New Jersey Background Check Laws (2026 Guide)

New Jersey regulates background checks through the federal Fair Credit Reporting Act and several state laws. The Opportunity to Compete Act bars employers with 15 or more employees over 20 calendar weeks from asking about criminal history until after the first interview, and written consent is required before any background check can be run.

New Jersey has some of the strongest protections in the country for people with criminal records. Between the Opportunity to Compete Act, the Clean Slate expungement law, and the Fair Chance in Housing Act, the state limits how and when employers, landlords, and licensing agencies can use criminal history information.

This guide covers every major law that governs background checks in New Jersey, including recent changes to the expungement process and protections for job applicants and renters.

How Background Checks Work in New Jersey

A background check in New Jersey typically includes a search of criminal records maintained by the New Jersey State Police. The State Bureau of Identification (SBI) manages the state's Computerized Criminal History (CCH) system, which contains arrest and conviction records from all 21 counties.

Employers, landlords, and licensing agencies can request criminal history record information (CHRI) through fingerprint-based checks or name-based searches. Fingerprint-based checks are required for many state-regulated professions and are processed through the New Jersey State Police CHRI system.

Written Consent Is Required

Under both federal and New Jersey law, no criminal history background check may be performed without the applicant's written consent. This applies to employers, state agencies, and third-party screening companies. An applicant who refuses to consent cannot be penalized solely for that refusal in most circumstances, though certain regulated industries may require consent as a condition of employment.

Does New Jersey Follow the Seven-Year Rule?

No. New Jersey does not impose a state-level seven-year lookback limit on criminal conviction records. Criminal convictions can be reported indefinitely on a background check unless the record has been expunged.

The seven-year rule that many people reference comes from the federal Fair Credit Reporting Act (FCRA). Under the FCRA, consumer reporting agencies cannot report:

• Arrests that did not result in conviction if they are more than seven years old
• Civil suits and civil judgments older than seven years
• Tax liens paid more than seven years ago
• Accounts placed in collection more than seven years ago

However, the FCRA does not limit the reporting of criminal convictions. This means an employer or landlord using a consumer reporting agency in New Jersey can see a person's entire adult criminal conviction history.

There is one important federal exception: some states have passed laws restricting conviction reporting to seven or ten years. New Jersey is not one of those states.

What the FCRA Does Require

Even though there is no time limit on reporting convictions, the FCRA still provides significant protections under federal law:

• Written disclosure and consent. Employers must provide a standalone written notice that a background check will be conducted and must get the applicant's written permission.
• Pre-adverse action notice. Before rejecting someone based on a background check, the employer must send the applicant a copy of the report and a summary of FCRA rights.
• Final adverse action notice. After making a final decision, the employer must notify the applicant and provide the name and contact information of the reporting agency.

These requirements apply in New Jersey alongside the state's own protections.

Ban the Box: The Opportunity to Compete Act

New Jersey's Opportunity to Compete Act (N.J.S.A. 34:6B-11 to 34:6B-19), signed into law in 2014, is one of the most comprehensive Ban the Box laws in the nation. It restricts when employers can ask about criminal history during the hiring process.

Who Is Covered

N.J.S.A. 34:6B-13 defines a covered "employer" as one that has 15 or more employees over 20 calendar weeks and does business, employs persons, or takes applications for employment in New Jersey. The 20-calendar-week element is part of the threshold, so a business that briefly crosses 15 employees for a short seasonal peak is not automatically covered.

For purposes of counting employees, interns and apprentices count, but independent contractors, domestic workers employed in a family home, and directors or trustees do not.

What Employers Cannot Do

During the "initial employment application process," employers may not:

• Include any questions about criminal history on the job application
• Make any oral or written inquiry about criminal records
• Run a criminal background check

The "initial employment application process" is defined as the period from when a person first inquires about or applies for a job through the completion of the first interview.

When Employers Can Ask

After the first interview has been completed, employers may inquire about an applicant's criminal record. If the employer decides not to hire someone based on criminal history, the employer should be prepared to demonstrate that the decision was related to the nature of the job.

Exemptions

The Opportunity to Compete Act does not apply to positions in:

• Law enforcement
• Corrections
• The judiciary
• Homeland security
• Emergency management
• Any position where a criminal background check is required by law, rule, or regulation

Penalties for Violations

Employers who violate the Opportunity to Compete Act face civil penalties enforced by the New Jersey Commissioner of Labor and Workforce Development:

The law does not create a private right of action. This means individuals cannot sue employers directly for violations. Enforcement is handled exclusively through administrative proceedings with the Commissioner.

New Jersey's Clean Slate Expungement Law

New Jersey's Clean Slate law, enacted in 2019 as P.L. 2019, c.269, significantly expanded who can have their criminal records expunged. The law is codified at N.J.S.A. 2C:52-5.3 and related sections.

Types of Expungement Available

New Jersey offers several pathways to expungement under Title 2C, Chapter 52:

Regular Expungement (N.J.S.A. 2C:52-2 through 2C:52-4)

• Indictable (felony) offenses: five-year waiting period after completing sentence
• Disorderly persons (misdemeanor) offenses: five-year waiting period
• Ordinance violations: two-year waiting period
• In some cases, a petition can be filed after four years

Clean Slate Expungement (N.J.S.A. 2C:52-5.3)

• Available when at least 10 years have passed since the last conviction
• Also requires 10 years since completing all fines, fees, probation, or parole
• Allows expungement of the entire criminal history (with exceptions)
• Designed for people with multiple convictions who would not qualify under regular expungement

Marijuana Expungement (N.J.S.A. 2C:52-5.1 and 2C:52-6.1)

• Standard marijuana and hashish offense expungement
• Automatic expungement of certain marijuana charges under the 2021 decriminalization law

Recovery Court Expungement (N.J.S.A. 2C:35-14(m))

• Available upon graduation from a drug court program
• No application needed for graduations after April 18, 2016

Expedited Expungement (N.J.S.A. 2C:52-6)

• Available immediately when charges are dismissed or the defendant is acquitted on all counts

What Cannot Be Expunged

Certain serious offenses are permanently ineligible for expungement in New Jersey:

• Murder or manslaughter
• Treason or espionage
• Kidnapping
• Aggravated sexual assault or sexual assault
• Robbery
• Arson
• Human trafficking
• Perjury
• Certain terrorism-related offenses

How Expungement Affects Background Checks

Once a record is expunged, it is removed from the New Jersey State Police Computerized Criminal History system. The expunged record should not appear on background checks, and employers are prohibited from asking about or considering expunged convictions.

New Jersey law explicitly prohibits inquiries into expunged records during the application process. An employer who asks about expunged records or uses them in a hiring decision is violating state law.

Expungement Processing Improvements

New Jersey has made significant progress in clearing its expungement backlog. According to the Office of the Attorney General, approximately 110,000 expungements were processed between 2023 and 2024, reducing the backlog by nearly 70 percent.

In March 2025, the Governor signed legislation requiring the New Jersey State Police to process expungement orders within specific timeframes. Under this law, the NJSP must:

• Clear records covered by expungement orders more than 120 days old
• Respond to orders requiring additional information within 120 days
• Complete processing within 15 days of receiving sufficient information
• Submit annual reports on expungement processing to the Governor and Legislature

Individuals can track the status of their expungement orders through the NJSP online portal.

Fair Chance in Housing Act

New Jersey's Fair Chance in Housing Act (N.J.S.A. 46:8-52 et seq.) took effect on January 1, 2022. It is one of the most protective tenant screening laws in the country, restricting how landlords can use criminal history in housing decisions.

Two-Phase Screening Process

The law requires landlords to screen tenants in two phases:

1. Economic screening first. Landlords must evaluate income, credit, and rental history before considering criminal history.
2. Conditional offer required. Only after making a conditional offer of housing may a landlord conduct a criminal background check.

Landlords may not ask about criminal history on the initial application, in interviews, or in any other way before making a conditional offer.

Lookback Periods for Housing

If a landlord conducts a background check after making a conditional offer, the law imposes strict lookback limits based on offense severity:

Records That Cannot Be Considered

N.J.S.A. 46:8-56(a) sets out a closed list of six categories a landlord may never evaluate, either before or after a conditional offer:

• Arrests or charges that have not resulted in a criminal conviction. This covers charges resolved through pretrial intervention, because a completed PTI program ends in dismissal rather than conviction.
• Expunged convictions
• Convictions erased through executive pardon
• Vacated and otherwise legally nullified convictions
• Juvenile adjudications of delinquency
• Records that have been sealed

Exceptions for Serious Offenses

Certain convictions may be considered regardless of how much time has passed:

• Murder
• Aggravated sexual assault
• Kidnapping
• Arson
• Human trafficking
• Sexual assault
• Any offense requiring lifetime sex offender registration
• Manufacture of methamphetamine on federally assisted housing premises

Individualized Assessment Required

If a landlord intends to withdraw a conditional offer based on criminal history, they must conduct an individualized assessment considering the nature and severity of the offense, the time elapsed, the applicant's age at the time, evidence of rehabilitation, and the potential impact on the safety of other tenants.

Penalties

Housing providers who violate the Fair Chance in Housing Act face penalties enforced by the New Jersey Division on Civil Rights:

Professional Licensing Background Checks

Many professions in New Jersey require fingerprint-based criminal history background checks before a license will be issued. These checks are processed through the New Jersey State Police and the FBI.

Professions that commonly require background checks include:

• Teachers and school employees (NJ Department of Education)
• Healthcare workers (NJ Department of Health)
• Real estate brokers and agents
• Security officers and private investigators
• Cannabis industry workers
• Attorneys
• Financial services professionals

Before disseminating criminal history information, the State Bureau of Identification is required to check for any unprocessed expungement orders and update its records. This ensures that expunged records are not reported to licensing boards.

Licensing boards retain the authority to deny, revoke, or decline to renew a license based on criminal history. However, each board must conduct an individualized review rather than applying blanket disqualifications.

EEOC Guidance and Title VII Considerations

Federal law adds another layer of protection. Title VII of the Civil Rights Act reaches blanket policies that exclude all applicants with criminal records where the practice has an unjustified disparate impact on protected groups, under 42 U.S.C. 2000e-2(k). The EEOC voted on October 28, 2026 to rescind its 2012 Enforcement Guidance on the Consideration of Arrest and Conviction Records, effective immediately.

The withdrawn guidance had recommended that employers conduct individualized assessments considering:

• The nature and gravity of the offense
• The time that has passed since the offense or completion of the sentence
• The nature of the job held or sought

Title VII still applies to all New Jersey employers with 15 or more employees. The rescission reached only the EEOC's guidance document, so the Opportunity to Compete Act, the Fair Chance in Housing Act and the FCRA steps described on this page are unaffected.

Recent Changes and Developments

New Jersey continues to expand protections for people with criminal records. Key recent developments include:

2025: Expungement Processing Reform. The Governor signed legislation in March 2025 requiring the New Jersey State Police to meet specific processing timelines for expungement orders and to provide annual progress reports.

2024: Expungement Backlog Reduction. The Attorney General, State Police, and Public Defender reached a consent order to streamline expungement processing, resulting in approximately 110,000 expungements processed and a 70 percent reduction in the backlog.

2022: Fair Chance in Housing Act Takes Effect. As of January 1, 2022, landlords throughout New Jersey must follow the two-phase screening process and lookback period restrictions.

2021: Marijuana Decriminalization Expungements. The marijuana decriminalization law required automatic expungement of certain marijuana and hashish charges, resulting in thousands of cases being expunged by court order.

2019: Clean Slate Act. P.L. 2019, c.269 expanded expungement eligibility to allow individuals with multiple convictions to petition for a clean slate after 10 years.

Frequently Asked Questions

Can a New Jersey employer reject me solely because of a criminal record?

It depends on the circumstances. Under the Opportunity to Compete Act, employers with 15 or more employees over 20 calendar weeks cannot ask about criminal history until after the first interview. After that, an employer may consider criminal history. The EEOC rescinded its 2012 guidance recommending an individualized assessment on October 28, 2026, effective immediately, but Title VII still prohibits screening practices with an unjustified disparate impact. Expunged records cannot be considered at all.

How far back does a background check go in New Jersey?

New Jersey has no state-level time limit on reporting criminal convictions. Convictions can appear on a background check indefinitely. The federal FCRA seven-year rule applies to non-conviction records (such as arrests without convictions) but does not limit convictions. The only way to remove a conviction from your record is through expungement.

How long does expungement take in New Jersey?

Under the 2025 legislation, the New Jersey State Police must process expungement orders within 120 days of receipt. Orders requiring additional information must receive a request within 120 days, and processing must be completed within 15 days of receiving sufficient information. You can track your expungement status through the NJSP online portal at expungement.njsp.gov.

Can a landlord in New Jersey deny housing because of a criminal record?

Only under limited circumstances. The Fair Chance in Housing Act requires landlords to make a conditional offer before checking criminal history. Even then, landlords may only consider convictions within specific lookback periods (1 to 6 years depending on offense severity) and must conduct an individualized assessment. Arrests without convictions and expunged records cannot be considered.

Does New Jersey's Ban the Box law apply to all employers?

No. The Opportunity to Compete Act defines a covered employer as one with 15 or more employees over 20 calendar weeks. Smaller employers, and employers that do not meet the 20-calendar-week element, are not covered. The law also exempts positions in law enforcement, corrections, the judiciary, homeland security, emergency management, and any position where a background check is required by law or regulation.