Hiring laws by state and city
Pay range rules, salary history bans, criminal history ("ban the box") rules and AI hiring laws for each place JAI Bot tracks, in plain language.
Federal (all states)
Keeping recordsKeep applications and hiring records for at least one year (EEOC). Covers 15 or more employees.
Other hiring rulesBefore a background check: a stand-alone disclosure and written permission. Before turning someone down because of it: a copy of the report and time to respond. Covers employers of any size.
Albany County
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Austin
Criminal history questionsCriminal history questions: after a conditional job offer. Covers 15 or more employees.
California
AI and automated toolsAutomated tools that help make hiring decisions must not discriminate. Anti-bias testing counts in your favor, and the employer is responsible for its vendors. Covers 5 or more employees.
AI and automated tools · starts January 1, 2027For businesses covered by the California privacy law: a notice before use, a way to opt out or appeal to a person, and answers to access requests. Covers employers of any size.
Other hiring rules · starts July 1, 2027Employers may not rely only on an automated tool to discipline or fire employees. A person must check the tool’s output, and the employee gets a written notice. It does not cover hiring. Covers employers of any size.
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range. Covers 15 or more employees.
Criminal history questionsCriminal history questions: after a conditional job offer. Covers 5 or more employees.
Keeping recordsKeep applications and automated-decision data for at least four years. Covers 5 or more employees.
Chicago
Criminal history questionsCriminal history questions: after the applicant is chosen for an interview, or after a conditional offer. Covers employers of any size.
Cincinnati
No salary history questionsEmployers may not ask applicants about their pay history. Covers 15 or more employees.
Cleveland
No salary history questionsEmployers may not ask applicants about their pay history. Covers 15 or more employees.
Pay range in job postsJob posts must include a good-faith pay range. Covers 15 or more employees.
Colorado
AI and automated tools · starts January 1, 2027Notice when an automated tool is used, a plain-language reason after a decision against the applicant, a way to correct data, and human review. Covers employers of any size.
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range and a general description of benefits. Covers employers of any size.
Criminal history questionsCriminal history questions: not on the first application. Covers 11 or more employees.
Keeping records · starts January 1, 2027Keep records of automated decisions for three years. Covers employers of any size.
Columbus
No salary history questions · starts December 1, 2027Employers may not ask applicants about their pay history. Covers 15 or more employees.
Pay range in job posts · starts December 1, 2027Job posts must include a good-faith pay range. Covers 15 or more employees.
Connecticut
AI and automated tools · starts October 1, 2027Written plain-language notice when an automated tool is a substantial factor in a hiring decision, with more duties after a decision against the applicant. Covers employers of any size.
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range and a general description of benefits. Covers employers of any size.
Criminal history questionsCriminal history questions: not on the first application. Covers employers of any size.
Delaware
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job posts · starts September 26, 2027Job posts must include a good-faith pay range. Covers 26 or more employees.
Hawaii
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range. Covers 50 or more employees.
Criminal history questionsCriminal history questions: after a conditional job offer. Covers employers of any size.
Illinois
AI and automated toolsTell applicants when AI is used in hiring decisions. AI that discriminates, or uses ZIP codes as a stand-in for a protected group, is unlawful. Covers employers of any size.
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range and a general description of benefits. Covers 15 or more employees.
Criminal history questionsCriminal history questions: after an interview, or after a conditional offer if there is no interview. Covers 15 or more employees.
Video interviewsConsent and an explanation before AI analyzes a video interview. Covers employers of any size.
Ithaca
Pay range in job postsJob posts must include a good-faith pay range. Covers 4 or more employees.
Jersey City
Pay range in job postsJob posts must include a good-faith pay range. Covers 5 or more employees.
Kansas City
No salary history questionsEmployers may not ask applicants about their pay history. Covers 6 or more employees.
Los Angeles
Criminal history questionsCriminal history questions: after a conditional job offer. Covers 10 or more employees.
Louisiana
Criminal history questionsCriminal history questions: not before the first interview, or before a conditional offer if there is no interview. Covers employers of any size.
Maine
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range. Covers 10 or more employees.
Criminal history questionsCriminal history questions: not on the first application. Covers employers of any size.
Maryland
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range and a general description of benefits. Covers employers of any size.
Criminal history questionsCriminal history questions: not before the first in-person interview. Covers 15 or more employees.
Video interviewsA signed waiver before facial recognition is used in an interview. Covers employers of any size.
Massachusetts
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range. Covers 25 or more employees.
Criminal history questionsCriminal history questions: not on the first written application. Covers employers of any size.
Minnesota
Pay range in job postsJob posts must include a good-faith pay range and a general description of benefits. Covers 30 or more employees.
Criminal history questionsCriminal history questions: after the applicant is chosen for an interview, or after a conditional offer. Covers employers of any size.
Nevada
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
New Jersey
AI and automated toolsHiring tools, including automated ones, that screen out a protected group without a job-related reason are unlawful, and the employer cannot pass this to the vendor. Covers employers of any size.
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range and a general description of benefits. Covers 10 or more employees.
Criminal history questionsCriminal history questions: after a conditional job offer. Covers 15 or more employees.
New Mexico
Criminal history questionsCriminal history questions: not on the first application. Covers employers of any size.
New York
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range. Covers 4 or more employees.
NYC
AI and automated toolsA yearly independent bias audit with a public summary, and notice to applicants at least 10 business days before the tool is used, including the job qualifications it looks at and how to ask for another way to be reviewed. Covers employers of any size.
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range. Covers 4 or more employees.
Criminal history questionsCriminal history questions: after a conditional job offer. Covers 4 or more employees.
Oregon
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Criminal history questionsCriminal history questions: not before the first interview, or after a conditional offer if there is no interview. Covers employers of any size.
Philadelphia
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Criminal history questionsCriminal history questions: after a conditional job offer. Covers employers of any size.
Portland
Criminal history questionsCriminal history questions: after a conditional job offer. Covers 6 or more employees.
Puerto Rico
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Rhode Island
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Criminal history questionsCriminal history questions: not before the first interview. Covers 4 or more employees.
San Francisco
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Criminal history questionsCriminal history questions: after a conditional job offer. Covers 5 or more employees.
Seattle
Criminal history questionsCriminal history questions: only after the employer screens out applicants who are not qualified. Covers employers of any size.
Suffolk County
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Texas
AI and automated toolsAI must not be used with the intent to discriminate. Covers employers of any size.
Toledo
No salary history questionsEmployers may not ask applicants about their pay history. Covers 15 or more employees.
Vermont
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range. Covers 5 or more employees.
Criminal history questionsCriminal history questions: not on the first application. Covers employers of any size.
Virginia
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range. Covers employers of any size.
Washington
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range and a general description of benefits. Covers 15 or more employees.
Criminal history questionsCriminal history questions: only after the employer finds the applicant otherwise qualified. Covers employers of any size.
Washington, D.C.
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range and a general description of benefits. Covers employers of any size.
Criminal history questionsCriminal history questions: after a conditional job offer. Covers 11 or more employees.
Westchester County
No salary history questionsEmployers may not ask applicants about their pay history. Covers employers of any size.
Pay range in job postsJob posts must include a good-faith pay range. Covers 4 or more employees.
This article is general information, not legal advice. Laws change and details vary, including which employers and jobs are covered. Check the official source or ask an employment lawyer about your situation.
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