Ban the Box

“Ban the Box” legislation is based on the idea that limiting an employer’s access to applicant conviction records, prior to a job offer, can help ex-offenders find employment based on merit and skills.

This legislation does not force an employer to hire an individual with a criminal record.  The ban would not necessarily prohibit an employer from conducting background checks; the checks would possibly occur later in the hiring process and/or once an offer is extended to the applicant.  Exceptions could exist for certain jobs as mandated by federal law (ex. prohibiting pedophiles from working with children, etc.)

To keep abreast of States and Cities who enact “Ban the Box” legislation, NELP  provides an overview of the current legislation. For the actual legislation, you will need to go directly to the state or city government website to access the passed law(s) in its comprehensive language.

With ExactHire’s ATS, organizations can create multiple employment applications, each specific to your needs and compliance requirements.  If you’re an existing client looking for more information about updating your current employment application(s) and/or creating additional employment applications, please email

Ban the Box Resources

If you’d like to do some additional research on this term, ExactHire has a collection of blogs, white papers, e-books and videos ready for your review. Find the most relevant content below.

Employer Strategies for Hiring Justice Involved
hr legislative update | exacthire
hr legislative update | exacthire
hr legislative update | exacthire
Ban the Box Connecticut | ExactHire
Employment Application Guidelines | Right Questions
ban the box in oregon 2016
New Jersey Opportunity to Compete Act
Employers and Ban the Box
Job Opportunities for Qualified Applicants Act
HEA 1482 Employment Application Language