Connecticut background check laws
A practitioner-grade reference to Connecticut pre-employment background screening: lookback caps, ban-the-box scope, salary-history limits, cannabis testing rules, and the statutes the SafestHires compliance team applies on every order routed to CT.
The four levers at a glance
| Lookback period | 7 years (FCRA default) |
| Ban-the-Box scope | Statewide (P.A. 16-83) |
| Salary history | Banned (CGS §31-40z) |
| Cannabis testing | Recreational legal; RERACA off-duty protections |
Lookback period
Connecticut applies the FCRA window. Erased records (CGS §54-142a) must not be disclosed by the candidate and must not be reported.
Ban-the-Box and Fair Chance rules
Employers may not ask about prior arrests, criminal charges, or convictions on the initial application unless required by law.
Salary history
Employers may not ask a prospective employee about wage or salary history. Pay-range disclosure required on request.
Cannabis & drug testing
RERACA (CGS §21a-422) prohibits adverse action for off-duty cannabis use after July 1, 2022, with safety-sensitive and federal-mandate carve-outs.
Governing statutes & references
- P.A. 16-83
- CGS §31-40z
- CGS §21a-422 (RERACA)
- CGS §54-142a (erasure)
SafestHires compliance note
Erased records may not be disclosed by the candidate or reported.