Background Checks by State

Hiring across multiple states introduces complexity—especially when background check regulations, reporting standards, and candidate rights vary widely. Accurate’s Background Checks by State tracker gives employers clear, state-level summaries so they can stay compliant with this patchwork of laws.

Whether you’re screening candidates in one location or managing compliance across dozens of jurisdictions, this interactive tool gives you fast access to the facts you need to take the guesswork out of your screening process and make informed hiring decisions.

Use the interactive map below to explore background check considerations for each U.S. state. Each page offers a breakdown of key information, including general screening practices, relevant employment laws, and considerations that may impact how and when you conduct background checks.

Why State-Specific Information Matters When Hiring

Many states have individual nuances in their background screening requirements, such as defining when and how an employer can order a background check, the circumstances in which an employer can consider a candidate’s criminal history in hiring decisions, and how employers must communicate those decisions to candidates.

Understanding these state-specific differences can help create a smoother, hiring experience for your candidates and minimize the risk of costly violations. Other benefits include:

  • Gain clarity on background screening requirements and timing
  • Align internal policies with state-specific employment practices
  • Reduce the risk of delays, rechecks, or disputes in the hiring

Browse Background Check Information by State

Use the directory below to explore each state’s specific requirements, including ban-the-box laws and marijuana policy considerations, and get the information you need to guide your screening process.

DISCLAIMER:
*Please note: Accurate prepared these materials for informational purposes only. These materials are not intended to be comprehensive, and are not a substitute for, and should not be construed as, legal advice. Accurate does not warrant any statements in these materials. Employers should direct questions involving their organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply, to their own legal counsel.