Quick answer: No federal law requires employers to background check accountants, but finance employers commonly screen for these roles. A standard package covers criminal records (county, state, federal), SSN trace, employment and education verification. The FCRA requires written disclosure and authorization first, and adverse action steps after. Reveal Background returns most searches same day.
- Accountant screening is an employer policy decision, not a blanket federal mandate; apply it consistently to every candidate for the same role.
- Every check run through a screening company must follow the Fair Credit Reporting Act (FCRA, 15 U.S.C. 1681): disclosure, authorization, then pre-adverse and adverse action.
- State and local rules (ban-the-box, seven-year limits, credit-history limits) can narrow what you may search or consider.
Are background checks required for accountants?
There is no single federal rule that mandates a background check for every accountant. Requirements come from your own hiring policy, client contracts, insurers, and in some cases state licensing boards.
Firms that handle client funds, payroll, tax filings or audit work usually screen because the role carries financial trust. Whatever you decide, document the policy and apply it the same way to every candidate in the role.
What should an accountant background check cover?
Match the search to the duties of the job. The table below shows the searches most hiring teams use for accounting roles through Reveal Background.
| Search | What it covers | Why it matters for accountants |
|---|---|---|
| SSN trace | Names and addresses linked to a Social Security number | Identifies which jurisdictions to search and confirms identity |
| County criminal | Court records in counties where the candidate lived | Finds fraud, theft or embezzlement convictions at the source |
| National criminal database | Multi-jurisdiction record index | Broad sweep; confirm hits at the court level |
| Federal criminal | Federal district court records | Covers tax, wire and securities-related federal cases |
| Sex-offender registry | Registry listings | Relevant for client-site or in-home work |
| Employment verification | Dates, titles, employers | Confirms the work history on the resume |
| Education verification | Degrees and attendance | Confirms the accounting degree claimed |
| MVR | Driving record | Only if the role involves driving to client sites |
Verify a CPA license directly with the issuing state board of accountancy, and confirm any credential the role legally requires. Credit-history checks are restricted in several states, so ask counsel before including one.
What FCRA steps must you follow?
When a screening company prepares the report, it is a consumer report under the FCRA. The Federal Trade Commission explains the employer duties in its guidance, Using Consumer Reports: What Employers Need to Know.
- Give the candidate a clear, standalone written disclosure that you may obtain a background report.
- Get the candidate’s written authorization.
- Certify to the screening company that you have permissible purpose and will comply with equal-opportunity law.
- If a result may affect your decision, send a pre-adverse action notice with a copy of the report and the FTC summary of rights.
- Allow a reasonable time for the candidate to dispute errors.
- If you proceed, send the final adverse action notice with the required contact and dispute information.
Which state and local limits apply?
Ban-the-box and fair-chance laws in many states and cities delay criminal-history questions until later in the hiring process. Some require an individualized assessment before you reject someone for a record.
The FCRA bars reporting arrests that did not lead to conviction after seven years, and some states set seven-year limits on convictions as well. Salary thresholds can change those limits. Check the rules where the candidate will work, not only where you are headquartered.
How should you evaluate a criminal record?
The U.S. Equal Employment Opportunity Commission warns that blanket exclusions can create disparate-impact risk under Title VII. Its Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions recommends weighing the nature of the offense, how long ago it occurred, and its relevance to the job.
For an accountant, a recent fraud or theft conviction is plainly job-related. An old, unrelated misdemeanor may not be. Record your reasoning each time.
Accountant screening checklist
- Written screening policy tied to the role’s duties
- Standalone FCRA disclosure and signed authorization on file
- SSN trace to set the search jurisdictions
- County, federal and national criminal searches
- Employment and education verification
- CPA license confirmed with the state board
- State and local fair-chance rules reviewed
- Pre-adverse and adverse action templates ready
- Drug testing, if your policy includes it, coordinated through American Screening Corp
To start, create an account at app.revealbackground.com. There is no setup fee, and you pay per report.
Frequently asked questions
Is a background check legally required to hire an accountant?
Not by a general federal law. Requirements come from your policy, client or insurer contracts, and sometimes state licensing rules. If you screen, follow the FCRA and apply the policy consistently.
What does an accountant background check include?
Typically an SSN trace, county, federal and national criminal searches, sex-offender registry, and employment and education verification. Add MVR only if the job involves driving.
How long does an accountant background check take?
Reveal Background returns most searches the same day. Court retrievals, employment or education verification can take longer depending on the source.
Can I reject an accountant over a criminal record?
Possibly, if the record is job-related and you follow the FCRA adverse action steps and state fair-chance laws. Consult counsel before final decisions.
Sources
- FTC: Using Consumer Reports: What Employers Need to Know
- EEOC: Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions
- CFPB: Fair Credit Reporting Act resources
This is general information, not legal advice; consult counsel on adverse action and state-specific screening rules.
