Interviewing and Selecting Job Candidates: Connecticut

Federal law and guidance on this subject should be reviewed together with this section.

Summary

• Connecticut goes further in its antidiscrimination protections than does federal employment law. See Connecticut Fair Employment Practices Act.
• On application forms, Connecticut employers asking about criminal history must inform job candidates that they are not required to disclose the existence of any arrest, criminal charge or conviction, the records of which have been erased. See Arrest and Conviction Inquiries.
• Connecticut prohibits private employers from asking criminal history questions on job applications. See Ban the Box.
• State law restricts employers in their use of credit reports for job applicants and employees, subject to a few exceptions. See Credit Checks.
• Connecticut bans employers from requiring job applicants to provide access to their personal social media accounts.See Social Media Privacy.
• Employers may not ask about an applicant's salary history. They also may not inquire about one's medical history unless the inquiries directly relate to the position sought. See Interview Questions.
• Connecticut recognizes negligent hiring claims, so proper steps should be taken during the interview and selection process to avoid future liability. See Negligent Hiring.
• Localities including Hartford and New Haven have requirements pertaining to interviewing and selecting job candidates. See Local Requirements.