An Employer’s Guide to Missouri Background Checks

Resume fraud and misinformation have reached record levels, creating new challenges for employers already navigating a competitive hiring market. Verifying a candidate’s qualifications, work history and credentials has become a critical part of the hiring process, making background checks more important than ever.

However, background screening laws and procedures vary by state, and Missouri has its own specific regulations and considerations employers must understand.  Knowing how Missouri background checks work - including what information can legally be reviewed, when screenings can be conducted, and how results may be used in hiring decisions - can help employers make informed choices while remaining compliant with state and federal laws. 

What Is a Missouri Background Check?

Background checks are an essential part of the hiring process, helping employers evaluate potential hires and better understand a candidate’s history before making employment decisions.  Comprehensive screenings typically gather information from multiple sources - including county, federal and national records & databases - to provide a more complete and accurate picture of an applicant’s background. 

In Missouri, court records are generally more accessible to the public than in many other states. Basic information related to civil and criminal cases can often be located through online searches, including case numbers, parties involved, and hearing details.  However, publicly available information is frequently limited and may not provide complete case outcomes, disposition details, or important context necessary for evaluating a candidate accurately.

For a more thorough and reliable screening process, many employers choose to partner  with a professional background screening provider such as ScoutLogic. Our screening services deliver detailed, verified reports while helping employers remain compliant with the Fair Credit Reporting Act (FCRA). This includes obtaining property candidate consent,  and following proper procedures ensuring screenings are conducted legally and consistently throughout the hiring process.  Using a comprehensive and compliant approach allows employers to make more informed hiring decisions, reduce organizational risk, and maintain a fair and consistent hiring process.

What Does a Background Check Show in Missouri?

Because Missouri is an open records state, locating certain records for hiring purposes can be relatively straight forward. In some cases, a simple name search through the Missouri Automated Criminal History System may return basic information about an individual.

However, these initial search results are often limited and may not provide the complete context or detailed history necessary to make a confident hiring decision.  Important details - such as case dispositions, records from additional jurisdictions, or verified identifiers - may be unavailable or incomplete through basic public searches alone. To obtain a more comprehensive and accurate understanding of a candidate’s background, employers are encouraged to invest in a full professional background check.

Professional screening services deliver more detailed, verified information while helping employers remain compliant with applicable screening regulations and hiring laws. By using a thorough and compliant screening process, organizations can reduce hiring risks and make more informed employment decisions with greater confidence.

• Criminal History - Criminal history checks identify a candidate’s pending criminal cases and convictions, including details such as the offense type, date, and severity. While this information may be considered during the hiring process, the presence of a criminal record does not automatically disqualify a candidate from employment.
• Motor Vehicle Records - If included within the scope of the background report, a Motor Vehicle Report (MVR) searches the state of Missouri Department of Motor Vehicles (DMV) to verify the status of the provided driver’s license information and identify any driving-related violations or reported accidents. The report outlines the type of license held by the candidate, along with any endorsements. The scope of results returned covers 3 years of driving history.
• Employment Verification -  Employment verifications confirm a candidate’s prior work history, including employer names, addresses, contact information, dates of employment, and positions held. Employers use these checks to identify gaps in employment and detect omitted employers. 

How Far Back Does Missouri Go On Background Checks?

There are several additional nuances to Missouri background checks that are worth noting, particularly regarding how far back a screening may go. 

In general, criminal convictions can remain on record indefinitely, allowing employers to review relevant history that may impact a hiring decision. This broader access is often especially important in regulated industries such as healthcare, childcare, finance, and education, where enhanced screening requirements and higher standards of care or trust frequently apply.

Non-conviction information, however, is typically more limited in scope.  Under the Fair Credit Reporting Act (FCRA), these records are generally reportable for up to 7 years in employment background checks.

How Long Does a Missouri Background Check Take?

Background checks can vary significantly in turnaround time depending on the type and depth of the search being conducted. For example, a basic name-based search may return results the same day it is submitted,  with some online databases delivering information almost instantly. 

More comprehensive background checks, however, often require several business days to complete.  This additional processing time allows for a thorough review of relevant county, state and federal records, verifying identifying information, and ensuring all pertinent information is accurately reported.  Searches that involve manual court retrieval and multi-jurisdictional reviews may also contribute to extended turnaround times.

For employers, understanding the specific type of background check being requested is important for setting realistic expectations throughout the hiring process.  Knowing the scope of the screening helps organizations better anticipate completion times while ensuring they receive accurate, reliable and compliant results before making hiring decisions.

Missouri Background Check Laws & Requirements

As in many states across the country, Missouri has specific laws and regulations that govern how background checks may be conducted and used during the hiring process. Employers should understand these requirements to help ensure their screening practices remain compliant.

The following highlights some of the more notable laws and regulations related to employment screening in Missouri. However, this overview is not intended to serve as a complete or exhaustive summary of all applicable federal, state or local legal requirements.

Compliance with the Fair Credit Reporting Act (FCRA)

To remain compliant with the FCRA, employers must be transparent when requesting and using background checks during the hiring process. Before conducting a screening, employers are required to obtain written authorization from the candidate and clearly disclose that a background check will be performed, including the types of information that may be reviewed. 

The FCRA is designed to ensure background checks are conducted fairly, consistently, and with legitimate business intent.  These requirements help prevent candidates from being surprised by the screening process and provide protections regarding how their information is collected and used.

In addition to complying with the FCRA, employers must also follow guidance established by the Equal Employment Opportunity Commission (EEOC). Under EEOC guidance, employers should not automatically disqualify a candidate solely because of the information uncovered during a background check. Instead, hiring decisions should consider whether the information is relevant to the responsibilities and requirements of the position.

While criminal history and related records can certainly be considered as part of a hiring decision, employers are encouraged to evaluate factors such as the nature of the offense, the time that has passed, and its relevance to the job itself. The EEOC’s guidance exists to help protect candidates from unfair or discriminatory hiring practices while still allowing employers to make informed decisions that support workplace safety and business needs.

Background checks are valuable tools for gathering important information during the hiring process, but employers should use the information thoughtfully, consistently, and only within the appropriate context. Rather than serving as an automatic hiring or disqualification mechanism, screenings should support a fair, balanced and compliant evaluation process.

Missouri State Highway Patrol Criminal Reports

The Missouri State Highway Patrol (MHSP) maintains a statewide criminal history database that serves as a centralized source for criminal background information in Missouri. Records available through the system may include arrest records, convictions, and other related case details tied to an individual. 

To access this information, employers typically request either a name-based or fingerprint-based background check, depending on the industry, regulatory requirements, and the nature of the position being filled. 

MSHP background checks are commonly used in regulated industries such as healthcare, education, childcare, financial services, and government-related positions, where maintaining higher professional and safety standards is especially important. While candidates in these specialized industries are often aware that screening requirements are part of the hiring process, employers are still responsible for obtaining proper written consent before conducting any background check in compliance with the Fair Credit Reporting Act (FCRA).

Using trusted screening providers  and verified databases like those maintained by the MHSP is considered a best practice for employers seeking to implement thorough, compliant, and effective background screening procedures throughout the hiring process.

Expungement and Eligibility Requirements

In some cases, certain criminal records may be expunged or removed from an individual's public record. Expungement can occur for a variety of reasons, but generally indicates that the offense or record is no longer intended to be publicly accessible or considered relevant for most employment and public record purposes.

Records that have been lawfully expunged typically do not appear on standard background checks. Although limited traces of information may occasionally remain visible through outdated public databases or online record repositories, property expunged records are generally excluded from employer screening reports and should not be considered during the hiring process.

It is important to understand that expungement is not automatic. Individuals must formally petition the court to request that an eligible offense or record be removed from public access. In Missouri, certain misdemeanors and qualifying non-violent felonies may become eligible for expungement after a required waiting period and provided specific legal conditions are met.  More serious offenses, however, are often ineligible for expungement and may remain permanently accessible on an individual’s criminal record.

Expungement laws play an important role in the background screening landscape by helping provide qualified individuals with a fair opportunity to pursue employment and rebuild their futures after past mistakes.  For employers, understanding how expunged records are treated can help support fair, compliant, and balanced hiring practices while still maintaining appropriate screening standards. 

Open Record Laws 

Missouri follows open record laws, meaning many public records can be accessed without needing special approval or authorization. As a result, certain criminal and court records may be searchable through publicly available online databases.  While these systems can provide basic information - such as case numbers, filing dates, and charges - they often lack the detailed context, verification, and accuracy needed to support employment decisions responsibly.

Although employers may technically be able to access some candidate information through public record searches, relying solely on these searches is generally not considered a best practice. To lawfully and responsibly obtain background information for employment purposes, employers should work with a reputable screening provider and obtain written consent from the candidate before conducting a background check, in accordance with the Fair Credit Reporting Act (FCRA).

Manual public record searches are not designed to serve as comprehensive employment screenings and should not be used as the sole basis for hiring decisions. Instead, they may  be used to supplement information obtained through a professional background check conducted by a verified screening company.  Professional screening providers help ensure that records are accurate, up to date, legally reportable, and compliant with applicable employment laws and regulations.

Public records often provide only a partial view of an individual’s history and may omit important details such as case outcomes, expungements, or identity verification.  For this reason, employers should approach publicly available information carefully and rely on comprehensive, compliant screening practices to support fair and informed hiring decisions. 

Final Thoughts

Building a reliable and trustworthy team can be a challenge in today’s hiring environment, especially as employers work to verify applicant information and identify the best long-term fit for their organization. Comprehensive background checks and professional  screening services can play an important role in streamlining the hiring process and helping employers make more informed decisions with greater confidence.