Preemployment Screening and Testing: New Hampshire

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

Authors: Joyce Anne Grabel and James P. Reidy, Sheehan Phinney

Summary

• New Hampshire law does not prohibit employers from requiring job applicants to disclose conviction records as a condition of employment. See Arrest and Conviction Records.
• Some New Hampshire employers, including school districts, are required to conduct background checks on applicants. See Mandatory Background Checks.
• New Hampshire law allows employers to use information from an applicant's credit report when making employment decisions. See Credit Checks.
• New Hampshire law does not prohibit employers from drug testing job applicants. However, New Hampshire does specify who must pay for such testing. See Drug and Medical Testing.
• The use of medical marijuana is now legal in the Granite State under a new law. See Medical Marijuana.
• Employers in New Hampshire are prohibited from requiring job applicants to undergo genetic testing as part of the preemployment screening process. See Genetic Testing.
• Acquired immunodeficiency syndrome (AIDS) is a protected disability under New Hampshire law. See AIDS Testing.
• New Hampshire recognizes a cause of action for negligent hiring. See Negligent Hiring.