At-a-Glance Compliance Overview

State Mini-FCRA Laws

Connecticut maintains a consumer reporting statute that supplements the federal Fair Credit Reporting Act.

The statute is codified at:

Connecticut Fair Credit Reporting Act — Conn. Gen. Stat. §36a-695 through §36a-719

The law governs consumer reporting agencies operating in Connecticut and establishes requirements similar to those found in the federal FCRA.

Key provisions include:

• regulation of consumer reporting agency practices
• procedures for consumer disputes and corrections
• requirements governing the accuracy and disclosure of consumer report information.

Employers using third-party background screening providers must comply with both the federal FCRA and Connecticut’s consumer reporting law when ordering employment background checks.

Criminal Record Reporting Rules

Connecticut does not impose a state-specific lookback limit on reporting criminal convictions in consumer reports.

As a result, criminal convictions may generally be reported without time limitation under FCRA §605(a)(5) unless another law restricts access to the records.

Non-conviction information is governed by federal law. Under the Fair Credit Reporting Act, consumer reporting agencies generally may not report arrests, indictments, or other adverse non-conviction information that is more than seven years old.

Erased Criminal Records

Connecticut law provides strong protections for erased criminal records.

Under Conn. Gen. Stat. §54-142a, criminal records are erased when:

• charges are dismissed
• the individual is acquitted
• the prosecution is nolled and the statutory waiting period passes.

Once a record has been erased, individuals may legally state that the arrest or charge did not occur, and employers may not require disclosure of erased records.

Fair Chance / Ban-the-Box Law

Connecticut adopted a statewide ban-the-box law regulating criminal history inquiries.

The statute appears in:

Conn. Gen. Stat. §31-51i

Employer Coverage

The law applies to both public and private employers in Connecticut.

Criminal History Inquiry Timing

Employers may not ask about an applicant’s criminal history on the initial employment application.

Employers may inquire about criminal history later in the hiring process.

Exceptions

The restriction does not apply when:

• federal or state law requires a criminal background check
• the employer is legally prohibited from hiring individuals with certain criminal convictions
• the position requires security clearance.

Applications that ask about criminal history must include statutory notice language informing applicants that they are not required to disclose erased records.

Credit Check Restrictions

Connecticut restricts employer use of credit reports under:

Conn. Gen. Stat. §31-51tt

General Rule

Employers may not obtain a credit report for employment purposes unless the information is substantially related to the position.

Exceptions

Credit checks may be permitted when:

• the position involves managerial responsibility
• the position involves access to confidential financial information
• the employer is a financial institution
• credit checks are required by law.

Employers should document the job-related justification when obtaining credit reports.

Cannabis Use and Drug Testing Rules

Connecticut legalized recreational marijuana through the Responsible and Equitable Regulation of Adult-Use Cannabis Act.

The law provides employment protections related to lawful cannabis use.

Recreational Cannabis

Employers generally may not refuse to hire or take adverse employment action against an individual solely because the individual uses cannabis outside of work, unless an exception applies.

Employers may still:

• prohibit cannabis use during work hours
• prohibit impairment during work
• maintain drug-free workplace policies.

Exceptions

Employers may impose stricter policies for:

• safety-sensitive positions
• positions requiring compliance with federal drug-testing rules
• positions where impairment would create a safety risk.

Medical Marijuana

Connecticut law also protects registered medical marijuana patients from employment discrimination.

The statute appears in:

Conn. Gen. Stat. §21a-408p

Employers generally may not refuse to hire or discharge an individual solely because the person is a qualifying medical marijuana patient unless federal law requires otherwise.

Pay Equity and Salary History Rules

Connecticut restricts employer inquiries into compensation history.

Under Conn. Gen. Stat. §31-40z, employers may not ask applicants about their wage or salary history during the hiring process.

Applicants may voluntarily disclose their wage history, but employers may not require that disclosure.

Pay Transparency

The same statute requires employers to disclose wage ranges.

Employers must provide the wage range:

• upon the applicant’s request
• or at the time an offer of compensation is made.

Local Fair Chance or Screening Ordinances

Connecticut does not currently maintain municipal fair chance hiring ordinances that apply to private employers beyond the statewide ban-the-box law.

Employers operating throughout Connecticut generally follow the same statewide criminal history inquiry rules.

Record Sealing / Clean Slate Laws

Connecticut implemented a Clean Slate law providing automatic record erasure for certain criminal convictions after defined waiting periods.

The law took effect beginning in 2023 and allows automatic erasure of certain:

• misdemeanor convictions
• lower-level felony convictions.

The provisions appear in Conn. Gen. Stat. §54-142a and related statutes.

Once records are erased, the individual may legally state that the arrest or conviction did not occur, and the record generally may not appear in employment background checks.

Key Statutes

• Connecticut Fair Credit Reporting Act — Conn. Gen. Stat. §36a-695 – §36a-719
• Connecticut Ban-the-Box Law — Conn. Gen. Stat. §31-51i
• Connecticut Credit Check Restrictions — Conn. Gen. Stat. §31-51tt
• Connecticut Wage History Ban / Pay Transparency — Conn. Gen. Stat. §31-40z
• Connecticut Medical Marijuana Employment Protections — Conn. Gen. Stat. §21a-408p
• Connecticut Criminal Record Erasure Statute — Conn. Gen. Stat. §54-142a

Employer Compliance Checklist

Employers conducting background checks in Connecticut should implement several compliance practices.

Remove criminal history questions from initial job applications.

Ensure applications include notice language stating that erased criminal records do not need to be disclosed.

Ensure background screening providers exclude erased criminal records from employment reports.

Limit credit checks to positions where credit history is substantially related to the job.

Avoid requesting salary history during the hiring process.

Provide wage range information when required under Connecticut law.

Review workplace drug testing policies to ensure compliance with Connecticut cannabis employment protections.

Follow federal Fair Credit Reporting Act disclosure and adverse action procedures when using consumer reports.