How Felonies and Misdemeanors Are Treated on Criminal Background Checks

Most employers don’t run criminal background checks to eliminate candidates — they run them to make informed hiring decisions. When results come back, the distinction between misdemeanors and felonies matters, but not in a one-size-fits-all way. The context of the role, the nature of the offense, and the passage of time all influence how employers evaluate information about criminal records. Understanding the difference helps both employers and applicants approach the process with clarity.

How Employers View Felonies

Felonies typically involve more serious conduct and, in many cases, longer legal consequences. When a felony appears on a background report, employers tend to pause and seek to understand the circumstances before moving forward. The question isn’t only what happened, but how it relates to the work ahead.

For example, a felony involving fraud raises different concerns in a bookkeeping or financial role than in a warehouse setting. A violent offense may matter more in a customer-facing environment than in a remote technical position. Employers weigh risk, relevance, and whether the offense signals ongoing behavior or something in the past that has since been resolved.

Many companies also consider timing. An event from five or ten years ago, paired with stable employment and personal growth, may carry less weight than a recent conviction with limited work history. The goal isn’t judgment — its alignment with safety, trust obligations, and regulatory expectations.

How Employers View Misdemeanors

Misdemeanors cover a broad range of behavior, from minor offenses to more serious but non-felony actions. Context matters here as well. Certain misdemeanors — like disorderly conduct from many years ago — may have little relevance in most roles. Others, such as theft-related convictions, DUIs, or harassment, can still create concern depending on the nature of the job.

Again, relevance is key. A DUI may affect driving positions more than office roles. A theft-related misdemeanor may be evaluated more carefully for someone handling inventory or cash. The conversation isn’t about labels — it’s about connection to job duties and workplace expectations.

Beyond Labels: Patterns and Transparency

Single offenses often prompt a deeper look rather than an automatic decision. Patterns, however, carry more weight. Repeated theft or violence-related charges signal a different level of concern than one isolated event. Employers aim to avoid avoidable risk while still giving candidates room to demonstrate growth. Many appreciate applicants who acknowledge past issues clearly and explain the steps they’ve taken since.

People change. Good hiring recognizes that.

Fairness and Compliance

Laws and regulations, including EEOC guidance and state “fair chance” rules, discourage blanket decisions based solely on the presence of a criminal history. Employers are expected to evaluate relevance, time since the offense, and the responsibilities of the job. Structured, consistent review of criminal records protects both the organization and the applicant by ensuring decisions are thoughtful and non-discriminatory.

Thoughtful, professional criminal background checks help employers understand risk and responsibility. Felonies and misdemeanors carry different weights, but neither automatically defines a candidate’s future. The key lies in context, honesty, and thoughtful evaluation. Good hiring balances opportunity and responsibility, allowing businesses to build strong teams while recognizing when past experiences do — and do not — shape someone’s ability to succeed in the role ahead.