Core Event: Assemblymember Alex Lee introduced AB 2095: Fair Chance Improvement Act in February 2026 to strengthen California's existing Fair Chance Act by closing loopholes that allow employers to unfairly reject qualified workers based on conviction records unrelated to job duties.[1] The bill is expected to go before the Assembly Labor and Employment Committee in spring 2026 and is sponsored by a coalition of worker, civil rights, and reentry organizations.[1]
Key Players and Involvement: The legislation is being advanced by Assemblymember Alex Lee and supported by worker advocacy groups, civil rights organizations, and reentry programs.[1] It targets employers with five or more employees, who currently operate under California's 2017 Fair Chance Act.[1][2]
Context and Timeline: California passed the original Fair Chance Act in 2017, which required most employers to delay criminal background checks until after extending conditional job offers and provide due process before rescinding offers.[1] Nearly a decade later, employers continue exploiting gaps in the law to reject qualified applicants based on convictions unrelated to specific job functions.[1] AB 2095 builds on this foundation by addressing documented compliance failures and discrimination patterns.
Why It's Newsworthy: The bill introduces significant procedural and substantive changes, including requirements that employers document individualized assessments in writing, prohibit applicants from paying for background checks, narrow broad job category exemptions, and demonstrate direct relationships between convictions and job duties before taking adverse action.[1][2] A recent California Court of Appeal ruling in February 2026 reinforced the importance of strict background check compliance, making this legislative expansion timely as employers face increased scrutiny.[12]