Philadelphia’s job market is bouncing back but too many of our neighbors are still locked out because of a mistake they made years ago. It’s time to fix that by updating our Fair Chance Hiring law again.
Fourteen years ago, Philadelphia banned employers from asking about criminal records up front — proving that people are more than their past mistakes and that our city is stronger when everyone has the chance to work.
I helped write the original versions of the Fair Chance Hiring bill when I was the executive director of the Philadelphia Commission on Human Relations. Back then, I saw firsthand that employers were more resistant to hiring anyone with a criminal record, regardless of the crime they committed or the number of years since it occurred.
Prior to that original law being passed, many job seekers were being shut out of opportunities due to a mistake they made decades earlier – often when they were young and still finding their way. Returning citizens faced barriers to rebuilding their lives, and employers missed out on qualified hires.
Today, over 300,000 Philadelphians have a criminal record, but sentiments are changing thanks to the laws we put on the books more than a decade ago. Employers who have opened their doors as a result of laws like Fair Chance Hiring and Pennsylvania’s groundbreaking Clean Slate report what the community has known all along — when given the opportunity, people with records rise to the occasion.
Local business owners, like Down North Pizza and Triple Bottom Brewing, are centering their staffing around people with records. Larger area employers are actively hiring as well. Philly’s own city departments, from Water to Streets, continue to employ residents with records.
It’s clear, taking a chance on giving a second chance has paid off. That’s why I am proposing we update this legislation to make Philadelphia ready for the workforce of 2025 and beyond.
My updates will further help job seekers and employees with criminal records — as well as prospective employers — in two major ways.
First, we expand employment opportunities for people who are convicted of minor crimes by shortening when an employer can “look back” at old misdemeanor convictions. My legislation keeps the 7-year lookback period for felonies but reduces it to 4 years for misdemeanors. This aligns with research showing that if a person hasn’t committed a new misdemeanor offense in that timeframe, they are unlikely to commit again, and no more likely to commit a crime that someone who has never been convicted.
My legislation also aligns city law with longstanding state law and prevents employers from considering summary offenses, the most minor criminal convictions that are usually resolved with a citation and a fine. Second, this law clarifies and improves the process for employees who ultimately are rejected because of their criminal history. It provides more detail about the individualized assessment employers must use when considering rejecting an applicant — namely that their specific record poses a risk to the job requirements. And it clarifies what should be in the notice those employers give applicants they intend to reject, so employers and applicants alike can be sure that they are complying with the law and know their rights.
These updates to the law are a reflection of the way our city and public opinion have grown over the years. I'm proud to have worked with and have the support of both Community Legal Services and the Chamber of Commerce, a reflection that both the public interest legal sector and our business community recognize that creating opportunities for returning citizens can power our workforce while still upholding our commitment to making Philadelphia a place where everyone has a second chance.
This win-win for employers and fair chance advocates couldn’t be more timely. With 2026 just around the corner and the city’s economy showing signs of bouncing back, we need every Philadelphian to have a shot at the opportunities our growing city has to offer.
When this bill passed, this was the sixth time the law has been updated, and I am proud to have been a part of this movement. We still see the barriers, but I am hopeful that the law will continue to evolve alongside possibilities for our workforce and our understanding of recidivism.
