On April 25, 2025, Mayor Lisa Brown of Spokane, Washington, signed Ordinance No. C36666, also known as the "Ban the Address" law. While "Ban the Box" laws have been common in recent years, this ordinance positions Spokane as the first city in the United States to adopt a more proactive approach that targets discrimination based on address during the initial application and interview process. The ordinance took effect on May 25, 2025. Below is an overview of Spokane's "Ban the Address" and what employers need to know.
What exactly does "Ban the Address" mean?
While "Ban the Box" initiatives have typically focused on criminal history, "Ban the Address" is a separate equity initiative that expands on "Ban the Box." The initiative formally recognizes housing status as a significant barrier to equal employment opportunity. Spokane addresses the issue by setting legal boundaries on employer inquiries about residence. The city is hoping to effectively:
- Help detach the hiring stigma associated with low-income and historically marginalized areas to reduce barriers related to poverty.
- Protect job applicants from discrimination based on their housing status and housing history, particularly those experiencing homelessness or housing instability.
- Ensure qualified applicants are not excluded from job opportunities due to their current or past living situations.
Spokane City News quoted City Council Member Paul Dillon on the significance of the ordinance.
"I am proud of the compromise and collaboration that got us to make history tonight in Spokane…This ordinance represents a major step forward, providing hope, dignity, and opportunity to workers who have faced challenges due to not having a permanent residence."
Several states, such as Illinois, Rhode Island, and Connecticut, have included clauses to help reduce discrimination against unhoused job applicants. However, Spokane, Washington, is the first to implement an official ordinance to proactively ban inquiries about address and address history during the initial stages of the hiring process.
What employers hiring in Spokane need to know
Although "Ban the Address" is a positive step forward in helping reduce discrimination barriers for individuals to overcome unequal opportunities, there are a few details that employers need to follow to help uphold the law when considering an applicant for a role. Here is a high-level overview of what employers hiring in Spokane need to know:
- Address inquiries: Employers are prohibited from inquiring about an applicant's address or residency history, either on an application or orally, before making a conditional job offer. However, employers can request a mailing address or a way to contact the candidate as part of the application process.
- Disqualification or discrimination based on housing: Employers are not permitted to discriminate purely based on homelessness, address, or temporary housing. Employers may not disqualify candidates based on address unless there is a bona fide and legal relation to the job that necessitates a specific address status that would otherwise violate federal or state employment laws or regulations.
- Violations: Violations may result in civil penalties for non-compliance, similar to other guidelines for Spokane's "Ban the Box" ordinance.
- Private right of action: The ordinance does not create a private right of action. Instead, enforcement is managed by the City of Spokane municipal court, which will impose civil penalties for non-compliance.
To read the complete list of details and guidelines for Spokane's "Ban the Address," you can read the full legal text here.
What could this mean for other employers outside of Spokane?
Spokane's ordinance sets a potential precedent for expanding Fair Chance hiring and "Ban the Box" practices by including housing status in the list of barriers that prevent equal employment opportunities. The distinction between more generalized discouragement of discrimination and legally binding prevention of discrimination against unhoused applicants sets Spokane apart by setting the tone for consistent and fair opportunities for qualified candidates with less stable housing opportunities.
However, this comes with regulations and due diligence on behalf of employers hiring in Spokane. As the first ordinance of its kind, more states and jurisdictions may follow Spokane's footsteps and implement similar laws and ordinances in the future. Verified Credentials will attempt to provide additional updates on related Fair Chance hiring laws as they become available.
This content is for informational purposes only and shall not constitute legal opinion or advice. Consult your legal counsel to ensure compliance.
