Candidates ask this question constantly, and employers do not always have a precise answer either. A background check is not one report. It is a bundle of separate searches, each pulling from a different source, each governed by its own rules about what can be reported and for how long. Here is what actually shows up, what does not, and why the difference matters.
Criminal history: the core of most checks
Criminal record searches are the piece most employers care about most, and they cover several distinct categories.
- Felony and misdemeanor convictions. These are the backbone of a criminal history search. County, state, and federal court records are pulled or cross-referenced through a national database and then verified at the source.
- Pending charges. Cases still moving through court can appear, since they are matters of public record even before resolution.
- Arrests. Whether an arrest that did not lead to a conviction can be reported depends on the state and, separately, on federal law. Under the Fair Credit Reporting Act, arrest records that are more than seven years old generally cannot be included in a report, and several states restrict reporting of non-conviction arrest data regardless of age. See our related breakdown on whether arrests show up on background checks for the state-by-state detail.
- Sex offender registry status. Registry checks are typically run as their own search against state and national sex offender registries, which are public by design and not subject to the same lookback limits as court records.
The federal ceiling on reporting older, non-conviction information comes from the Fair Credit Reporting Act itself. The statute sets a seven-year window for most adverse items, though convictions are the major exception and can be reported without a time limit. The exact text is at 15 U.S.C. 1681c, and many states layer their own, often shorter, lookback rules on top of it. We cover how those state rules interact with the federal floor in our seven-year rule by state guide.
Employment and education verification
This is not a records search at all. It is a phone call or a data match confirming that what the candidate wrote on the application is true.
- Employment verification confirms dates of employment, job title, and sometimes eligibility for rehire. It does not typically include performance reviews or reasons for departure unless the former employer volunteers that information, which most decline to do.
- Education verification confirms degree, major, and dates of attendance directly with the registrar or through a verification clearinghouse. GPA is not usually part of this unless the candidate consents to release it separately.
- License and certification verification confirms that a professional license, such as a nursing license or a commercial driver credential, is active and in good standing with the issuing board.
Motor vehicle records
For any role that involves driving, a motor vehicle report pulled from the state department of motor vehicles shows license status, class, restrictions, and moving violations, typically going back three to seven years depending on the state. For commercial drivers, employers also check the FMCSA Drug and Alcohol Clearinghouse, a federal database of positive drug and alcohol test results and refusals to test, at clearinghouse.fmcsa.dot.gov. Serious violations, like a DUI or reckless driving conviction, and license suspensions or revocations are the items most likely to affect a hiring decision.
Credit reports: narrower than people expect
A credit-based report is not run for most jobs. It shows up mainly for roles with financial responsibility, such as banking, accounting, or any position handling company funds or sensitive financial data. When it is used, the employer sees payment history, account status, and public financial records like bankruptcies or judgments. It does not include a credit score. It also carries its own consent and disclosure requirements under the Fair Credit Reporting Act, separate from the general background check authorization, and several states and cities restrict or ban employment credit checks outright for most positions. The Consumer Financial Protection Bureau’s overview of FCRA rulemaking is at consumerfinance.gov.
Civil court records
Civil litigation history, such as lawsuits, judgments, and liens, can appear in a report when relevant to the role, most often for executive, fiduciary, or contractor positions. Like arrest records, civil suits and judgments are also subject to the seven-year federal reporting limit under the FCRA.
| Search type | What it shows | Typical lookback |
|---|---|---|
| Criminal convictions | Felony and misdemeanor case outcomes | No federal limit; state rules vary |
| Arrests without conviction | Arrest record, no disposition | 7 years federal cap; several states shorter or excluded |
| Employment verification | Dates, title, rehire eligibility | Not time-limited; usually most recent employers |
| Education verification | Degree, major, attendance dates | Not time-limited |
| Motor vehicle record | License status, moving violations | 3 to 7 years, state dependent |
| Credit report | Payment history, bankruptcies, judgments | 7 years for most items; 10 years for some bankruptcies |
| Civil court records | Lawsuits, judgments, liens | 7 years federal cap |
What does not show up
This list is where most misconceptions live, and it is worth being precise about it.
- Expunged or sealed records. Once a court seals or expunges a case, it is removed from the public record and should not appear in a properly sourced report.
- Juvenile records. These are sealed in nearly every state and are not part of standard adult background checks.
- Medical records and health history. Employers cannot access these through a background check. Any health-related screening, such as a drug test, is a separate process with its own consent requirements.
- Immigration status details. Work authorization is confirmed through Form I-9 and E-Verify, not a consumer report.
- Credit score. Even when a credit report is pulled, the numeric score is not part of what employers see.
- Genetic and family medical information. This is protected separately and has no place in employment screening.
- Social media activity, in the formal sense. A consumer reporting agency’s official report does not include social media content unless the employer contracts for a distinct, separately disclosed search product.
How the FCRA shapes what gets reported
The Fair Credit Reporting Act is the federal law that governs consumer reporting agencies and, by extension, most employment background checks. It sets the seven-year reporting window described above, requires accuracy procedures at the reporting agency, and gives candidates the right to dispute anything inaccurate. It also requires employers to get written authorization before running a check and to follow a specific adverse action process before declining to hire based on what a report shows. The Federal Trade Commission’s guidance for employers using consumer reports is at ftc.gov, and the Equal Employment Opportunity Commission’s guidance on how criminal record information interacts with anti-discrimination law is at eeoc.gov. None of this operates on its own. It works alongside state law, and in many states the state rule is stricter than the federal floor, which is why the same job in two different states can turn up a different report.
Frequently asked questions
Can an employer see my entire criminal history no matter how old it is?
Convictions generally have no federal time limit and can be reported regardless of age, though a growing number of states cap how far back even conviction reporting can go. Arrests that did not lead to a conviction are capped at seven years under federal law, and some states exclude them from employment reports entirely.
Does a background check show my bank account balance?
No. A credit-based employment report shows payment history, account status, and public financial records like judgments or bankruptcies. It does not show account balances or a credit score.
Will a background check reveal a case that was expunged?
It should not. Expungement removes a case from the public record, and a properly conducted search should not surface it. If an expunged case does appear, that is grounds for a dispute with the reporting agency.
Do all employers run a credit check?
No. Credit reports are used selectively, mainly for roles with financial responsibility, and several states and cities restrict or prohibit employment credit checks for most positions.
Does a background check include social media?
Not as part of a standard consumer report. Social media screening, when used, is a separate product with its own disclosure requirements, distinct from the criminal, employment, and education searches described here.
Employers who want to see exactly which searches apply to a given role can review packages and pricing at revealbackground.com/pricing.
Related Reading
This article is general information, not legal advice. Background check requirements vary by state and by industry, and employers should confirm their obligations under federal and state law before making hiring decisions based on a report.
