Cosmetologist Background Check Requirements for Employers

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Quick answer: No federal law requires a background check for cosmetologists. Each state board of cosmetology sets its own licensing rules, and many ask applicants to disclose criminal convictions. Salons may also screen new hires on their own, but they must follow the Fair Credit Reporting Act (15 U.S.C. 1681): written disclosure, authorization, and adverse action steps. Source: Reveal Background.

• Licensing is state-by-state: the board decides whether a conviction affects a cosmetology license.
• Salon owners who screen hires must follow FCRA disclosure, authorization, and adverse action steps.
• Verify the license with the issuing board, then add criminal and identity searches that match the job.

Who sets cosmetologist background check requirements?

Two separate parties set them. The state board of cosmetology decides who gets a license. The salon, spa, or school decides whom it hires, rents a chair to, or lets work with clients.

A board approval does not replace an employer's own screening. A board review also does not tell you about a record that appeared after the license was issued.

What do state boards typically ask?

Practices differ by state. Many boards ask on the application whether the applicant has been convicted of a felony or certain misdemeanors. Some request court documents or an explanation, and a few use fingerprints. A conviction usually does not automatically bar a license, because boards often weigh the offense, how long ago it happened, and its relation to the profession.

Check your own board's current application and rules before you rely on any general summary. Boards update their requirements, and this page cannot replace the board's own text.

What should a salon screen for?

Cosmetologists work close to clients, handle payments, and often work alone with customers. A reasonable screen is tied to those duties. Employment background screening from Reveal Background can cover the searches below.

Background searches a salon or spa can match to the role

Search	What it covers	Why it matters for a salon
County criminal	Court records in counties where the candidate lived or worked	Most convictions are recorded at county level
State and national criminal database	Records aggregated across jurisdictions	Finds records in places the candidate did not list
Federal criminal	Federal court filings	Catches fraud or other federal offenses
Sex-offender registry	Registry listings	Client safety, especially with minors
SSN trace	Names and addresses linked to the Social Security number	Shows which counties to search
Employment and education verification	Past jobs, dates, school or training hours	Confirms stated experience and cosmetology school
MVR	Driving record	Only for roles that involve driving, such as mobile services
Drug testing	Coordinated through American Screening Corp	Only if your written policy requires it

Always confirm the license itself directly with the issuing state board. Most boards offer a public license lookup.

What FCRA steps must a salon follow?

When a screening company prepares a report for you, the report is a consumer report. The Federal Trade Commission, as of its current employer guidance, lists the same core obligations.

1. Give the applicant a clear written disclosure, in a standalone document, that you may obtain a background report.
2. Get the applicant's written authorization before you order it.
3. Before any adverse decision, send a pre-adverse action notice with a copy of the report and the summary of rights.
4. Allow a reasonable time for the person to dispute errors.
5. If you proceed, send a final adverse action notice with the required details.

Source: FTC, Background Checks: What Employers Need to Know, and the Fair Credit Reporting Act, 15 U.S.C. 1681.

What state and local limits apply?

Federal law does not limit how far back convictions can be reported. The FCRA does limit reporting of most non-conviction records, such as arrests, to seven years, with exceptions for higher-salary jobs. Some states set their own lookback limits, so check yours.

Many states and cities also have ban-the-box or fair-chance rules. These can delay when you may ask about criminal history, require an individualized assessment, or require specific notice steps. Some apply to small employers and some do not.

The EEOC advises that blanket exclusions for any record can create discrimination risk under Title VII. Consider the nature of the offense, how much time has passed, and the duties of the job. Source: EEOC, Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions.

Salon screening checklist

• Look up your state board's current rules and any local fair-chance law.
• Write a job-related screening policy and apply it to every candidate in the same role.
• Use the FCRA disclosure and authorization forms before ordering a report.
• Verify the cosmetology license with the issuing board.
• Order only the searches the role needs.
• Review the results against job duties, not just the presence of a record.
• Follow the pre-adverse and adverse action steps if you may decline.
• Keep reports confidential and dispose of them securely.

How to run the checks

Reveal Background has no setup fee, and you pay per report. Most searches return results the same day, though some county courts or verifications take longer. Salon owners and multi-location managers can create an account and order the searches they need.

Frequently asked questions

Do cosmetologists need a background check to get licensed?

It depends on the state. Many boards ask applicants to disclose convictions, and some require fingerprints or court records. Check your state board's current application.

Can a salon run its own background check on a stylist?

Yes, with written disclosure and authorization under the FCRA. Follow adverse action steps if you may decline the candidate based on the report.

Does a conviction automatically bar a cosmetology license?

Usually not. Boards commonly weigh the offense, its timing, and its relation to the profession. Rules vary by state.

Do booth renters need to be screened?

It depends on whether they are employees or independent contractors and on your state's rules. Ask counsel how FCRA and state law apply to your arrangement.

Sources

• FTC: Background Checks: What Employers Need to Know
• EEOC: Enforcement Guidance on Arrest and Conviction Records
• FTC: Fair Credit Reporting Act

This is general information, not legal or medical advice; consult counsel on adverse action and state-specific rules.