We have been running Connecticut background checks since 1996. Our CT criminal records go back further than any national platform — over 35 years — and we are one of the only PBSA-accredited consumer reporting agencies in the state. We are physically based in Avon, Connecticut, and we operate under the same laws your applicants do. This guide covers what Connecticut employers need to know about background screening, the state’s specific laws, and what differentiates a real CT search from a generic national database pull.
What’s included in a Connecticut background check
A comprehensive CT background check typically combines several searches depending on the role and industry. Each search type below links to more detail on what we look for and how we source the data.
Connecticut background check laws employers must know
Connecticut has several state-specific laws that go beyond the federal FCRA requirements. Below is a plain-English reference to each, with citations to the source statutes.
| Law / Statute | What it means for employers |
|---|---|
| Clean Slate Law Conn. Gen. Stat. § 54-142 Effective Jan 1, 2023 |
Automatically erases certain criminal records after a crime-free period: 7 years for eligible misdemeanors and 10 years for eligible Class D and E felonies. Erased records cannot be used in any employment decision. Employers may not inquire about them, and applicants are not required to disclose them. CRAs must check for erasures before reporting — we do this on every Connecticut search. See also: portal.ct.gov/cleanslate. |
| Ban the Box Conn. Gen. Stat. § 31-51i 2016 PA 16-83 (source) |
Employers with four or more employees may not ask about criminal history on initial job applications. Criminal history inquiries are permitted later in the hiring process — during interviews or after a conditional offer. This statute determines when you may legally order a background check. |
| Criminal Record Non-Discrimination Conn. Gen. Stat. § 46a-80 |
Employers and licensing boards may not disqualify an applicant solely on the basis of a prior conviction. The employer must consider: (1) the nature of the crime and its relationship to the job; (2) evidence of rehabilitation; and (3) time elapsed since the offense. Erased records and non-conviction information may not be used. This mirrors the individualized assessment requirement under the FCRA adverse action process. |
| Consumer Data Privacy Conn. Gen. Stat. § 42-471 |
Requires any entity that collects or processes Social Security numbers to maintain a published privacy protection policy, limit internal access, and prohibit unlawful disclosure. Applies to employers handling applicant SSNs and to CRAs. Violations are enforced as unfair trade practices with civil penalties up to $5,000 per violation. |
| Homemaker-Companion Agency Screening 2021 Public Act No. 21-37 (HB 6100) |
Requires licensed homemaker-companion service agencies to conduct background checks through a PBSA-accredited consumer reporting agency. Checks must cover local criminal history, national criminal records, sex offender registries, and criminal history in every state where the applicant lived during the past three years. See our full HB 6100 compliance guide for the complete requirements. |
| Credit Report Restrictions 2011 Public Act No. 11-223 |
Prohibits employers from using an applicant’s credit score or credit report in hiring decisions unless the position involves financial responsibility, access to confidential information, or is required by law. Employers must have a legitimate business reason tied to the role before ordering a credit report. This directly affects when a credit background check is permissible. |
| Pay Equity 2018 Public Act No. 18-8 |
Prohibits employers from asking about an applicant’s salary history unless voluntarily disclosed. Not a background check law directly, but affects the overall pre-hire inquiry process alongside Ban the Box restrictions. |
Why our CT records go further than national providers
Most national background check platforms — including large SaaS providers — pull from aggregated databases that may cap Connecticut criminal history at 7 to 10 years. Connecticut has no statutory lookback limit for convictions (unlike Massachusetts, which restricts reporting to 7 years for most positions). That means older convictions are fully reportable and relevant, particularly for roles involving trust, financial responsibility, or vulnerable populations.
Research Services maintains direct access to Connecticut court records dating back to the late 1980s. That depth is not available through a national database pull. For Connecticut employers making consequential hiring decisions, the difference matters.
DCF background checks in Connecticut
Positions involving work with children or vulnerable adults may require a DCF background check through the Connecticut Department of Children and Families. This includes a review of the DCF Central Registry for any substantiated findings of child abuse or neglect, in addition to a standard criminal background check.
DCF background checks are typically required for:
Contact us to discuss DCF registry checks and how they integrate with your standard background screening package.
PBSA accreditation — what it means and why it matters
The Professional Background Screening Association (PBSA) is the industry’s highest accreditation body for consumer reporting agencies. Accreditation requires an independent audit of a CRA’s data accuracy, compliance policies, dispute resolution practices, and adherence to the FCRA. Research Services is a PBSA-accredited consumer reporting agency.
For Connecticut employers, PBSA accreditation matters in two specific contexts:
- HB 6100 compliance: Connecticut law requires homemaker-companion agencies to use a PBSA-accredited provider. See our HB 6100 compliance guide for the full requirements.
- General assurance: For all other employers, PBSA accreditation means your screening partner has been independently audited for the accuracy and legal compliance of the reports you’re using to make hiring decisions.
Employer compliance checklist for Connecticut
Common questions
