No municipal or city-level ban-the-box or fair chance hiring ordinances — Unable to confirm as of 2026-07-09.
Unable to confirm as of 2026-07-09.
New-hire reporting — 20-day deadline under AS 25.27.075
Alaska requires all employers doing business in the state to report newly hired employees, rehired employees, and employees returning to work to the Alaska Child Support Services Division (CSSD) within 20 days of the date of hire. The requirement is codified at AS 25.27.075 and implements the federal mandate under the Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (42 U.S.C. § 653a). The state uses these reports to locate noncustodial parents and establish or enforce child support orders.
Covered employers. AS 25.27.075(a) states that "an employer doing business in the state shall report to the agency the hiring, rehiring, or return to work of each employee," subject to an exception described in subsection (g). The statute does not exempt small employers or define a minimum-employee threshold. The CSSD employer guidance confirms that "all employers doing business in the state" must report, though the text of the subsection (g) exception is not reproduced in that guidance.
Required information. The statute at AS 25.27.075(a) specifies that the report must include the employee's name, address, and Social Security number, plus the employer's name, address, and federal employer identification number (FEIN). CSSD forms and the online portal also request the employee's date of hire, though this field is not listed in the statutory language.
Reporting timeline. AS 25.27.075(b) sets the deadline. The CSSD guidance materials state the report is due "within 20 days of the date of hire," which corresponds to the statute's reference to "the time limits set out in (b) of this section." Employers must count from the employee's actual start date (for new hires) or return-to-work date (for rehires and recalls).
Reporting methods. The CSSD accepts reports electronically through the myAlaska portal (https://my.alaska.gov/), by paper form (state form 04-1050), by fax to 907-787-3197, or by electronic file upload using the CSSD data format. The myAlaska portal is accessible under "Services for Businesses" → "CSSD Business Services Portal." Employers must register a business account; personal myAlaska accounts may not be used for employer reporting.
Multistate employers. Federal law permits a multistate employer to report all new hires to a single designated state in lieu of reporting to each state where employees work, provided the employer notifies the U.S. Department of Health and Human Services and transmits data by magnetic media or electronic transfer. 42 U.S.C. § 653a(b)(2). CSSD guidance recognizes this option. An employer not making the designated-state election must report each employee to the state in which that employee works.
Penalties. AS 25.27.075(f) authorizes civil penalties for noncompliance. The CSSD materials state that penalties may be "not more than $10 for each employee" not reported and "$100 if the failure is the result of a conspiracy between the employee and the employer not to supply the required report or to supply a false or incomplete report." The statute does not define "conspiracy" or detail enforcement procedures; the CSSD has not published penalty regulations clarifying when or how it imposes these sanctions.
Data retention. According to CSSD guidance interpreting AS 25.27.075(f), the agency retains new-hire information only for employees who owe a support obligation or are parties to a paternity proceeding. For employees who do not owe support and are not involved in paternity cases, the statute directs the agency not to create a record, and reported information "shall be promptly destroyed."
Contact. The CSSD Employer Assistance line is available at 907-269-6089 (within Anchorage) or toll-free 1-877-269-6685 (outside Anchorage). Email inquiries may be sent to dor.css.newhire@alaska.gov.
Source: Alaska Child Support Services Division – Employer Information
Anchorage ban-the-box ordinance — Unable to confirm requirements
Unable to confirm as of 2026-06-16.
New-hire reporting — exceptions for federally recognized tribes, intelligence/counterintelligence employees, and certain federal agencies (AS 25.27.075(g))
AS 25.27.075(g) provides two narrow exceptions to Alaska’s new-hire reporting requirement.
(1) Exception for federally recognized tribes: A federally recognized tribe is exempt from Alaska’s new-hire reporting rule unless the tribe is receiving services under the federal child support enforcement program (42 U.S.C. 653), or has elected to be treated as a state for reporting purposes. Tribes that are not participating in the federal new-hire directory program, or that have not opted in, do not have to submit new-hire reports to Alaska’s Child Support Services Division (CSSD).
(2) Exception for intelligence and counterintelligence employees: The term "employee" (for reporting purposes) specifically excludes "an employee performing intelligence or counterintelligence functions" for a federal or state agency, but only if the head of that agency determines that reporting the employee would endanger the individual’s safety or compromise an ongoing investigation or intelligence mission. This is not a blanket exemption for entire agencies; it applies case-by-case, only when the formal agency-head determination is made. All other agency or private employees remain subject to Alaska’s new-hire reporting requirements.
These are the only exceptions granted under Alaska law. No general exemptions exist for employer size, industry, or private employer status.
Source: Alaska Stat. § 25.27.075(g)
Background checks for positions involving vulnerable populations (childcare, healthcare, elder care): fingerprinting, barrier crimes, and mandatory checks under AS 47.05.300–.390
Alaska imposes mandatory criminal background check requirements for employees, contractors, and unsupervised volunteers in agencies and facilities that provide services to vulnerable populations, such as children, dependent adults, or the elderly. The core statutory scheme is AS 47.05.300–.390 (formerly AS 12.62.400), which applies broadly to entities licensed, certified, or regulated by the Departments of Health or Family and Community Services.
Who is covered. The background check requirement covers individuals who work for, or seek to be associated with, facilities and agencies providing services to vulnerable groups as defined under AS 47.05.300(5) and (6). This includes, but is not limited to: childcare centers, assisted living homes, foster care, residential psychiatric facilities, certain home health agencies, and more. The requirement applies to employees, contractors, unsupervised volunteers, and (in most cases) owners and operators.
Fingerprint-based background check. Covered individuals must submit fingerprints for a check of both state and national (FBI) criminal history records. The process is routed through the Alaska Background Check Program maintained by the Department of Health. Employers are responsible for ensuring prospective hires or contractors are cleared by the program before they may have unsupervised access to clients or residents. See AS 47.05.310(b) and (c) and AS 47.05.325.
Barrier crimes and disqualification. Certain criminal offenses, often called “barrier crimes,” automatically disqualify an individual from employment, contract work, or unsupervised volunteering with vulnerable populations. These barrier crimes and their lookback periods are specified in AS 47.05.310(d), AS 47.05.310(f), and by regulation at 7 AAC 10.905. Automatic, permanent disqualification applies to serious felonies such as murder or sexual offenses; other barrier crimes, such as certain drug or property offenses, may result in time-limited disqualification. A complete list and the associated waiting periods are maintained by the Department of Health and referenced in regulation.
Provisional hires and appeals. In certain circumstances, agencies may employ individuals on a provisional (conditional) basis while the background check is pending, provided the individual is supervised at all times and subject to the regulatory conditions in 7 AAC 10.910. Applicants have the right to request a variance (exception) or appeal an adverse background check in accordance with AS 47.05.330–.340.
Source: Alaska Stat. §§ 47.05.300–.390 Source: Alaska Department of Health — Background Check Program
Written wage notice at hire — AS 23.05.160 requirements and delivery
Alaska requires every employer to provide new employees with a written notice stating both the day and place of wage payment and the rate of pay at the time of hire. This rule is set by statute at AS 23.05.160(a).
Minimum notice contents. The written notice must identify:
- The regular day employees will be paid
- The place payment will be made
- The rate of pay (hourly, salary, or other applicable rate)
If there is any change to the rate of pay, the regular payday, or the place of payment, Alaska law requires the employer to give written notice to the employee on or before the payday when the change takes effect (AS 23.05.160(b)).
How to satisfy the notice requirement. Employers may provide this wage notice either:
- Directly to each employee in writing (e.g., a letter, paper form, or electronic document that the employee may retain or access), or
- By posting a statement of the required information "in a conspicuous place at or near the place of work" (AS 23.05.160(a)).
This means employers satisfy the statutory requirement by either individualized written wage notices at onboarding, or a clear workplace posting available to all employees. "In writing" is not further defined by Alaska Department of Labor regulation, but must be a tangible and accessible format—verbal notice alone does not suffice. (If satisfaction by electronic posting is challenged, see also the statutory language for textual requirements.)
If there is a dispute about pay, compliance with AS 23.05.160 provides the baseline for whether the wage notice rule has been met. This wage notice duty stands apart from the new-hire reporting requirement to the Child Support Services Division (see /guides/alaska/hiring-and-onboarding#new-hire-reporting-requirement), which is triggered by hire, rehire, or return to work, and requires a different notice.
Source: Alaska Stat. § 23.05.160
Alaska E-Verify requirements for private employers
Alaska does not require private employers to use E-Verify, the federal employment eligibility verification system. As of 2026, state law is silent: there is no Alaska statute, regulation, or agency guidance on a .gov site that mandates, restricts, or prohibits E-Verify use for private-sector employers. In the absence of such a law or regulation, E-Verify participation remains voluntary unless triggered by a separate federal requirement.
No state-imposed employer-size or industry threshold A comprehensive search of Alaska statutes and the Department of Labor & Workforce Development shows no state-imposed E-Verify obligation for any specific employer size or industry group. State authority does not appear to regulate E-Verify for public employers or public contractors. No controlling provision dictates a requirement, and authority is silent regarding any sector-specific or size-based obligation. Unable to confirm presence or absence of municipal or borough mandates as of 2026-06-16.
Federal contractor requirement overlay Federal contractors and subcontractors in Alaska remain subject to the E-Verify clause under Federal Acquisition Regulation (FAR) 52.222-54, which requires use of the system for new hires working on those contracts. This federal requirement applies regardless of state policy, and questions of coverage, timing, and process are governed by federal law. For details, see the federal guide at /guides/united-states/hiring-and-onboarding#e-verify-requirements and the U.S. Citizenship and Immigration Services E-Verify page.
Summary: As of 2026, E-Verify is voluntary for Alaska private employers except as required by federal contractor status; state authority is silent on public contractors and local government mandates.
Source: Alaska Department of Labor & Workforce Development – Home Source: U.S. Citizenship and Immigration Services – E-Verify for Federal Contractors
Workers’ compensation insurance requirement before hiring employees
Alaska requires almost every employer with one or more employees to secure workers’ compensation insurance before hiring or as soon as a first employee is on payroll. This obligation is codified under AS 23.30.075 and enforced by the Alaska Division of Workers’ Compensation.
General rule. Each employer must have coverage through an insurer licensed to write workers’ compensation in Alaska, or—if approved—may self-insure by meeting the criteria in 8 AAC 46.010. There are civil penalties for noncompliance (up to $1,000 per uninsured employee per day) and potential criminal liability for officers "having authority to insure" if insurance is not obtained (AS 23.30.075(b)-(c)).
Who is exempt. The owner-only business exception is strictly limited: certain business owners and executives are not considered employees for insurance purposes, and so are not required to cover themselves (unless they choose to). These are: sole proprietors, partners, members of LLCs with a 10% or greater ownership interest, and executive officers of corporations with at least 10% ownership (for nonprofit and municipal boards, board officers are similarly exempt). See AS 23.30.230(7) (definition of "employee") and 8 AAC 45.890. All other actual employees, including relatives or non-owner friends paid to work, must be covered.
Narrow work-type exemptions. Alaska provides a few specific exemptions based not on industry or employer size, but on the nature of the job—examples include part-time babysitters, commercial fishers as defined in AS 16.05.940, noncommercial cleaning persons, harvest help, and taxicab drivers, as specified in AS 23.30.230(7). If a worker does not clearly fall within a statutory exemption, coverage is required.
Self-insurance. Employers may apply to self-insure if they have at least five years of Alaska operations, a qualifying loss-control program, together with parents/subsidiaries employ at least 100 people, and maintain a net worth of $10 million or greater (8 AAC 46.010(a)–(c)). The Board may waive the five-year rule for some established self-insurers, or subsidiaries with parent guarantees (8 AAC 46.010(d)). Additional fiduciary, claims administration, and security requirements are detailed in regulation.
Source: Alaska Stat. § 23.30.075 Source: Alaska Stat. § 23.30.230 Source: 8 AAC 46.010 Source: Alaska Department of Labor & Workforce Development – Employer Workers’ Compensation Obligations