Compliance center

FCRA compliance, made practical.

A working guide to the rules that govern consumer reports, adverse action, state requirements, data security, and the forms you'll actually use.

FCRA essentials

Five obligations every employer needs to get right.

Written disclosure

Give applicants a clear, standalone written disclosure that a background check will be performed.

Written authorization

Obtain signed, written authorization before ordering a consumer report.

Permissible purpose

Only order reports for a permissible purpose, employment, credit, tenancy, or other FCRA-qualified reason.

Pre-adverse action

Before denying based on a report, provide the applicant with a copy and a reasonable window (typically 5 business days) to dispute.

Adverse action notice

If proceeding with denial, send final adverse action notice with Summary of Rights under FCRA.

Record retention

Retain authorizations and reports per federal and state schedules. Dispose of consumer info per FTC Disposal Rule.

1
Review the report
Look at the specific findings, dates, and dispositions. Is the record actually disqualifying for this role?
2
Individualized assessment
EEOC guidance: consider nature of offense, time elapsed, nature of the job. Document the reasoning.
3
Pre-adverse action notice
Send notice + copy of report + Summary of Rights. Wait the required period (varies by state).
4
Handle disputes
If the applicant disputes, we note the dispute, notify the source or furnisher within five business days when required, reinvestigate at no cost, and issue written results within the FCRA timeframe.
5
Adverse action notice
If still denying, send final notice with contact info for the consumer reporting agency.
6
Retain records
Keep the file per retention schedule.