own risk.

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