Florida Background Check Laws (2026 Guide)

Florida regulates background checks through a combination of federal FCRA requirements and state statutes, principally Chapter 435 of the Florida Statutes. The FCRA governs what consumer reporting agencies may report, while Chapter 435 sets Level 1 and Level 2 screening standards for positions involving vulnerable populations.

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:

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. The waiting period depends on the type of disqualifying offense:

• Felonies: At least 2 years must have elapsed since the applicant completed, or was lawfully released from, confinement, supervision, or any nonmonetary condition imposed by the court
• Misdemeanors listed in the chapter: The applicant must have completed, or been lawfully released from, confinement, supervision, or any nonmonetary condition imposed by the court. Section 435.07(1)(a)2. sets no separate waiting period
• Juvenile delinquency findings: For a delinquency finding on an offense that would be a felony if committed by an adult, and where the record has not been sealed or expunged, at least 3 years must have elapsed since the applicant completed, or was lawfully released from, confinement, supervision, or any nonmonetary condition imposed by the court

In every case the applicant must also show rehabilitation 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

• A landlord who uses a consumer reporting agency must obtain the applicant's signed authorization before running a background check. This is a federal FCRA duty, not a separate Florida requirement
• There is no statewide cap on application or screening fees, though most landlords charge between $25 and $50 per applicant
• Florida has no statute requiring residential landlords to publish or hand out written screening criteria, and none governing the confidentiality of information collected from applicants. Chapter 83, Part II contains no tenant-screening provisions at all; its only screening section, Section 83.515, covers apartment employees rather than rental applicants. Giving applicants written criteria up front and safeguarding their data are sound practices, but they are not Florida legal obligations
• 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.

Section 455.213(3) adds a specific time limit, but only for the licenses enumerated in Section 455.213(3)(a): barbers, cosmetologists and cosmetology specialists, the listed chapter 489 construction trades (including air-conditioning, electrical, mechanical, plumbing, roofing, solar, and pool and spa contractors), and any other profession taught as vocational training to inmates in a state correctional institution. For those licenses, Section 455.213(3)(b)1. provides that a conviction or any other adjudication for a crime more than 5 years before the date the application is received may not be grounds for denial. This 5-year rule does not extend to every profession DBPR licenses.

Two related points often get stated incorrectly:

• The bar is 5 years, not 2. The only "2 years" in Section 455.213 is subsection (3)(e), which requires each board to publish a list of the crimes it has used to deny a license in the past 2 years. That is a transparency duty, not a lookback period
• Current incarceration or supervision does not reopen the applicant's full history. Section 455.213(3)(c)1. provides that a board may not deny an application for a license solely on the basis of the applicant's current confinement or supervision

One carve-out does allow older history to be considered:

• Crimes listed in Section 775.21(4)(a)1. or Section 776.08: Sexual offenses that support a sexual predator designation and forcible felonies may be considered without regard to the 5-year limit, but only where the board finds that the criminal history relates to the practice of the applicable profession

Healthcare Practitioner Screening

Section 456.0135 requires fingerprint-based criminal background screening for applicants for initial licensure under an enumerated list of health care practice acts, including chapters 458, 459, 460, 461, 462, 463, 464, 466, 467, 478, 480, 483, 484, 486, 490, and 491, along with Sections 465.007 and 465.0075 and specified parts of chapter 468. The requirement applies to initial applications received on or after January 1, 2013. Screening is repeated at renewal only where that renewal itself requires a national criminal history check. The statute does not impose a universal screening obligation on every health care practitioner in the state, so applicants should confirm the rules for their specific board. Fingerprints are submitted to FDLE and retained for enrollment in the national arrest notification program.

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. However, Section 790.065(1)(b) exempts a buyer who holds a valid concealed weapons or firearms license under Section 790.06, or who holds an active Criminal Justice Standards and Training Commission certification as a law enforcement officer, correctional officer, or correctional probation officer, from the point-of-sale background check
• Section 790.0655 imposes a mandatory waiting period of 3 days, excluding weekends and legal holidays, or until the required records checks are complete, whichever is later
• The waiting period does not apply to every transaction. Section 790.0655(2) exempts purchases by concealed weapons or firearms license holders, trade-ins of another firearm, and rifle or shotgun purchases by a person holding a hunter safety certification card or by a person exempt from the hunter safety course under Section 379.3581 who holds a valid Florida hunting license
• 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 generally limits each person to one court-ordered sealing or expungement in a lifetime, with one exception: under Section 943.0585(1)(g)-(h), a person who has held a court-ordered sealing of that same record for at least 10 years may still petition to expunge it.

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:

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 (Section 455.213(3)): For the professions enumerated in Section 455.213(3)(a), a conviction more than 5 years before the application is received may not be grounds for denial, and a board may not deny a license solely because the applicant is currently confined or under supervision.

E-Verify requirement (in effect since July 1, 2023): While not a criminal background check, Florida law (Fla. Stat. 448.095) requires public agencies and private employers with 25 or more employees to use the E-Verify system to confirm that new hires are authorized to work in the United States. There is no current statutory requirement extending E-Verify to all private employers regardless of size.

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.

Frequently Asked Questions

Does Florida have a Ban the Box law?

Florida does not have a statewide Ban the Box law for private employers. Florida Statute Section 112.011 prohibits public employers from disqualifying applicants solely based on a prior conviction unless the offense is a felony or first-degree misdemeanor directly related to the position. Several cities, including Gainesville, Jacksonville, Tampa, and Miami-Dade County, have adopted local fair chance hiring ordinances with varying requirements.

How far back does a background check go in Florida?

Florida does not impose its own lookback period for criminal convictions. Convictions can be reported indefinitely on a background check. Under the federal FCRA, non-conviction records such as arrests, civil judgments, and paid tax liens cannot be reported if they are more than seven years old and the position pays $75,000 or less per year. There is no federal time limit on reporting criminal convictions.

What is the difference between Level 1 and Level 2 background checks in Florida?

Level 1 screening is a name-based check that searches statewide criminal records through FDLE and the national sex offender registry. Level 2 screening is a fingerprint-based check that includes both state and national (FBI) criminal history searches, plus sex offender registry checks for every state where the person lived in the past five years. Level 2 is required for positions of responsibility or trust involving vulnerable populations.

Can I get my criminal record expunged or sealed in Florida?

Yes. Florida allows court-ordered expungement under Section 943.0585 for cases where charges were never filed, were dismissed, or resulted in an acquittal. Court-ordered sealing under Section 943.059 is available when adjudication was withheld. Both options are generally limited to one per lifetime and require a Certificate of Eligibility from FDLE, though a person who has held a court-ordered sealing of a record for at least 10 years may still petition to expunge that same record. Since July 2023, certain dismissed or acquitted cases are automatically sealed under Section 943.0595 without requiring a petition.

Do Florida landlords have to run background checks on tenants?

Florida does not require landlords to run background checks on prospective tenants, but most do so voluntarily. A landlord who orders a report from a consumer reporting agency must obtain written consent under the federal FCRA, and the Florida Fair Housing Act requires screening standards to be applied without discrimination. Florida has no statute requiring landlords to publish written screening criteria or governing the confidentiality of applicant information. Under Miya's Law (Section 83.515), landlords of apartment complexes are required to conduct background screenings on employees, including criminal history and sex offender registry checks covering all 50 states.