New Hampshire Hiring laws & compensation compliance analysis

New Hampshire Hiring: What you need to know

Under the New Hampshire Law Against Discrimination, employers may not make inquiries of, or impose qualifications on, prospective employees based on age, sex, gender identity, race, color, marital status, physical or mental disability, religious creed, national origin, or sexual orientation, unless based on a bona fide occupational qualification (BFOQ). BFOQ exceptions are rare, and employers should be cautious about making employment decisions that discriminate against a protected group (N.H. Rev. Stat. § 354-A:1 et seq.). The Law applies to all public employers, private employers with six or more employees, and charitable and educational corporations and associations. The Law does not cover nonprofit social clubs or religious organizations or institutions.
More information is available at the New Hampshire Discrimination and Disabilities (ADA) section.
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Domestic violence. New Hampshire employers are prohibited from discriminating against victims of domestic violence in the terms and conditions of their employment. It is an unlawful employment practice for an employer to refuse to hire an otherwise qualified individual because the individual is a victim of domestic violence, harassment, sexual assault, or stalking (N.H. Rev. Stat. § 275:71).
Veterans’ preference.A private employer may adopt a voluntary policy that gives preference in hiring to veterans if the policy is in writing and uniformly applied to hiring decisions (N.H. Rev. Stat. § 275-G:2). New Hampshire law grants a preference to eligible veterans, their unremarried widows, and the wives of totally disabled veterans on public works projects by the state, cities, towns, or district (N.H. Rev. Stat. § 283:4).
Consumer reports. In addition to ...

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