CEO of Eagle Eye Screening Solutions Jason Allen Launches Blog

Discover best practices for running employment background checks. Learn how to stay compliant, improve accuracy, and streamline hiring with Eagle Eye Screening.

Washington’s Fair Chance Act has shaped how employers handle criminal history during the hiring process. Now, with new changes on the horizon, it is more important than ever for HR teams, hiring managers, and business owners to understand their responsibilities. These updates introduce stricter rules around job ads, application procedures, and how criminal records can be used in hiring decisions. Understanding the Current Washington Fair Chance Act The Fair Chance Act (FCA), enacted in 2018, was designed to give individuals with criminal records a better opportunity to compete for jobs. Often referred to as a “ban-the-box” law, it restricts when and how employers can ask about or consider an applicant’s criminal history. Under the current law, most public and private employers in Washington are prohibited from: Asking about arrests or convictions on initial job applications Automatically disqualifying candidates based solely on criminal records Advertising jobs in a way that discourages people with records from applying The goal is to ensure that applicants are first evaluated based on their qualifications rather than past offenses.