Connecticut Clean Slate Law: Record Sealing Explained
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Key Takeaways
- Connecticut's Clean Slate law is now fully implemented, dictating the erasure of certain criminal records, including most misdemeanors more than seven years old and low-level felonies more than 10 years old.
- Employers and CRAs are generally unable to discover these erased records. If they do become aware of them, employers are prohibited from using them in hiring, promotion, or compensation decisions.
- Employers may not ask about criminal records in the initial application process. If they inquire later, they must clearly state that erased records do not need to be reported.
What Is the Connecticut Clean Slate Law?
Connecticut's Clean Slate Law went into effect on January 1, 2023, and following the completion of the state's technical system updates in late 2025, automatic erasures are now fully operational. The law provides that certain criminal records are automatically erased after seven or 10 years, depending on the offense. In other cases, individuals may petition the court for erasure.
In Connecticut, erasure (often called expungement) means all records are sealed, and legally, it is as if the conviction never existed. A person with an erased record may swear under oath that they have not been arrested or convicted for that specific crime.
The law provides for the erasure of misdemeanor convictions seven years after the date of the court's most recent judgment. Low-level felonies—specifically those carrying a prison sentence of five years or less—are automatically erased after 10 years. While erasure for most crimes committed after January 1, 2000, is now automatic, individuals may still petition for the erasure of earlier records.
Individuals must have fulfilled all terms of their sentence, including prison time, fines, probation, and parole, and remained crime-free during the elapsed time. Automatic erasure is not extended to those convicted of sexual offenses, family violence, or crimes related to firearms. Additionally, following legislative updates in late 2023, DUI convictions are subject to stricter requirements and are only eligible for erasure 10 years after the most recent conviction.
How Are CRAs Affected by Connecticut's Clean Slate Law?
CRAs now have more limited access to criminal records in Connecticut. If an arrest or conviction is erased under the Clean Slate Law, the paperwork is sealed and the record is no longer accessible to the public.
If physical records have not yet been destroyed, there is strictly limited access for the defendant, their attorney, the prosecuting attorney, or the crime victim—usually only through a court order. If a CRA learns about a criminal record that has been erased under Clean Slate, they must not pass this information to their client.
How Are Employers Affected by Connecticut's Clean Slate Law?
An employer's right to make hiring or promotion decisions based on criminal history was already limited, but Connecticut employers must now be even more cautious. Under Clean Slate, employers will generally not learn about misdemeanors more than seven years old or eligible low-level felonies beyond ten years. If they do gain this information, they may not use it in any personnel decision, including setting compensation or establishing terms and conditions of employment.
Under "Ban the Box" laws, employers are prohibited from asking about criminal history on an initial application. When they ask later in the hiring process, they must tell the candidate in conspicuous writing that the candidate is not required to report erased arrests or convictions. Employers who violate these rules may be subject to a complaint with the Labor Commission or a court action.
How Are Employees Affected by CT's Clean Slate Law?
With the state’s automated system now fully synchronized with judicial databases, most people who meet the criteria have had their eligible records erased. After erasure, an individual may legally state they have never been arrested or convicted of the crime.
For employees, an erased offense cannot be used to deny a promotion or set a salary. For applicants, it means they can legitimately say no crime occurred. If an employee or applicant believes an employer has discriminated against them because of an erased offense, they may file a complaint with the Connecticut Labor Commission or the Commission on Human Rights.
How to Comply with Connecticut’s Clean Slate Law
Employers should review their internal processes for job applications and promotion decisions to ensure they comply with the current landscape. Application forms should be audited to remove disallowed queries, and hiring teams should be trained on the notice requirements regarding erased records.
Those who engage
CRAs for background checks should communicate with their vendors to confirm they are aware of the law and are filtering out erased records.
The Bottom Line
The Connecticut Clean Slate law is now fully active, automatically erasing records for misdemeanors after seven years and certain felonies after ten years. CRAs and employers are generally unable to discover these records, and employers are strictly forbidden from using them in personnel decisions.
As these changes become more common nationwide, it is vital for CRAs and employers to keep track of the latest regulations. Eagle Eye Screening Solutions is a trusted
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