This sounds vaguely similar to the approach taken in the UK. For most jobs, you can't refuse to employ someone because of spent convictions (and the applicant isn't required to tell the employer of them), and sentences up to 4 years are considered spent after a certain amount of time[1]. The employer cannot request a criminal records check, and if an individual requests their own record it will only show details of unspent convictions.
For certain roles (e.g. healthcare or childcare), a employer can request a criminal records search which WILL show spent convictions, as as you indict certain offenses will permanently make someone unsuitable for those jobs. There are three levels:
* a standard check shows spent and unspent convictions, cautions, reprimands and final warnings * an enhanced check shows the same as a standard check plus any information held by local police that’s considered relevant to the role * an enhanced check with barred lists shows the same as an enhanced check plus whether the applicant is on the list of people barred from doing the role[2]
Which of these an employer is allowed to do depends on the job in question (e.g. becoming a solicitor -> standard check, working in an elderly care home as a cleaner -> enhanced check without the adult's barred list check, working in a school -> enhanced check with the children's barred list check).
[1] https://www.gov.uk/exoffenders-and-employment [2] https://www.gov.uk/dbs-check-applicant-criminal-record