Designates certain actions by employers, when based on employees' credit history or credit scores, as improper employment practices
Summary
HB 1187 would add a new section to Missouri’s employment discrimination and practices law, chapter 290, making it an improper employment practice for an employer to discharge, refuse to hire, or otherwise disadvantage an individual in compensation, terms, or conditions of employment because of that person’s credit score or credit history. The bill creates a general prohibition on using credit information in employment decisions.
The bill includes an exception allowing an employer to consider credit score or credit history when it is directly, materially, and substantially related to the duties of the job or to the overall operation of the employer’s business. In effect, the measure would limit employer use of credit checks in hiring and employment actions, while preserving a narrow business-related defense for certain positions.
Impact
If enacted, HB 1187 would expand Missouri employment law by adding credit score and credit history to the list of factors employers may not use as a basis for adverse employment actions, unless a specific job-related exception applies. It would affect employers across the state and could reduce the use of credit checks in hiring, promotion, compensation, and other workplace decisions, while also creating a statutory standard for when credit information may still be lawfully considered.
Sentiment
Based on the bill text and available context, the measure appears to be framed as a worker-protection bill aimed at limiting potentially unfair employment screening practices. There is no recorded committee debate or vote history provided, so no clear bipartisan or partisan sentiment can be inferred from the available materials. The caption suggests the bill was introduced as a targeted employment-practices reform rather than a broader labor overhaul.
Contention
The main point of contention is likely the balance between employee privacy and fairness on one hand, and employer discretion and risk management on the other. Supporters would likely favor restricting credit-based screening because it can disadvantage applicants for reasons unrelated to job performance, while opponents may argue that credit history can be relevant for certain positions involving financial responsibility, access to funds, or sensitive business operations. The bill’s exception for job-related use of credit information is the key compromise point and would likely be central to any debate over scope and enforcement.