Last Updated on July 3, 2025

Kansas City has just made waves in employment law– on January 16, 2025, the City Council passed Committee Substitute for Ordinance No. 241074, a groundbreaking measure that designates criminal history status as a protected class under the city’s civil rights ordinance. For employers operating in Kansas City, this means major changes in how criminal background checks are conducted and used in hiring decisions.

What Changed with the Kansas City Criminal History Hiring Law?

Previously, Kansas City had a “Ban the Box” law in place, restricting when employers could inquire about criminal history during the hiring process. But this new ordinance goes much further. The ordinance:

• Adds criminal history status as a protected class, alongside race, gender, religion, disability, and more.
• Prohibits discrimination in employment, housing and public accommodations based solely on a person’s criminal record.
• Requires individualized assessments of an applicant’s criminal background in context of the job role- considering factors like recency, severity, and relevance.

What Employers Need to Do Regarding the Kansas City Criminal History Hiring Law

Employers who hire in Kansas City should take immediate steps to review their background screening processes. Under the new ordinance:

• Blanket exclusions based on criminal history are no longer acceptable.
• Criminal background checks must not occur until after the applicant is interviewed or considered qualified.
• If a criminal record is discovered, employers must evaluate:
  • Whether the offense is directly related to the duties of the job,
  • How long ago it occurred,
  • The nature/severity of the offense,
  • Whether excluding the applicant is necessary for business or public safety purposes.

While the ordinance does not explicitly state private employers are covered, it amends Kansas City’s civil rights law, which does apply to private employers in many areas (e.g., race, gender, disability). The broader implications of this ordinance strongly affect private employers as well.

Consider Continuous Criminal Monitoring

As part of a proactive compliance strategy, employers may want to explore continuous criminal monitoring services. Unlike one-time background checks, continuous monitoring provides ongoing alerts if an employee is involved in new reportable criminal activity. When implemented responsibly and in accordance with federal and local laws, this tool can help employers maintain workplace safety while still supporting fair chance hiring practices. MyHRScreens offers monitoring options that align with the Fair Credit Reporting Act (FCRA), so you can rest easy knowing you are remaining compliant and ethical.

How MyHRScreens and MyHRConcierge Helps You Stay Compliant When Hiring

Kansas City’s move to protect individuals with criminal histories reflects a broader national trend toward second-chance hiring. While this shift promotes equity and opportunity, it also places greater responsibility on employers to ensure their hiring practices are fair, consistent, and legally sound.

MyHRConcierge and MyHRScreens offer invaluable support in maintaining compliance throughout the screening process and when navigating background check results before hiring. MyHRConcierge provides expert guidance on adherence to ever-evolving employment laws (like this one), ensuring that your hiring practices meet legal standards and reduce risk. Meanwhile, MyHRScreens delivers comprehensive background screening services to help you make informed and compliant hiring decisions. Together, this partnership streamlines your HR operations, helps to mitigate legal risks while ensuring a fair, transparent hiring process. 

To learn more about what MyHRConcierge and MyHRScreens can do for your company, contact MyHRScreens today at 866-899-8970 ext. 118, Klewis@myhrscreens.com and MyHRConcierge at 855-538-6947 ext.108, ccooley@myhrconcierge.com. Or, schedule a convenient consultation below: