Federal law and guidance on this subject should be reviewed together with this section.
Author: Randi Klein Hyatt, Kollman & Saucier, PA
- Maryland's civil rights law prohibiting discrimination in employment is broader than federal law and includes prohibitions against discrimination based on sexual orientation and marital status, along with a broader definition of disability. See Maryland Discrimination Law.
- Employers in Maryland may not seek job applicants in a way that expresses or suggests a preference to any protected characteristic, unless based on a bona fide occupational qualification (BFOQ). See Advertising.
- Maryland prohibits employers from asking job candidates or employees for social media passwords or usernames to access their accounts. See Social Media.
- Employers must be careful to avoid violating antidiscrimination and privacy laws in using social media websites for recruitment or applicant screening purposes. See Social Media.
- Private employers in Maryland may grant a hiring preference to eligible veterans and spouses of eligible veterans with service-related disabilities. See Veterans Preference.
- Younger workers have extra protections under Maryland labor law that employers must take into account when recruiting individuals under 18. See Underage Workers.
- Baltimore has requirements pertaining to recruiting. SeeLocal Requirements.