Rhode Island Fair Hiring Laws

Various laws are in effect that impact employment, including some that dictate the regulations around recruiting and hiring new employees. Review our detailed guide to fair hiring laws in Rhode Island and how they differ from federal regulations.

What Are Fair Hiring Laws?

Fair hiring laws are regulations administered federally by the Equal Employment Opportunity Commission (EEOC) and Department of Labor (DOL). They apply across all states in the U.S., although some states have stricter laws in place. More than 180 laws cover workplace activities, protecting more than 165 million workers. Some of these related to the process of recruiting and hiring new employees.

What Are “Ban-the-Box” Laws?

Ban-the-box laws limit when an employer can ask about a candidate’s criminal history during the hiring process. The term refers to eliminating the box that must be checked on a traditional application when the individual has such a record.

The governor of Rhode Island signed a ban-the-box law that went into effect in 2014. It prohibits employers in the state from inquiring whether a candidate has been convicted of a crime before a first interview has been conducted. Some exceptions do apply:

• Law enforcement agency positions or related roles
• Positions that require a standard fidelity or equivalent bond
• Positions that rule out candidates convicted of specific offenses

In the latter exception, an employer may only inquire whether a candidate has been convicted of the specific offense that would rule them out, rather than including a generic question about criminal history on an application.

Does Rhode Island Have Fair Hiring Laws That Differ from Federal Fair Hiring Laws?

Yes, some of the fair hiring laws in effect in Rhode Island differ from the federal standards. Learn more in our detailed breakdown below.

Do Rhode Island Hiring Laws Match or Differ from the Federal Equal Pay Act (EPA)?

The Rhode Island Pay Equity Act builds on the federal EPA, prohibiting employers from paying different wages to men and women who are performing substantially similar work. It also extends protections against pay-based discrimination to include race, gender expression or identity, color, disability, religion, country of origin, and sexual orientation, in addition to sex. The law applies to employers with 4+ employees.

Do Rhode Island Hiring Laws Match or Differ from the Age Discrimination in Employment Act (ADEA)?

The Rhode Island Fair Employment Practices Act outlines age as a protected characteristic that employers may not use to make hiring decisions. Unlike the federal law, it doesn’t only include individuals ages 40 and over, but rather provides protections for workers of all ages.

Do Rhode Island Hiring Laws Match or Differ from the Americans with Disabilities Act (ADA)?

State law reinforces and complements the protections included in the ADA. Employers are not permitted to discriminate against people with disabilities in hiring, and are required to make reasonable accommodations.

Do Rhode Island Hiring Laws Match or Differ from the Genetic Information Nondiscrimination Act (GINA)?

Much of the language in the Rhode Island state law mirrors what is found in the federal GINA. However, the state law does prohibit employers from requiring or requesting genetic testing as a condition of employment or earning a license.

Do Rhode Island Hiring Laws Match or Differ from Title VII of the Civil Rights Act of 1964?

As mentioned, the Rhode Island Fair Employment Practices Act includes additional protected characteristics that aren’t explicitly mentioned in the federal law. These include disability, gender identity or expression, status as a victim of domestic abuse, and age. The state law applies to all employers with at least four employees.

Are There Different Fair Hiring Laws in Cities or Municipalities Across Rhode Island?

No, there are no differing laws in municipalities or cities in Rhode Island.

With the right tools, ensuring fairness when recruiting and hiring doesn’t have to cause problems. Learn more about the applicant tracking capabilities built into WorkforceHub, like automation of data tracking and reporting for valuable insights. We can help your business maintain compliance with fair hiring regulations.