EmployeeScreenIQ serves an impressive roster of clients ranging from Fortune 100 organizations to mid-size corporations representing a diversity of industries . So whether you employ people in Connecticut, throughout the United States or in over 200 countries abroad, we are your one stop shop for employment background checks.

Listed below are some things that those who conduct employee background checks in the state of Connecticut should know.


State Capital



The state of Connecticut has 8 counties.

State Court Structure

Trial Courts: Major criminal cases, civil matters and family cases not involving juveniles are heard by Judicial District Courts. Other civil and criminal matters are heard at geographical court locations. The Superior Court hears all legal controversies except those over which the Probate Court has exclusive jurisdiction.

Appellate Courts: The Appellate Court reviews decisions made in the Superior Court .

Supreme Court of Connecticut: The Supreme Court is the state’s highest court and reviews decisions made in the Superior Court to determine if any errors of law have been committed.

Federal Court Structure

Trial Courts:

  • United States District Court for the District of Connecticut

Appellate Court:

  • Federal cases in Hawaii are appealed to the United States Court of Appeals for the Second Circuit

Ban the Box

  • Connecticut has a statewide ban the box law.
  • City and County Ban the Box: Bridgeport, Hartford, New Haven and Norwich

Credit Reports

Connecticut has a law that restricts the use of credit reports in the hiring process and says that no employer can require a credit report as a condition of employment unless

  • such employer is a financial institution,
  • such report is required by law,
  • the employer reasonably believes that the employee has engaged in specific activity that constitutes a violation of the law related to the employee’s employment, or
  • such report is substantially related to the employee’s current or potential job or the employer has a bona fide purpose for requesting or using information in the credit report that is substantially job-related and is disclosed in writing to the employee or applicant.

Connecticut calls out a substantial list of examples that the state considers to be a substantially related to credit, including: (A) A managerial position which involves setting the direction or control of a business, division, unit or an agency of a business; (B) Involves access to customers’, employees’ or the employer’s personal or financial information other than information customarily provided in a retail transaction; (C) Involves a fiduciary responsibility to the employer, including, but not limited to, the authority to issue payments, collect debts, transfer money or enter into contracts; (D) Provides an expense account or corporate debit or credit card; (E) Provides access to (i) confidential or proprietary business information, or (ii) information, including a formula, pattern, compilation, program, device, method, technique, process or trade secret that: (I) Derives independent economic value, actual or potential, from not being generally known to, and not being readily ascertainable by proper means by, other persons who can obtain economic value from the disclosure or use of the information; and (II) is the subject of efforts that are reasonable under the circumstances to maintain its secrecy; or (F) Involves access to the employer’s nonfinancial assets valued at two thousand five dollars or more, including, but not limited to, museum and library collections and to prescription drugs and other pharmaceuticals.

Other Limitations on Screening for Employers

Employers are prohibited from asking about or using arrest records not resulting in a conviction and records that have been sealed or “erased.”

Medical Marijuana

The state of Connecticut has a law which legalizes medical marijuana.

Social Media

The state of Connecticut does not restrict or limit private employers from accessing and requesting employee/candidate log in information for personal social media accounts.

The information on this page is provided as general educational information and is not legal advice, either express or implied. Consultation with qualified legal counsel is recommended for all matters of employment law.