At Sure Check, we constantly monitor employment law updates by state so you don’t have to. Q2 2025 delivered a wave of new regulations, some that may directly impact how you screen, hire, and retain talent. Below is a breakdown of what changed, where, and what it means for you.
Cannabis & Drug Testing Laws
Minnesota
- Employers can no longer discipline employees for cannabis use without 14-day written notice and a clear, legally sound reason.
- Blanket “safety” exemptions won’t hold up anymore—policies need to be narrow and role-specific.
Kentucky
- Employers retain full discretion. No duty to accommodate cannabis use, medical or otherwise.
- Drug testing policies remain intact.
Takeaway: Multi-state employers must adapt their drug testing policies to each jurisdiction, or risk noncompliance.
Clean Slate & Fair Chance Laws
Hawaii
- Expanded Clean Slate law: automatic expungement of certain convictions now applies.
- Fewer convictions will appear in criminal record checks.
Washington State
- Strengthened its Fair Chance Act:
- Background checks must occur after a conditional offer
- Employers must provide written justification if denying someone based on their record
Minneapolis, MN
- Recognized “justice-impacted” status as a protected class.
- Hiring decisions must be documented and HR teams should update anti-discrimination training accordingly.
Takeaway: Employers must delay background checks in certain states and document denials carefully.
AI & Biometric Privacy
California
- Employers now liable for discrimination caused by third-party AI hiring tools.
- Even if it’s unintentional, you could be held accountable.
Colorado
- New privacy law classifies biometric data (like fingerprints) as sensitive personal information.
- Consent is required, and storage rules apply.
Texas
- Passed the Responsible AI Governance Act.
- Effective January 2026, it includes a grace period to correct bias in automated hiring systems.
Takeaway: If you use AI for screening, make sure your tools are bias-tested and contracts are airtight.
Pay Transparency & Salary History
New Regulations Enacted or Updated In:
- Illinois
- Minnesota
- Massachusetts
- New Jersey
- Vermont
- Cleveland, OH
These laws require:
- Salary ranges to be posted in job listings
- Employers to avoid asking about salary history
Washington State
- Added clarity to its Equal Pay and Opportunities Act, helping employers stay compliant with transparency rules.
Takeaway: Update your job postings and remove salary history questions from your hiring process.
Other Notable Legal Shifts
- Oregon: Bans asking for graduation year or other age-related info pre-offer.
- Spokane, WA: Bans asking for housing status before a job offer.
- USCIS: Revised Form I-9 and E-Verify rules are now in effect.
Employment laws are shifting fast, especially around cannabis use, AI, and fair chance hiring. For multi-state employers, staying compliant isn’t just smart, it’s essential. At Sure Check, we keep you informed and covered. From background checks to continuous monitoring, we help you adapt to legal changes without disrupting your hiring flow.
Need help navigating these new laws or reviewing your current screening policies?
Let’s talk about how Sure Check can keep you ahead of the curve, compliantly and confidently.