Stay Informed. Stay Compliant.
Hire with Confidence.
Staying compliant isn’t optional, it’s essential. The background screening process is governed by a complex mix of federal, state, and local laws designed to ensure fairness and accuracy.
FYI Screening’s Compliance Center helps you stay informed and protected with clear summaries of the Fair Credit Reporting Act (FCRA), EEOC guidance, and state-specific regulations that impact your hiring process.
Access updates on regulatory changes, understand your obligations as an employer, and download our Compliance Checklist for Employers to keep your screening program consistent, transparent, and legally sound.
FCRA Overview
Fair Credit Reporting Act (FCRA)
The FCRA governs how employers use background checks during hiring. It ensures candidate privacy, accuracy, and fairness when evaluating employment-related reports.
Key Employer Responsibilities
- Obtain written consent from each candidate before ordering a background check.
- Provide a clear disclosure that a report may be used for employment purposes.
- Follow the pre-adverse and adverse action process if findings may affect a hiring decision.
- Partner only with an FCRA-compliant Consumer Reporting Agency (CRA) such as FYI Screening.
FYI Tip:
Keep your disclosure and authorization forms up to date — and separate from your job application.
FREE RESOURCE: Learn more about FCRA compliance for employers
EEOC Guidelines
Equal Employment Opportunity Commission (EEOC)
The EEOC enforces federal laws that prohibit discrimination in hiring. When using background checks, employers must apply consistent, fair practices.
Best Practices for EEOC Compliance
- Use criminal record information only when relevant to the job role.
- Avoid blanket disqualifications based on criminal history.
- Conduct individualized assessments and allow candidates to explain findings.
- Apply the same standards to all applicants to avoid discriminatory impact.
FYI Tip:
Train hiring teams regularly on fair hiring and document each decision for transparency.
Learn More: EEOC Compliance Made Simple
State Law Summaries
Understand the Rules Where You Hire
State and local laws often add extra layers of regulation to the screening process. Some have unique requirements around timing, privacy, or candidate notification.
Common State-Level Regulations Include
- Ban-the-Box Laws – Delay criminal history questions until later in hiring.
- Salary History Bans – Promote pay equity by restricting salary history inquiries.
- Data Privacy Laws – Define how candidate information can be collected and stored.
- Disclosure Requirements – Some states require specific notice language.
FYI Tip:
Regulations evolve frequently. FYI Screening provides updates so you always stay compliant.
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Why Compliance Matters
Protect Your Company and Candidates
Failure to comply with screening regulations can result in fines, lawsuits, and reputational harm. Following FCRA, EEOC, and state regulations helps ensure fair treatment for all candidates and builds trust in your hiring process.
FYI Screening’s technology-driven compliance solutions combine automation, expert oversight, and real-time legal updates to keep your program protected.
