Compliance Stuff

  California employers have long been subject to the state’s Fair Chance Act, which restricts when and how they may consider an applicant’s criminal history. But in 2025, new local laws—especially in Los Angeles County—are adding complex and high-stakes requirements that HR professionals can’t afford to miss. Refresher: California’s Statewide Fair Chance Act Since 2018, California law prohibits employers with five or more employees from asking about criminal history before making a conditional job offer . If you later discover a conviction and want to withdraw the offer, you must: Conduct an individualized assessment of the offense and its relation to the job Provide a preliminary written notice explaining the concern Give the applicant at least five business days to respond Consider their explanation before making a final decision What’s New in 2025: LA County’s Overhaul Effective September 3, 2024, the Los Angeles County Fair Chance Ordinance (FCO) imposes much more burdensom...

On May 1, 2025, the Minneapolis City Council voted to expand civil rights protections, effective August 1, 2025. Under the updated ordinance ( Ordinance No. 2025-022 ), it will be illegal for employers in Minneapolis to discriminate based on a person’s height, weight, criminal record or history (now referred to as “justice-impacted status”), or housing status. The amendments also redefine “race” and “familial status,” and impose additional requirements on employers when providing religious accommodations. Quick Hits Minneapolis employers must not discriminate on the basis of an individual’s height, weight, justice-impacted status, or housing status, unless there is a bona fide occupational qualification or other exception. Minneapolis employers must provide reasonable accommodations to individuals with known pregnancy-related limitations. Minneapolis employers must provide religious accommodations for sincerely held religious beliefs, unless doing so would impose an undue hardship on...