WA HB1747

Employers must extend a conditional job offer before conducting criminal background checks or inquiring about an applicant's criminal history, and cannot advertise positions with language like "no felons" or "no criminal background"

Employers are prohibited from taking adverse employment actions based on arrest records or juvenile conviction records, and can only act on adult conviction records if they have a documented "legitimate business reason" considering factors like time elapsed, rehabilitation evidence, and job duties

Before rejecting an applicant based on an adult conviction, employers must notify them of the specific record, hold the position open for at least two business days to allow response, and provide written documentation of their decision and reasoning

Administrative penalties increased significantly: $1,500 for first violations (with possible waiver), $3,000 for second violations, and $15,000 for subsequent violations, payable to the aggrieved job applicant or employee

Applies to employers with 15+ employees starting July 1, 2026, and to employers with fewer than 15 employees starting January 1, 2027; exemptions include positions with unsupervised access to children or vulnerable adults, law enforcement, and federally-restricted contracts