A Guide to Caregiver Background Checks

Few professions require the same level of trust as caregivers. Whether it’s for ourselves, a child, an elderly parent, or somebody with special needs, it’s a question of putting vulnerable people in somebody else’s hands — which can be a scary thought. 

Background checks are an essential aspect of hiring when it comes to finding the right caregiver. They allow people to rest assured that the chosen person is reliable, qualified, and, most importantly, safe. But what exactly does a caregiver background check include? How far back does it go? What could disqualify someone?

What Is a Caregiver Background Check?

A caregiver background check is much like any other background check, but it has a few specific requirements you wouldn’t find if you were applying for a banking position, for example. The healthcare screening process naturally focuses on safety, trustworthiness, and reliability, which you’re looking for when entrusting a loved one’s health to a stranger. 

These checks aren’t just about confirming employment history or verifying references. They dig deeper, ensuring that the applicant doesn’t pose a risk to the person they’ll be looking after. Caregivers are often left to work unsupervised in private homes with people in highly vulnerable positions, meaning trust is everything. An extra layer of checks can go a long way to easing worries. 

Is a Caregiver Background Check the Same as a Background Check?

Yes, in many ways, but there are some differences. While both involve investigating a candidate’s history, qualifications, and character, caregiver background checks tend to be more detailed. In this way, caregiver checks are more similar to those that a teacher or nurse would have to pass rather than a banker or tech employee. 

A standard employment background check typically includes:

• Identity verification
• Employment history
• Education verification
• Criminal record check

A caregiver-specific background check would usually go much further and include:

• Abuse and neglect registry searches
• A sanction check
• Sex offender registry checks
• Drug testing
• Driving history (if transportation is required)

What Shows up on Caregiver Background Checks?

There’s no one-size-fits-all background check for caregivers. State laws, employer requirements, and the level of care required for the position can all affect what a background check looks for and might uncover. Here’s what typically shows up:

Criminal Records

It’s almost inconceivable that a caregiver background check wouldn’t look at criminal records. These checks have become the foundation of nearly every background screening these days, and for positions where an individual would be required to work closely with a loved one, it makes more sense than ever. 

Typically, these checks look for felony and misdemeanor convictions, including violent crimes, theft, fraud, drug offenses, and abuse-related charges. Some states require fingerprint-based FBI checks, which are more comprehensive than name-based searches.

Employment Verification

This is another key area. A caregiver might hand you a wonderful, out-of-this-world resume with a glittering array of past employment positions, but these must always be carefully checked. Sadly, it’s not uncommon for people to stretch the truth and lie about employment history, but with caregivers, you want to be 100% certain they have the experience they say they do. Employment verification confirms:

• Previous caregiving roles
• Length of employment
• Reasons for leaving
• Overall job performance (when references are checked)

Some employers may even contact former clients or families to get direct feedback, although this depends on state law. Most reputable caregivers will give references linked with past employment who can then be contacted directly 

Education & Certification Verification

High-quality caregivers usually have specialized training. However, just because a resume includes the training or certification, you cannot blindly trust it. Education & Certification Verification looks at:

• Degrees
• Certifications
• State licensing boards (for regulated professions)

Sex Offender Registry Check

Another key check, especially when working with children, is the sex offender registry. Most states mandate that employers check both state and national registries to ensure candidates have no history of sexual offenses. However, this is an area where you want to double-check and then triple-check everything. 

Driving Records

While not necessarily vital if a caregiver isn’t required to use a vehicle, checking for a clean driving record is imperative if they’ll be transporting clients. Typically, these checks will look at:

• DUIs
• Suspended licenses
• Reckless driving violations
• Excessive speeding or accidents

Drug Testing

While drug tests aren’t always a required aspect of caregiver screenings, they are becoming increasingly common. Some employers—especially agencies—require pre-employment and random drug tests to ensure that caregivers aren’t using substances when around clients. 

Abuse & Neglect Registries

People are one of the most important areas, yet remarkably, they cannot be easily checked. While every U.S. state has Adult Protective Services(APS) and Child Protective Services(CPS), not every state has an easily accessible registry of individuals who have been struck off and are no longer either allowed or recommended to work in the caregiving industry. Some do, and any caregiver with a history of elder abuse, child neglect, or exploitation will likely be flagged. 

Caregiver Background Check Laws & Requirements

As with most aspects of U.S. law, each state approaches things slightly differently, but some federal guidelines apply across the board. 

• The Fair Credit Reporting Act (FCRA) – Employers must obtain consentbefore running background checks and must also inform applicants if they’re disqualified based on the results. 
• The National Child Protection Act (NCPA) – This covers individuals working with children, but also the elderly and people with disabilities. It allows for fingerprint-based background checks regardless of where you are in the U.S. 
• State-Specific Regulations – Things get more complicated when you look at specific states. Many mandate background checks for caregivers working in licensed facilities or home care agencies, and some prohibit hiring individuals with specific convictions.
• Medicaid & Medicare Compliance – Any caregiver working in a federally funded position, such as Medicaid or Medicare, must pass a criminal background check. 

What Disqualifies You From Being a Caregiver?

Not everybody is legally allowed to work as a caregiver, and there’s also a sizable grey area where prospective employers often take questionable ethics and moral judgment on board. Some of the most common disqualifiers include:

• Violent felonies – Assault, domestic violence, or homicide convictions.
• Sex crimes – Any offense requiring sex offender registration.
• Financial exploitation or fraud – Theft or fraud convictions, particularly if they involve elderly or disabled victims, although any evidence of past wrongdoing will be a significant red flag. 
• Abuse or neglect charges – Any history of mistreatment toward children, seniors, or vulnerable adults.
• Drug-related convictions – One of those grey areas. If the offense was recent or involved in distribution, it would likely serve as an immediate disqualifier. Still, if it is a historical conviction and the individual has shown a change in habits, it may be up to the employer’s discretion. 

While some convictions can be explained, most employers have zero tolerance for crimes involving violence, exploitation, or abuse.

Caregiver Background Check Best Practices

For families or agencies hiring caregivers, a thorough, in-depth screening is non-negotiable. It is practically inconceivable to let a person care for a child or an elderly individual without digging into their background. To ensure safety and compliance, make sure you follow these steps.

• Use a reputable background check provider – Cheap, incomplete checks can miss critical red flags.
• Run a fingerprint-based criminal check if possible – This is more accurate than a name-based search.
• Verify all references and employment history – Don’t just take a resume at face value. Ask questions, contact past employers, and do your own research.
• Check for state-specific requirements – Some states have mandatory caregiver screening laws, so check online to see what needs to be done in your area. This isn’t just about protecting the vulnerable; in this case, it’s also about staying on the right side of the law. 
• Consider ongoing screenings – Periodic re-checks ensure caregivers maintain a clean record.

Skipping steps in the screening process can put individuals at serious risk. It’s always better to be overly cautious when hiring someone for such a crucial role.

Frequently Asked Questions

How Long Do Caregiver Background Checks Take?

Many caregiver background checks are completed in a week or less, though some can take longer depending on the depth of the search. Fingerprint-based checks and manual employment verifications often add extra processing time, and if state board certification verification is required, this can add another week to the process.

Final Thoughts

Background checks can sometimes take on an air of formality—a few boxes that need to be checked before a person can sign on the dotted line and join a company. However, with caregiver background checks, the process is vital to protecting society’s most vulnerable from those who have no place in the care industry. 

From criminal records to abuse registries, driving history to drug testing, a thorough background check ensures caregivers are qualified, trustworthy, and safe. For fast, accurate, and compliant caregiver background checks, ScoutLogic provides industry-leading healthcare screening solutions that provide that all-important piece of mind.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.