Background Checks for Remote Jobs: What Employers Can Check and Your Rights

By the SOJI editorial team · Reviewed 2 November 2026

A background check for a remote job is a review of your identity, work history, education or public records that an employer, or a company it hires, runs before or after an offer. Being remote does not remove it; in the US, the same federal rules apply as for an office job.

Key takeaways

• When an employer uses an outside screening company, US federal law requires a separate written notice and your written permission first.
• If a report might cost you the job, you are entitled to a copy of it and a notice of your rights before the decision is final.
• You can dispute inaccurate information, and the FTC and the EEOC both take complaints.
• A real employer never needs your bank login or a fee to run a check. Treat that request as a scam signal.

What the check can include

The exact scope depends on the role. Identity verification is the most common step for remote work because nobody meets you in person. Employers may also confirm past jobs and dates, education, and, for some roles, criminal records or credit history. Roles that touch client money or health data tend to screen more. Some AI-training and contractor platforms mention background checks in their onboarding help pages; the /blog/mercor-instant-offer-what-it-means-and-how-to-verify-it post shows where one platform documents this.

What the employer must do in the US

The FTC's guidance for employers describes the steps when the report comes from a consumer reporting company. The employer must tell you in writing that a report may be used, in a document separate from the application, and get your written authorization. Before acting on a negative result, it must send you a copy of the report and a summary of your rights. After acting, it must tell you which company supplied the report.

Stage	What you should receive
Before the check	A separate written disclosure and a request for your authorization
Before a negative decision	A copy of the report and a summary of your rights
After a negative decision	The reporting company's contact details and your right to dispute

Your rights if something looks wrong

The EEOC's guide for applicants says employers must treat applicants equally regardless of race, national origin, color, sex, religion, disability, genetic information or age (40 or over). It also says credit checks count as background reports and that an employer can consider criminal history, but not apply it unequally. If you suspect discrimination, contact the EEOC. If a report was run without your permission or the notices were skipped, the EEOC guide points to the FTC.

If a report contains an error, dispute it with the reporting company and, according to the FTC, you can ask for a free additional report within 60 days of an adverse action. Keep copies of everything you send.

When a "background check" is a scam

Scammers use the phrase to collect data. The FTC's job scam page warns against paying for supplies or certifications up front, and the same logic covers a "screening fee". Never send a full Social Security number, bank details or a photo of your ID to someone you have not verified through an official channel. Run the checklist in /blog/how-to-verify-a-remote-job-is-real and compare against /blog/remote-job-interview-red-flags-what-to-watch-for before you share documents.

Also see /blog/how-long-does-it-take-to-get-hired-for-a-remote-job, since screening is one reason a hire takes longer than the interviews alone.

Frequently asked questions

Can a remote employer run a check without telling me?

If it uses an outside screening company, the FTC says it needs your written authorization first. Ask for a copy of the notice you signed.

Do contractors get background checks too?

Often yes, particularly on platforms that onboard many people. The federal rules above are written around employment decisions, so check your contract and ask how the data is stored.

What if I was rejected because of the report?

You should get a notice naming the reporting company. Request the report, check it and dispute errors. You can also contact the FTC or the EEOC if the process was not followed.

Limitations

This is general information about US federal guidance, not legal advice. State and city laws add requirements, and rules outside the US differ. For a specific case, read the official pages linked above or speak to a qualified adviser.

Sources and further reading

• FTC: Background Checks: What Employers Need to Know: The FTC's guide to what employers must do when they use a consumer reporting company for a background check.
• EEOC: Background Checks: What Job Applicants and Employees Should Know: The EEOC's guide for applicants on background checks, credit checks, criminal history and discrimination.
• FTC: Job Scams: how to spot and avoid job scams

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