Description

Fair chance hiring continues to evolve rapidly as more jurisdictions expand Ban-the-Box and criminal history regulations. In 2026, employers must carefully balance compliance obligations with fair, consistent, and business-aligned hiring practices.

Ban-the-Box laws regulate when and how employers can inquire about criminal history, while federal guidance from the U.S. Equal Employment Opportunity Commission requires that any use of criminal records in hiring must be job-related and consistent with business necessity. In addition, background screening processes must comply with the Fair Credit Reporting Act, including strict pre-adverse and adverse action requirements.

This 2026-updated webinar provides a practical, compliance-focused roadmap to help employers confidently navigate these overlapping regulations. Participants will learn how to structure legally compliant hiring workflows, apply individualized assessments, and implement fair chance hiring practices that reduce risk while expanding access to qualified talent.

Why You Should Attend

Failure to properly manage criminal history inquiries can lead to regulatory penalties, discrimination claims, and reputational damage. At the same time, inconsistent hiring practices can create operational inefficiencies and limit access to talent.

This webinar equips HR, compliance, and hiring professionals with the knowledge and structure needed to manage fair chance hiring confidently in 2026.

By attending, you will:

• Understand current Ban-the-Box requirements across multiple jurisdictions
• Apply EEOC guidance to ensure hiring decisions are job-related and compliant
• Avoid common violations under the Fair Credit Reporting Act
• Build consistent and legally defensible hiring processes
• Align compliance requirements with practical hiring needs

Session Highlights

• Overview of Ban-the-Box and Fair Chance Hiring Laws (2026 Updates)
• EEOC Guidance on Criminal History and Disparate Impact
• When Criminal History Inquiries Are Legally Permitted
• Individualized Assessment and Job-Related Evaluation Criteria
• Pre-Adverse and Adverse Action Requirements under FCRA
• Multi-State and Local Compliance Challenges
• Documentation, Recordkeeping, and Audit Readiness
• Building Fair, Consistent, and Compliant Hiring Policies

What You Will Learn

• Identify when and how criminal history inquiries are allowed
• Apply individualized assessments in accordance with EEOC standards
• Structure compliant hiring workflows across jurisdictions
• Manage background screening and adverse action processes correctly
• Reduce legal, financial, and reputational risks
• Implement fair chance hiring strategies that align with business goals

Who Should Attend

• Human Resources Professionals
• Talent Acquisition and Recruiting Teams
• Hiring Managers and Supervisors
• Compliance and Legal Professionals
• Background Screening Professionals
• Business Owners and Operations Managers
• Consultants and Advisors