Florida Background Check Laws (2026 Guide)

Florida background check laws affect employers, landlords, licensing agencies, and individuals across the state. Unlike some states that have enacted sweeping statewide restrictions on criminal history inquiries, Florida takes a more decentralized approach. State statutes focus heavily on screening for positions of trust involving children, the elderly, and other vulnerable populations, while leaving most private-sector hiring decisions to federal law and local ordinances.

This guide covers the key statutes, screening levels, lookback periods, Ban the Box rules, housing checks, professional licensing, expungement and sealing, and recent legislative changes that shape how background checks work in Florida.

Ban the Box in Florida

Florida does not have a statewide Ban the Box law that applies to private employers. The state also has not adopted a broad executive order covering all state government hiring.

However, Florida Statute Section 112.011 provides a limited protection for people with criminal records seeking public employment. Under this statute, a person cannot be disqualified from employment by the state, its agencies, political subdivisions, or municipalities solely because of a prior conviction. The exception is when the conviction was for a felony or first-degree misdemeanor that is directly related to the position being sought.

Local Ban the Box Ordinances

Several Florida cities and counties have adopted their own fair chance hiring rules. These local ordinances vary in scope:

Jurisdiction	Ordinance	Applies To	Key Requirement
Jacksonville	Ordinance 2008-911-E	City government employers	No criminal history questions on initial job applications
Tampa	Ordinance 2013-3	City government employers	Background checks delayed until after a conditional offer
Miami-Dade County	Ordinance 15-118	County government employers	No criminal history inquiry until after a conditional offer
Gainesville	Ordinance 2022-617	Private employers with 15+ employees	Criminal history inquiry prohibited until after a conditional employment offer

Gainesville stands out as one of the few Florida jurisdictions that extends its Ban the Box protections to private employers. Most other local ordinances apply only to government hiring.

Employers operating in multiple Florida cities should check whether any local fair chance hiring ordinance applies in each jurisdiction where they hire workers.

Lookback Periods and Conviction Reporting

Florida does not impose its own state-level lookback period limiting how far back [employers can review criminal convictions. In practical terms, this means that felony and misdemeanor convictions can appear on a Florida background check indefinitely, as long as they remain on the individual's record.

The federal Fair Credit Reporting Act (FCRA) provides the primary framework for what consumer reporting agencies can include in a background report:

Seven-year restriction (FCRA): Consumer reporting agencies cannot report arrests that did not lead to a conviction, paid tax liens, civil judgments, or civil suits if the information is more than seven years old and the position pays $75,000 per year or less.

No time limit on convictions: The FCRA does not restrict the reporting of criminal convictions regardless of how old they are. A conviction from 20 or 30 years ago can still appear on a consumer background report in Florida.

Salary threshold: For positions paying more than $75,000 annually, the seven-year FCRA restriction on non-conviction records does not apply. Employers hiring for higher-paying positions may see older arrest records and other adverse information.

Bankruptcies: The FCRA allows reporting of bankruptcies for up to 10 years.

EEOC Guidance on Individualized Assessments

While not a Florida-specific law, the Equal Employment Opportunity Commission (EEOC) Enforcement Guidance from 2012 affects how Florida employers should use criminal history in hiring decisions. The EEOC recommends that employers conduct an individualized assessment before rejecting a candidate based on a criminal record.

This assessment should consider three factors:

1. The nature and gravity of the offense
2. The time that has passed since the conviction or completion of the sentence
3. The nature of the job being sought

Employers who apply blanket disqualification policies based on criminal records risk Title VII disparate impact claims. The EEOC encourages employers to give candidates an opportunity to explain the circumstances of their criminal history before making a final decision.

FCRA Requirements for Florida Employers

Any Florida employer using a third-party consumer reporting agency to conduct background checks must comply with the federal FCRA. Key requirements include:

Written disclosure and consent: Before running a background check, the employer must provide the applicant with a standalone written disclosure that a consumer report may be obtained and get the applicant's written authorization.

Pre-adverse action notice: If the employer plans to take adverse action (such as not hiring someone) based on the background report, the employer must first provide the applicant with a copy of the report, a summary of rights under the FCRA, and a reasonable period to dispute any inaccuracies.

Adverse action notice: After taking adverse action, the employer must send a final notice that includes the name and contact information of the consumer reporting agency, a statement that the agency did not make the hiring decision, and notice of the applicant's right to dispute the report and obtain a free copy.

Failure to follow these FCRA procedures can result in statutory damages of $100 to $1,000 per violation, plus potential punitive damages in cases of willful noncompliance.

Employment Background Checks Under Chapter 435

Florida Statute Chapter 435 establishes the statewide framework for background screening of employees who hold positions of responsibility or trust. This primarily covers roles that involve working with children, the elderly, individuals with disabilities, and other vulnerable populations.

Level 1 Screening

Level 1 screening is a name-based check that includes:

• Employment history verification
• Statewide criminal records check through the Florida Department of Law Enforcement (FDLE)
• A check of the Dru Sjodin National Sex Offender Public Website
• Local criminal records checks through local law enforcement agencies (optional)

Level 1 screening is generally used for lower-risk positions and is less comprehensive than Level 2.

Level 2 Screening

Level 2 screening is a fingerprint-based check that provides a more thorough investigation. It includes:

• Fingerprint submission via a LiveScan device
• Statewide criminal history records check through FDLE
• National criminal history records check through the FBI
• Local criminal records checks
• Search of sexual predator and sexual offender registries for every state in which the person resided during the preceding five years

Level 2 screening is required for positions designated by law as involving responsibility or trust. Under Section 435.04, a long list of disqualifying offenses can prevent a person from passing a Level 2 screening. These include offenses related to child abuse, sexual misconduct, human trafficking, battery on a minor, aggravated battery, fraud, and many others.

Results from fingerprint-based checks are typically available within three business days of electronic submission.

Exemptions from Disqualification

Under Section 435.07, an agency head may grant an exemption from disqualification if:

• For felonies, at least three years have elapsed since the applicant completed confinement, supervision, or any nonmonetary condition imposed by the court
• For misdemeanors listed in the chapter, the applicant demonstrates rehabilitation
• The applicant provides evidence of good character and fitness for the position

The exemption process requires a formal application and review by the relevant agency.

Housing and Tenant Background Checks

Florida law allows landlords to conduct criminal history and credit checks on prospective tenants, with relatively few restrictions compared to some other states.

General Tenant Screening Rules

• Landlords must obtain signed authorization from the applicant before running a background check
• There is no statewide cap on application or screening fees, though most landlords charge between $25 and $50 per applicant
• Landlords must provide written screening criteria to applicants before beginning the application process
• All personal and financial information obtained during screening must be kept confidential
• The Florida Fair Housing Act prohibits discrimination based on race, color, national origin, sex, disability, familial status, or religion

Miya's Law (Section 83.515)

Effective July 1, 2022, Miya's Law requires landlords of apartment complexes (both nontransient and transient apartments) to conduct background screenings on all employees as a condition of employment. The screening must be performed by a consumer reporting agency in compliance with the FCRA and must include:

• A criminal history records check
• A search of sexual predator and sexual offender registries in all 50 states and the District of Columbia

This law was enacted in response to the murder of a college student by a maintenance worker at her apartment complex. It represents one of the most significant housing-related background check requirements in Florida.

Professional Licensing Background Checks

The Florida Department of Business and Professional Regulation (DBPR) oversees licensing for dozens of professions. Background check requirements vary by profession, but several general principles apply.

Criminal History Considerations

DBPR or its licensing boards may deny a license application based on a criminal conviction if the crime relates to the practice of, or the ability to practice, the applicant's profession. Under recent legislative changes, the standard timeframe for using a criminal conviction as grounds for denial has been reduced from five years to two years before the date of application.

Exceptions apply for:

• Forcible felonies: These can be considered at any time if related to the profession
• Sexual predator offenses: These can be considered at any time regardless of when the conviction occurred
• Incarceration: If the applicant was incarcerated at any point during the two-year lookback period, the board may consider the full criminal history

Healthcare Practitioner Screening

As of July 1, 2025, all healthcare practitioners in Florida must comply with background screening requirements when applying for initial licensure or renewing their license. These screenings are processed through the FDLE and may require fingerprinting depending on the specific licensing board's requirements.

Firearm Purchase Background Checks

Florida runs its own background check system for firearm purchases rather than relying directly on the FBI's National Instant Criminal Background Check System (NICS). The Florida Firearm Purchase Program (FPP), administered by FDLE, serves as the state's point of contact for all firearm background checks performed by federal firearms licensees.

Key features of the Florida system:

• The FPP checks both state databases and the systems used by the FBI, which means results may differ from a standard NICS check
• Approximately 98% of all transactions are resolved within minutes
• Florida does not require a permit to purchase a firearm, and no permit exempts a buyer from the background check requirement
• A three-day waiting period (excluding weekends and state holidays) applies between purchase and delivery of all firearms
• Private sales between unlicensed individuals are not currently required to go through a background check, though legislation has been proposed to change this

Expungement and Sealing of Criminal Records

Florida provides several pathways for individuals to seal or expunge their criminal records, which directly affects what appears on future background checks.

Court-Ordered Expungement (Section 943.0585)

Expungement physically destroys the criminal history record. A person may petition for expungement if:

• No charges were filed in the case, or
• Charges were filed but were dismissed, resulted in a nolle prosequi, or led to an acquittal

The applicant must first obtain a Certificate of Eligibility from FDLE. Florida law limits each person to one court-ordered sealing or expungement in a lifetime.

Once a record is expunged, the individual may lawfully deny the existence of the arrest and the expungement order in most circumstances.

Court-Ordered Sealing (Section 943.059)

Sealing makes the criminal history record confidential rather than destroying it. Sealed records are not available to the general public or most employers, but certain government agencies and licensing boards may still access them.

Eligibility for sealing requires:

• Adjudication was withheld (the person was not formally convicted)
• The offense is not on the list of ineligible crimes
• The applicant obtains a Certificate of Eligibility from FDLE

Like expungement, court-ordered sealing is limited to one per lifetime.

Automatic Sealing (Section 943.0595)

Effective July 1, 2023, Florida enacted HB 593, which created an automatic sealing process for certain criminal history records. Under this law:

• Records are automatically sealed when all charges in a case are dismissed, result in a nolle prosequi, or lead to an acquittal
• The clerk of court transmits the qualifying disposition to FDLE, which seals the record without requiring the individual to petition the court
• The case must not involve a forcible felony (as defined in Section 776.08) or an offense that requires sex offender registration
• There is no limit on the number of times a person may benefit from automatic sealing

This is a significant change from the prior system, which required individuals to apply for a Certificate of Eligibility and petition the court even when all charges had been dropped. Automatic sealing reduces the burden on individuals and helps ensure that dismissed cases do not continue to appear on background checks.

Recent Changes and Pending Legislation

Several recent developments have reshaped Florida's background check landscape:

Healthcare practitioner screening (2025): All healthcare practitioners must undergo background screening for initial licensure and renewal, effective July 1, 2025.

Automatic sealing expansion (2023): HB 593 created the automatic sealing process under Section 943.0595, effective July 1, 2023. This law streamlines the process for people whose charges were dismissed or who were acquitted.

Miya's Law (2022): Required background screening for apartment complex employees, including checks of sex offender registries in all 50 states.

Professional licensing reform: The lookback period for using criminal convictions to deny professional licenses was reduced from five years to two years, giving applicants a shorter waiting period before their criminal history becomes less relevant to licensing decisions.

E-Verify expansion (effective July 1, 2026): While not a criminal background check, all private employers in Florida will be required to use the E-Verify system to confirm that new hires are authorized to work in the United States.

HB 197 (2026 session): This bill, which passed the House and was received by the Senate in January 2026, addresses preemption of local regulations. Employers should monitor this legislation for potential impacts on local Ban the Box ordinances.