Ban the Box legislation is back in the spotlight in 2026 as lawmakers revisit how and when employers can consider criminal records. After years of attention on clean slate laws that seal or expunge records, new filings show renewed interest in regulating hiring timelines instead. Bills introduced in New York, Kentucky, Mississippi, and Oklahoma all aim to delay criminal history inquiries until later in the hiring process. For employers, the shift raises practical questions about applications, interviews, and background check workflows. The message from statehouses is clear: timing matters as much as access. And compliance mistakes could carry growing risk.
Clean slate laws focus on removing eligible records from public view, but Ban the Box laws tackle a different problem. They seek to ensure candidates are first evaluated on qualifications, not past convictions. Supporters argue early screening discourages applicants and reinforces bias before employers assess job fit. The 2026 proposals reflect a belief that delaying criminal history questions leads to fairer hiring outcomes. For businesses operating across state lines, however, this adds another layer of regulatory complexity. Employers must now track not just what can be asked, but exactly when.
New York Senate Bill 5297 would extend fair chance hiring rules statewide by prohibiting criminal history inquiries until after a conditional job offer. The bill applies to both public and private employers and mirrors the timing standard used in New York City. Employers could only withdraw an offer if a conviction directly relates to the job or poses an unreasonable safety or property risk. While it sets a statewide baseline, it does not replicate New York City’s detailed notice and response process. If enacted, the law would raise compliance expectations in regions that currently allow earlier inquiries. For multistate employers, it could simplify timing but increase scrutiny.
Kentucky House Bill 123 takes a more moderate path by delaying criminal history questions until an applicant is selected for an interview. If no interviews are conducted, inquiries would wait until a conditional offer is made. The bill includes clear carveouts for law enforcement roles, legally mandated background checks, and jobs requiring bonding. Employers may also disclose upfront if certain convictions would disqualify candidates under the law. This approach preserves transparency while limiting early screening. Still, recruiters would need training to ensure questions don’t surface too soon.
Mississippi’s proposed Donald J. Trump Ban-the-Box Act applies only to public employers, including state agencies and universities. Under the bill, criminal history inquiries could occur only after an interview and when a candidate is being considered for a specific role. Agencies would be required to assess rehabilitation and could not disqualify applicants based solely on arrest records. Before taking adverse action, they must provide notice and an opportunity to respond. While private employers are excluded, the bill encourages voluntary adoption. It signals growing expectations for procedural fairness in public hiring.
Oklahoma Senate Bill 1498 would apply to both public and private employers, regardless of size. It would prohibit criminal history inquiries until after a conditional offer of employment. Limited exceptions allow earlier screening for sensitive roles involving children, vulnerable adults, or fiduciary responsibilities. Employers may also ask pre-offer questions about convictions that would legally disqualify an applicant. After a conditional offer, full background checks could proceed as usual. The bill’s broad scope could make Oklahoma one of the more employer-impactful states if enacted.
These Ban the Box bills highlight a renewed focus on process rather than punishment. Clean slate laws reduce what employers can see, while Ban the Box laws dictate when they can look. Together, they create overlapping compliance obligations that are easy to misstep. Employers should review job applications, interview practices, and background check triggers now. Training recruiters and hiring managers on state-specific timing rules is essential. Monitoring similar legislation in other states will also be critical as 2026 unfolds.
The resurgence of Ban the Box reflects a broader shift in workforce policy toward access and equity. Lawmakers are signaling that fair hiring is not just about outcomes, but about how decisions are made. For employers, the challenge is balancing compliance with efficient hiring. The opportunity lies in building processes that assess talent first and risk later. As more states revisit these rules, Ban the Box is no longer a settled issue. In 2026, it’s a trend employers can’t afford to ignore.
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