An Employer’s Guide to Alaska Background Checks

While there’s plenty of nuance to hiring in the Last Frontier, a background check here is similar to most other states. It’s a way for employers to dig past the resume and the broad smile during the interview and get to the core facts—what’s true, what’s not, and what red flags you should be aware of. Employers use these checks to gather information from state, federal, and sometimes even local sources to confirm a candidate’s history.

In Alaska, that might involve the Alaska Court System, which manages criminal case records, or the Department of Public Safety, which handles criminal history reports and fingerprint-based searches. Employers often combine those with county-level court lookups, employment verification, and federal databases, depending on the role. For example, a nursing position at an Anchorage hospital differs significantly from that of a tour operator in Juneau, and each needs different information to make a safe hire.

And yet, while the state plays its part, the rules don’t stop there. Federal law—specifically the Fair Credit Reporting Act (FCRA)—governs how employers can order and use background checks. This means written consent is always required, disclosures must be clear, and candidates have rights if a negative report influences a hiring decision. 

When Alaska employers run a background check, they’re not just fishing blindly in the dark. The search pulls together specific types of records that paint a clearer picture of who an applicant really is. What shows up can depend on the type of check requested, but here are the most common categories:

• Criminal Records: A criminal record check includes felony and misdemeanor convictions handled through the Alaskan court system, while county-level lookups may reveal additional details, which are especially important in a state where local courts still play a central role.
• Employment Verification: Sometimes a resume looks a little too good, which is where employment verification comes in. This confirms where a candidate worked, their job title, and the dates of employment, which helps employers catch resume padding—like when someone inflates a junior title into senior, for example.
• Education Verification: As with employment, some candidates aren’t opposed to creativity when it comes to their education. This check validates degrees, diplomas, and professional training, particularly in industries like aviation and healthcare, where it’s important to be sure.
• Driving Records (MVRs): From ice road truckers to fish delivery drivers and tourist mini buses, Alaska has a huge number of driving positions, many of which involve tricky circumstances. This means that checking driving records with the Alaska Division of Motor Vehicles, for suspensions, DUIs, or serious traffic violations, is an absolute must.
• Sex Offender Registry: Alaska maintains its own sex offender registry, and hits on this list are flagged in background screenings. It’s a critical step for roles that involve contact with children, healthcare, or positions of public trust.
• Credit Reports: Certainly not required for every position, but common for senior roles or those involving finance, a credit report check requires an applicant’s written consent first and will show things like a pattern of defaults or heavy debt that might raise questions about risk or responsibility.
• Professional Licenses: Alaska regulates a wide range of professions, from nurses to electricians, and verifying these credentials ensures candidates are properly licensed and in good standing before they’re hired.
• Civil Records: Depending on the scope of the civil record check, this may include bankruptcies, liens, or judgments. These aren’t always disqualifiers but provide context in financial or management roles.

It depends. Federal law—specifically the Fair Credit Reporting Act (FCRA)—limits some information, but not all. For example, non-conviction records like dismissed charges or arrests that never led to prosecution generally can’t be reported after seven years, which is the nationwide standard.

But convictions are an entirely different story. In Alaska, felony and misdemeanor convictions can often be reported indefinitely, meaning something that happened decades ago may still appear on a check today. Employers do need to tread carefully, though, and just because a conviction appears doesn’t mean it should automatically disqualify a candidate. EEOC guidelines recommend considering the nature of the offense, how much time has passed, and whether the conviction is actually relevant to the job.

However, there are a few caveats. In higher-paying roles, typically with an annual salary of $75,000 or more, the seven-year limit on certain types of adverse information, like civil judgments or bankruptcies, no longer applies. This allows employers filling high-responsibility roles to access a broader history when making hiring decisions. Expungement and sealing records are generally slightly more relaxed in Alaska, meaning most records remain accessible unless specifically sealed by court order. 

If you’re hoping for a one-size-fits-all timeline, you might be disappointed. Background checks in Alaska can wrap up in a day—or drag out for more than a week—depending on what’s being searched and where the records live.

For straightforward statewide criminal checks, results often come back within one to three business days, but add in county-level court searches, and you could be waiting longer. 

And that’s often the easiest part. Verifications that have to come from a non-governmental third-party can require some patience. Calling past employers or HR departments isn’t always speedy, especially if you’re chasing down records from seasonal jobs common in Alaska’s tourism and fishing industries. Education checks can be equally slow when schools require signed forms or when you’re dealing with institutions outside the U.S.

Fingerprint-based checks can be another hurdle. Healthcare, aviation, and childcare workers often require FBI-level fingerprint screenings, which can tack on several extra business days. If the fingerprints are smudged or rejected, the process has to be repeated, stretching the wait even further.

Alaska’s background check requirements combine federal standards with state-specific rules, creating a framework employers must navigate carefully, which is why many choose to work with a trusted partner. Here are the most important laws and policies to keep in mind.

Fair Credit Reporting Act (FCRA)

Even in Alaska’s farthest-flung communities, the federal FCRA governs third-party background checks. Employers must get written consent before running a report, provide candidates with a standalone disclosure, and follow the adverse action process if negative information affects hiring. 

Alaska Ban-the-Box Policy

Alaska doesn’t have a statewide ban-the-box law, as in many other states, meaning private employers aren’t legally bound by the same rule. However, many voluntarily adopt similar practices because they broaden the candidate pool and help avoid claims of unfair treatment.

Expungement and record sealing in Alaska

Unlike some states, Alaska has very limited options for expunging or sealing criminal records. Outside of cases involving wrongful convictions, most criminal records remain part of the public record indefinitely. Sealed records are off limits when they do exist, and attempting to use them in hiring can create legal problems.

Industry-specific requirements

Some industries in Alaska come with additional screening mandates:

Healthcare Workers: Employees in hospitals, clinics, and long-term care facilities must undergo fingerprint-based criminal background checks through state and federal databases.

Childcare & Education: Teachers, school staff, and daycare workers are subject to fingerprint checks as well, with strict rules to protect minors.

Aviation & Transportation: Given Alaska’s reliance on bush planes and transport, FAA and DOT-mandated checks often apply to pilots, mechanics, and drivers.

Energy Sector: Oil, gas, and mining employers frequently conduct broader screenings to mitigate security and safety risks in high-stakes environments.