Live Customer Support

In a move toward promoting fair employment practices and second chances for individuals with criminal records, the California Civil Rights Council (CCRC) has recently made amendments to the regulations in California’s 2018 Fair Chance Act. These revised regulations, which went into effect on October 1, 2023, aim to provide greater clarity and guidance to employers and job seekers alike. The Fair Chance Act, also known as “Ban the Box,” has been a pivotal piece of legislation in California’s ongoing efforts to reduce discrimination against those with criminal histories in the hiring process.


The 2018 Fair Chance Act, signed into law by then-Governor Jerry Brown, is a piece of legislation designed to provide individuals with prior criminal convictions a fair shot at employment. The Act restricts employers from inquiring about an applicant’s criminal history until after a conditional offer of employment has been extended. This means that employers are prohibited from including questions about criminal records on job applications or during initial interviews. The Act aims to ensure that individuals with criminal records are not immediately disqualified from job opportunities, giving them a chance to prove their qualifications and suitability for the position.

The Amendments

The recent amendments made by the California Civil Rights Council seek to further strengthen the Fair Chance Act and provide additional clarity to both employers and job seekers. Some of the key changes include:

  1. Timing of Background Checks: The revised regulations specify the appropriate timing for conducting background checks. Employers are now required to wait until after a conditional offer has been made before conducting any background checks. This helps ensure that an applicant’s criminal history is not used as an initial screening tool.
  2. Individualized Assessment: The amendments emphasize the importance of conducting an individualized assessment when considering an applicant’s criminal history. Employers are encouraged to consider factors such as the nature and gravity of the offense, the time that has passed since the conviction, and the applicant’s rehabilitation efforts.
  3. Notice Requirements: Employers must now provide clear and specific notices to applicants if they intend to take adverse action based on their criminal history. These notices should include information about the conviction(s) that are the basis for the decision and a reasonable opportunity for the applicant to respond.
  4. Training Requirements: The revised regulations also highlight the importance of training for employers to ensure compliance with the Fair Chance Act. Employers are encouraged to provide training to their staff involved in the hiring process to ensure that they understand and adhere to the law.

Impact and Implications

By providing clearer guidelines for employers and emphasizing individualized assessments, these changes are expected to reduce discrimination and open up more employment opportunities for those who deserve a second chance. It’s important to note that employers should familiarize themselves with these updated regulations and ensure that their hiring practices align with the Fair Chance Act. Failure to do so may result in legal consequences.

Further information on these changes can be found on the Ogletree website and other sources across the web.

Contact us today to see how SELECTiON.COM® can improve your background check process.

This page gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.

This page is provided for information purposes only, and the contents hereof are subject to change without notice. This page is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.

Skip to content