{"id":20987,"date":"2026-11-13T15:32:29","date_gmt":"2026-11-13T20:32:29","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=20987"},"modified":"2026-11-13T15:32:30","modified_gmt":"2026-11-13T20:32:30","slug":"ban-the-box-obligations-persist-despite-eeocs-guidance-rescission","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/ban-the-box-obligations-persist-despite-eeocs-guidance-rescission\/","title":{"rendered":"Employers&#8217; ban the box obligations persist despite EEOC&#8217;s guidance rescission"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-container-core-group-is-layout-f85887e8 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-929090b5 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-columns is-not-stacked-on-mobile lnrs-hide-block-on-desktop lnrs-hide-block-on-mobile is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-container-core-column-is-layout-23777fc9 wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"wp-block-paragraph\">Written by: <\/p>\n\n\n<div style=\"font-style:normal;font-weight:500\" class=\"has-link-color wp-elements-396749221673b8ac7695565b15cd4cd4 wp-block-post-author-name\"><a href=\"https:\/\/www.brightmine.com\/us\/author\/jennifer-carsen\/\" target=\"_self\" class=\"wp-block-post-author-name__link\">Jennifer Carsen<\/a><\/div><\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-container-core-column-is-layout-23777fc9 wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<div class=\"wp-block-group lnrs-hide-block-on-desktop is-content-justification-right is-nowrap is-layout-flex wp-container-core-group-is-layout-e2981758 wp-block-group-is-layout-flex\" style=\"padding-top:10px;padding-left:10px\">\n<p style=\"font-style:normal;font-weight:500\" class=\"wp-block-paragraph\">Share<\/p>\n\n\n<div class=\"addtoany_shortcode\"><div class=\"a2a_kit a2a_kit_size_28 addtoany_list\" data-a2a-url=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/ban-the-box-obligations-persist-despite-eeocs-guidance-rescission\/\" data-a2a-title=\"Employers\u2019 ban the box obligations persist despite EEOC\u2019s guidance rescission\"><a class=\"a2a_button_linkedin\" href=\"https:\/\/www.addtoany.com\/add_to\/linkedin?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-compliance%2Fdiscrimination%2Fban-the-box-obligations-persist-despite-eeocs-guidance-rescission%2F&amp;linkname=Employers%E2%80%99%20ban%20the%20box%20obligations%20persist%20despite%20EEOC%E2%80%99s%20guidance%20rescission\" title=\"LinkedIn\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><a class=\"a2a_button_x\" href=\"https:\/\/www.addtoany.com\/add_to\/x?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-compliance%2Fdiscrimination%2Fban-the-box-obligations-persist-despite-eeocs-guidance-rescission%2F&amp;linkname=Employers%E2%80%99%20ban%20the%20box%20obligations%20persist%20despite%20EEOC%E2%80%99s%20guidance%20rescission\" title=\"X\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><a class=\"a2a_button_facebook\" href=\"https:\/\/www.addtoany.com\/add_to\/facebook?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-compliance%2Fdiscrimination%2Fban-the-box-obligations-persist-despite-eeocs-guidance-rescission%2F&amp;linkname=Employers%E2%80%99%20ban%20the%20box%20obligations%20persist%20despite%20EEOC%E2%80%99s%20guidance%20rescission\" title=\"Facebook\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><a class=\"a2a_button_email\" href=\"https:\/\/www.addtoany.com\/add_to\/email?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-compliance%2Fdiscrimination%2Fban-the-box-obligations-persist-despite-eeocs-guidance-rescission%2F&amp;linkname=Employers%E2%80%99%20ban%20the%20box%20obligations%20persist%20despite%20EEOC%E2%80%99s%20guidance%20rescission\" title=\"Email\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">On October 28, the Equal Employment Opportunity Commission (EEOC) voted to rescind its guidance regarding consideration of arrest and conviction records in employment decisions. The <a href=\"https:\/\/www.eeoc.gov\/newsroom\/eeoc-votes-rescind-enforcement-guidance-arrest-and-conviction-records\" target=\"_blank\" rel=\"noreferrer noopener\">rescission took effect immediately<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The previous guidance, which was released in 2012 during the Obama Administration, is no longer available on the agency&#8217;s website. It covered both disparate treatment liability and disparate impact liability, stating that violations might occur when:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">An employer treats criminal history information differently for different applicants or employees, based on their race or national origin (disparate treatment).<\/li>\n\n\n\n<li class=\"\">An employer&#8217;s neutral policy has a disproportionate impact on Title VII-protected individuals and is not job related and consistent with business necessity (disparate impact).<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The rescission is consistent with the <a href=\"https:\/\/www.eeoc.gov\/sites\/default\/files\/2026-06\/NEP_-_signed.pdf?l2f7rtvcxxg\" target=\"_blank\" rel=\"noreferrer noopener\">EEOC&#8217;s enforcement plan for fiscal years 2025-2029<\/a>, which states the agency&#8217;s intent to &#8220;eliminate the use of disparate impact liability theories\u2026to the maximum degree possible consistent with [Executive Order] 14281.&#8221;\u00a0\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What does this mean for employers? In practical terms, probably not a whole lot.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">First, since the issuance of the previous guidance in 2012, numerous states and localities have enacted ban the box laws that greatly restrict employers&#8217; consideration of applicants&#8217; criminal history when making employment decisions. Employers must continue to follow these laws despite the EEOC&#8217;s guidance rescission.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Second, Title VII and many state-law counterparts (such as California&#8217;s Fair Employment and Housing Act) specifically reference disparate impact liability. Even if the federal government declines to come after employers under a disparate impact theory of liability, private citizens &#8211; including applicants rejected following a review of their criminal history &#8211; still can. This is true even if a particular jurisdiction does not have a ban the box law.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Accordingly, recommended best practices for employers relating to consideration of applicants&#8217; criminal history information remain unchanged:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Stay on top of, and comply with, all relevant restrictions relating to the consideration of applicants&#8217; criminal history. These include not only ban the box laws, but also laws relating to background checks and clean slate laws (which generally deal with sealed and expunged criminal records), as well as credit check laws.<\/li>\n\n\n\n<li class=\"\">Conduct all mandatory criminal background checks (these are often required, for example, for positions involving direct interactions with children or the elderly).<\/li>\n\n\n\n<li class=\"\">Follow FCRA&#8217;s detailed notice, disclosure, authorization and adverse action requirements for third-party background checks.<\/li>\n\n\n\n<li class=\"\">When possible, refrain from running a criminal background check until after a conditional offer of employment has been made.<\/li>\n\n\n\n<li class=\"\">Remember that an arrest, unlike a conviction, is not a finding of guilt.<\/li>\n\n\n\n<li class=\"\">Weigh the nature and severity of an offense, as well as how long ago it occurred, before basing any adverse employment decision solely on a criminal record.<\/li>\n\n\n\n<li class=\"\">Use criminal background checks only for the purposes specified and keep findings confidential, to the extent possible.<\/li>\n\n\n\n<li class=\"\">Engage in secure records disposal practices.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-1 is-position-sticky\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:96px\"><div class=\"wp-block-avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/10\/23090216\/jennifer-carsen-legal-editor-brighmine-150x150.jpg\" width=\"96\" height=\"96\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/10\/23090216\/jennifer-carsen-legal-editor-brighmine.jpg 2x\" alt=\"Jennifer Carsen\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo wp-block-avatar__image\" \/ style=\"border-top-left-radius:500px; border-top-right-radius:500px; border-bottom-left-radius:500px; border-bottom-right-radius:500px;\"><\/div><\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-container-core-column-is-layout-23777fc9 wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">Written by: <\/p>\n\n\n<div style=\"font-style:normal;font-weight:500\" class=\"has-link-color wp-elements-396749221673b8ac7695565b15cd4cd4 wp-block-post-author-name\"><a href=\"https:\/\/www.brightmine.com\/us\/author\/jennifer-carsen\/\" target=\"_self\" class=\"wp-block-post-author-name__link\">Jennifer Carsen<\/a><\/div><\/div>\n<\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n\n\n\n<p style=\"font-style:normal;font-weight:500\" class=\"wp-block-paragraph\">Jurisdiction: Federal<\/p>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-22a7c014 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">With Brightmine, you can build powerful people strategies, implement best practices and set your organization up for a brighter future.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"wp-block-paragraph\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f85887e8 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 id=\"h-you-may-also-be-interested-in\" class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-52b6fe3587306dc2618dd319ed2d805e wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter   \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/ban-the-box-obligations-persist-despite-eeocs-guidance-rescission\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/01\/13011841\/Brightmine-office-worker-working-on-her-laptop-v3-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/ban-the-box-obligations-persist-despite-eeocs-guidance-rescission\/\">Employers&#8217; ban the box obligations persist despite EEOC&#8217;s guidance rescission<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Learn why employers must continue to comply with ban the box laws and other restrictions on criminal background &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/the-great-disconnect-alignment-between-functions\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/11\/05141340\/tgd-blog-7-image.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Blogs<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/the-great-disconnect-alignment-between-functions\/\">Why organizational alignment breaks between functions<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Policy, reward and manager guidance are often owned by different teams, so reasonable local decisions can add up &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/california-captive-audience-ban-remains-blocked\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/06\/06150028\/experienced-hr-professional-reviewing-us-discrimination-law.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/california-captive-audience-ban-remains-blocked\/\">California captive-audience ban remains blocked<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">The 9th Circuit has upheld a preliminary injunction blocking California from enforcing its ban on captive audience meetings, &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Learn why employers must continue to comply with ban the box laws and other restrictions on criminal background checks despite the EEOC&#8217;s guidance rescission.<\/p>\n","protected":false},"author":73,"featured_media":11400,"comment_status":"closed","ping_status":"closed","template":"resource-author","categories":[55],"tags":[],"topic":[71,63],"class_list":["post-20987","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-hr-news","topic-discrimination","topic-employment-law-updates"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Employers&#039; 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