Covered employers
Employers with one or more employees performing work in Seattle. The 2024 amendments extend protections to current employees and gig workers.
Timing of inquiry
Inquiry, advertisement of disqualifying criteria, or use of arrest records is prohibited before initial screening for minimum qualifications; conviction-history use requires a 'legitimate business reason.'
Individualized assessment
Employers must articulate a legitimate-business-reason analysis tying the conviction to the job's duties and risks.
Adverse-action workflow
Candidate must be given the report, the basis for the decision, and at least 2 business days to explain or correct information before adverse action is final.
Notice & posting
Ads may not state that criminal history disqualifies candidates; SOLA posting required.
Enforcement & penalties
Seattle Office of Labor Standards. Penalties from $750 for a first violation up to $1,000+ per affected applicant for repeat offenses, plus payments to the worker.
Citations
- Seattle Mun. Code Ch. 14.17
- SMC 14.17.080 (2024 amendments)