BLOG

The beginning of a new year is a good time to review your background screening policies, consider upcoming laws and prepare for success.

2026 Legislation

Throughout the country, numerous bills go into effect at the beginning of each year. Many more laws become active as the year progresses. It’s helpful to consider new and upcoming legislation as you dive into the first business quarter.

A variety of bills will become law in 2026. Some of the types of legislation we anticipate seeing include:

• Second chance laws. They do a variety of things, such as creating expungement opportunities, specifying when background checks should be run, and requiring hiring managers to assess any records that are returned in a report.
• Artificial Intelligence. We expect to see more laws that govern the use of AI and require employers to implement policies that help ensure they don’t inadvertently discriminate against any protected characteristic.
• Marijuana. More locations are likely to legalize medicinal and recreational usage, which often leads to laws that permit the expungement of records for offenses that were de-criminalized.

Review Your Policies

The start of a year is a good time to review your policies related to hiring and screening people. Example goals are to make sure your organization is ordering background checks at the correct time, has policies on what warrants an adverse action, and has sufficiently trained your staff.

After completing a thorough review of your company policies, the next step is to ensure they are shared with everyone who will be involved in the hiring process. Some companies have their employees acknowledge and agree to those policies so they can show that each person was trained and informed.

Ongoing Screenings

Almost every employer runs background checks on job applicants. These reports help hiring managers make informed decisions and complete due diligence practices. But not every employer takes advantage of annual or ongoing screenings.

By monitoring employees throughout the year, businesses can become aware of anything that might affect them or their team. For example, they can see if a worker incurs a new criminal record that might be relevant to their position, learn if someone lost a required license or credential or discover that a driver has a new hit on their record.

Working With A CRA

If you’re not already working with a Consumer Reporting Agency (CRA), that is a great thing to consider for the new year. A CRA that is accredited by the Professional Background Screening Association (PBSA) must first demonstrate that they take reasonable steps to only provide current, accurate and reportable data.

CRAs provide risk mitigation because they offer comprehensive reports that give reviewers essential information. Employers can help protect their best interest by working with an accredited CRA.

Need Employment Background Checks?

If your organization is bringing on employees, contractors or volunteers, please contact us. Our friendly, professional team can help you customize screening packages based on your particular needs, relevant laws and industry standards. We are an accredited CRA with more than 25 years of experience as a leader in our industry.

Backgrounds Online is available to assist you Monday through Friday from 5am to 6pm PT.