The government plays a crucial role in fair chance hiring practices through various laws and regulations that aim to level the playing field for formerly incarcerated individuals. These measures include the U.S. Equal Employment Opportunity Commission's Enforcement Guidance, President Obama's directive to delay inquiries into job applicants' records, and laws such as the "Fair Chance to Compete for Jobs Act of 2019" which prohibits most federal agencies and contractors from requesting information on a candidate's arrest and conviction record until after the job offer. Additionally, many states have adopted "ban the box" policies, removing the check box on applications that ask about prior convictions, while others have mandated the removal of conviction history questions from job applications for private employers. Employers can also implement fair chance hiring practices through systematic changes to their hiring and employment policies, such as avoiding stigmatizing language in job descriptions, including equal opportunity statements, working with sourcing partners, skills-based interviewing, and conducting background checks in a fair manner. By taking these steps, organizations can expand talent pools while giving candidates a fair chance at a career. It's essential for employers to work closely with their legal counsel to ensure compliance with local, state, and federal fair chance policies and to implement phased approaches to implementing fair chance practices.