Texas Background Check Laws (2026 Guide)

Texas background check rules combine the federal Fair Credit Reporting Act with state statutes including Texas Business and Commerce Code Section 20.05, which limits most criminal history reports to seven years. Texas has no statewide Ban the Box law: a 2025 bill, HB 2466, would have barred employers with 15 or more employees from asking about criminal history on initial job applications, but it died in committee and was never enacted.

Texas does not have a single unified background check statute. Instead, the state relies on a combination of federal law, state statutes, recent legislation, and (in limited cases) local policies that together govern how criminal history information can be used in employment, housing, and professional licensing decisions.

Whether you are an employer screening job applicants, a landlord reviewing tenants, or someone with a criminal record trying to rebuild, understanding these overlapping rules is essential. This guide covers every major aspect of Texas background check law based on statutes and regulations currently in effect.

How Criminal Background Checks Work in Texas

The Texas Department of Public Safety (DPS) Crime Records Service operates the state criminal background check system. Employers, licensing agencies, and other authorized parties can request criminal history record information through DPS.

Texas offers several types of criminal history searches. Name-based searches can be conducted online through the DPS Computerized Criminal History (CCH) system. Fingerprint-based searches go through the Fingerprint Applicant Services of Texas (FAST) system, administered by IDEMIA, which provides electronic fingerprint capture at locations statewide.

For fingerprint-based checks, applicants schedule an appointment through the IdentoGO website or by calling 1-888-467-2080. The fee for electronic fingerprinting through FAST is approximately $20 for two hard cards, plus an additional $10 fingerprinting processing fee. Results are typically available within 10 business days.

Texas also maintains several publicly accessible databases. The Violent Offender Database and the Texas Public Sex Offender Website are available at no cost. The Texas Department of Criminal Justice (TDCJ) provides an Inmate Information Search for looking up current and former inmates.

Ban the Box in Texas: HB 2466 Died in Committee

Texas has no statewide "Ban the Box" law. House Bill 2466 was introduced in the 89th Legislature's regular session and would have created one, but it died in committee. Its last action was March 17, 2025 (referred to a House subcommittee), and it was never voted out, passed, or signed into law. Its companion bill, HB 1191, also died in committee. There is no September 1, 2025 effective date for any statewide ban-the-box requirement in Texas.

What HB 2466 Would Have Required

Under the bill as introduced, employers would not have been allowed to include questions about criminal history on initial employment application forms. An employer would have been permitted to inquire about or consider an applicant's criminal history only after determining that the applicant was "otherwise qualified" for the position and had been either conditionally offered employment or invited to an interview.

The term "applicant" in the bill included any individual who submits an oral or written job application, resume, or employment inquiry correspondence. "Criminal history record information" was defined by reference to Texas Government Code Section 411.082, which covers arrest, detention, indictment, and conviction data maintained by criminal justice agencies.

Which Employers Would Have Been Covered

HB 2466 would have applied to private employers with at least 15 employees and to public employers. The bill defined "employer" by reference to Texas Labor Code Section 21.002. Businesses with fewer than 15 employees would have been exempt.

Exemptions in the Bill

The bill would not have applied to positions where considering criminal history is required by law. This included roles in law enforcement, positions involving the care of children or vulnerable populations, jobs requiring security clearances, and other positions where federal or state law mandates a criminal background check as a condition of employment.

Local Ordinances and State Preemption

Before HB 2466 was proposed, some Texas cities enacted their own fair chance hiring ordinances. Austin passed the first such ordinance in the Southern United States in March 2016, requiring employers to delay criminal history inquiries until after a conditional employment offer.

However, in 2023, Texas passed House Bill 2127, known as the Texas Regulatory Consistency Act. This law preempts local governments from enacting employment regulations beyond the scope of state law. As a result, local fair chance hiring ordinances in Austin and DeSoto are no longer enforceable. HB 2466, which would have replaced them with a uniform statewide standard, died in committee in 2025 and was never enacted, leaving Texas with no ban-the-box protections at either the local or state level for private employers.

The Seven-Year Lookback Period

Texas Business and Commerce Code Section 20.05 restricts consumer reporting agencies from including certain dated information in background reports. Under this provision, a consumer reporting agency generally cannot report records of criminal convictions that are older than seven years from the date of the consumer report.

The $75,000 Salary Exception

This seven-year restriction does not apply when the background report is prepared in connection with employment at an annual salary of $75,000 or more. Section 20.05(b) does not substitute a longer lookback for those reports; it simply lifts the subsection (a) time limits, so the Texas statute imposes no cutoff of its own on how far back a consumer reporting agency may report for those positions.

How the Lookback Period Works

The seven-year clock runs from the date of disposition (conviction, release, or parole), not from the date of the offense. The rule applies based on where the applicant lives and works, not where the criminal record originated. For example, if a candidate lives and applies for work in Texas but has a conviction from another state that is older than seven years, that conviction generally will not appear on the background report.

FCRA Preemption Considerations

There is ongoing legal debate about whether the federal Fair Credit Reporting Act (15 U.S.C. Section 1681 et seq.) preempts Texas's seven-year limitation on reporting convictions. The FCRA, at 15 U.S.C. Section 1681c, restricts reporting of certain adverse information older than seven years but does not impose a time limit on reporting criminal convictions. Some legal commentators argue that the FCRA's preemption provision at 15 U.S.C. Section 1681t may override Texas's stricter state-level time limit.

In 2022, the Consumer Financial Protection Bureau (CFPB) issued guidance clarifying that FCRA preemption of state reporting restrictions is limited. For practical purposes, most consumer reporting agencies operating in Texas follow the seven-year rule as a cautionary measure.

FCRA Requirements for Employer Background Checks

Any Texas employer who uses a third-party consumer reporting agency to conduct background checks must comply with the Fair Credit Reporting Act. The FCRA imposes specific procedural requirements that apply before, during, and after the screening process.

Before Ordering a Background Check

The employer must provide the applicant with a clear, written disclosure (as a standalone document) that a background check will be conducted. The applicant must provide written consent authorizing the check.

Before Taking Adverse Action

If the employer intends to deny employment based in whole or in part on information from the background report, the employer must first provide the applicant with a pre-adverse action notice. This notice must include a copy of the background report and a copy of the FTC's "Summary of Your Rights Under the Fair Credit Reporting Act."

The applicant must be given a reasonable period (typically five business days) to review the report and dispute any inaccuracies.

After Taking Adverse Action

If the employer proceeds with the denial, a final adverse action notice must be sent. This notice must identify the consumer reporting agency that provided the report, state that the agency did not make the hiring decision, and inform the applicant of their right to dispute the accuracy of the report and obtain a free copy within 60 days.

EEOC Guidance

The Equal Employment Opportunity Commission (EEOC) voted on October 28, 2026 to rescind its 2012 enforcement guidance on the use of arrest and conviction records in employment decisions, effective immediately. That guidance had recommended an individualized assessment considering three factors: the nature and gravity of the offense, the time elapsed since the offense or completion of the sentence, and the nature of the job held or sought. Title VII still prohibits race and national origin discrimination and still supports disparate impact claims under 42 U.S.C. 2000e-2(k), and the individualized assessment that Texas Occupations Code Chapter 53 requires of licensing agencies is a state law duty that the rescission does not touch.

Orders of Nondisclosure: Sealing Criminal Records in Texas

Texas Government Code Chapter 411, Subchapter E-1 provides a framework for sealing criminal records through orders of nondisclosure. Unlike an expunction (which destroys records entirely), a nondisclosure order prohibits criminal justice agencies from disclosing sealed criminal history to the general public while still allowing access for law enforcement and certain authorized agencies.

Types of Nondisclosure Orders

Texas provides five main categories of nondisclosure orders, each governed by a separate statute section.

Automatic Nondisclosure for Certain Misdemeanors (Section 411.072)

This pathway applies to first-time offenders who received deferred adjudication for qualifying misdemeanors. The court issues the order automatically upon meeting the requirements. No formal petition is needed.

To qualify, the person must have no prior convictions or deferred adjudications (other than fine-only traffic offenses), must have successfully completed deferred adjudication with discharge and dismissal, and must have waited at least 180 days from the date community supervision began.

Section 411.072(a)(1)(A) excludes two separate groups of misdemeanors from the automatic pathway. The first is a misdemeanor under Penal Code Section 49.04 (driving while intoxicated) or Section 49.06 (boating while intoxicated). The second is a misdemeanor under Penal Code Chapter 20 (kidnapping), 21 (sexual offenses), 22 (assaultive offenses), 25 (offenses against the family), 42 (disorderly conduct), 43 (public indecency), 46 (weapons), or 71 (organized crime).

A person excluded on either ground must use a petition-based pathway instead. For a misdemeanor DWI or BWI deferred adjudication, that pathway is Section 411.0726, described below.

Standard Deferred Adjudication Nondisclosure (Section 411.0725)

For individuals who received deferred adjudication but do not qualify for the automatic pathway, this petition-based process applies. This includes people who received deferred adjudication for felonies, for misdemeanors in the excluded chapters listed above, or who have prior convictions or deferred adjudications.

Waiting periods depend on the offense level. Felonies require a five-year wait after discharge and dismissal. Misdemeanors under Penal Code Chapters 20, 21, 22, 25, 42, 43, and 46 require a two-year wait. All other qualifying misdemeanors have no waiting period.

The court must find that issuance serves the "best interests of justice," giving prosecutors the opportunity to raise objections.

Community Supervision Conviction Nondisclosure (Section 411.073)

This category covers individuals who were convicted (not deferred) and placed on community supervision for certain misdemeanors. The person must be a first-time offender, must have successfully completed supervision with discharge and dismissal, and must satisfy the "best interests of justice" standard.

Offenses involving driving while intoxicated (Penal Code Sections 49.04 through 49.065), alcohol to minors (Alcoholic Beverage Code Section 106.041), and organized criminal activity (Penal Code Chapter 71) are excluded.

Misdemeanor Jail Time Nondisclosure (Section 411.0735)

Individuals convicted of a misdemeanor who served jail time (rather than receiving community supervision) may petition for nondisclosure once they have completed their sentence. Section 411.0735(b) treats a sentence as complete only after any term of confinement has been served and all fines, costs, and restitution have been paid, so the clock does not start at release from confinement.

From that completion date, Section 411.0735(d)(2) sets a two-year wait for most misdemeanors, while Section 411.0735(d)(1) sets no waiting period at all for a misdemeanor punishable by fine only. Section 411.0735(c-1) separately bars the order if the court determines that the offense, other than an offense under Penal Code Section 22.01, was violent or sexual in nature. The same exclusions for DWI-related and organized crime offenses apply.

DWI Deferred Adjudication Nondisclosure (Section 411.0726)

For misdemeanor DWI and boating while intoxicated offenses handled through deferred adjudication, a separate process applies. If the person completed at least six months with an ignition interlock device, the waiting period is two years from discharge and dismissal. Without the interlock compliance, the waiting period extends to five years.

Offenses That Permanently Bar Nondisclosure

Under Texas Government Code Section 411.074, certain offenses permanently disqualify a person from receiving any nondisclosure order. A person who has ever been convicted of or placed on deferred adjudication for any of the following may not obtain a nondisclosure order for any offense:

• Murder (Penal Code Section 19.02) or capital murder (Section 19.03)
• Aggravated kidnapping (Section 20.04)
• Trafficking of persons (Section 20A.02) or continuous trafficking (Section 20A.03)
• Injury to a child, elderly individual, or disabled individual (Section 22.04)
• Abandoning or endangering a child, elderly, or disabled individual (Section 22.041)
• Violation of protective orders in family violence or trafficking cases (Section 25.07 and 25.072)
• Stalking (Section 42.072)
• Any offense requiring sex offender registration under Chapter 62, Code of Criminal Procedure
• Any offense involving family violence

Effect of Nondisclosure on Background Checks

Once a nondisclosure order is granted, the sealed records will not appear in public criminal history searches conducted through DPS. However, the records remain accessible to criminal justice agencies for law enforcement purposes and to certain authorized noncriminal justice agencies, including financial regulatory bodies and entities involved in critical infrastructure.

Evidence subject to a nondisclosure order also remains admissible in subsequent criminal proceedings.

Housing Background Checks in Texas

Texas landlords are permitted to conduct background checks on prospective tenants, but state and federal law impose limits on how criminal history can be used in housing decisions.

Texas Property Code Requirements

Under Texas Property Code Section 92.3515, a landlord must make printed notice of the landlord's tenant selection criteria available to an applicant at the time the applicant is provided with a rental application. The notice must also state the grounds on which the application may be denied, including the applicant's criminal history, previous rental history, current income, credit history, and failure to provide accurate or complete information on the application form.

The applicant then signs an acknowledgment that the notice was made available. If that acknowledgment is not signed, Section 92.3515(b) creates a rebuttable presumption that the notice was never made available. The statute does not bar the landlord from denying the application on those criteria. The remedy is financial: under Section 92.3515(e), a landlord who rejects an applicant without having made the required notice available must return the application fee and any application deposit.

Federal Fair Housing Considerations

The U.S. Department of Housing and Urban Development (HUD) has issued guidance stating that blanket bans on renting to anyone with a criminal record may violate the Fair Housing Act if they have a disparate impact on protected classes. Under HUD guidance, landlords should not deny housing based solely on arrest records (as opposed to convictions) and should conduct individualized assessments when evaluating criminal history.

Landlords who deny an application must send a written adverse action notice explaining which criteria the applicant did not meet, which screening company was used, and how the applicant can dispute errors in the background report.

Federally Assisted Housing

For federally assisted housing programs, federal law prohibits renting to individuals subject to lifetime sex offender registration or those convicted of manufacturing methamphetamine on federally assisted property. Beyond these mandatory exclusions, public housing authorities set their own reasonable lookback periods for other offenses.

Professional and Occupational Licensing Checks

Texas Occupations Code Chapter 53 governs how state licensing agencies evaluate criminal history when processing license applications. This chapter has been significantly updated through recent legislation.

What Licensing Agencies Can Consider

A licensing authority may suspend, revoke, or deny a license based on a criminal conviction only if the conviction directly relates to the duties and responsibilities of the licensed occupation, is listed in Code of Criminal Procedure Article 42A.054 (certain serious offenses), or involves a sexually violent offense as defined by Code of Criminal Procedure Article 62.001.

Importantly, convictions for Class C misdemeanors (the lowest level, punishable only by fine) generally cannot be used to deny a license, unless the license authorizes firearm possession and the conviction involves a misdemeanor crime of domestic violence.

Required Individualized Assessment

Chapter 53 splits this evaluation into two steps that use different factor lists.

Texas Occupations Code Section 53.022 governs the first step: whether the conviction directly relates to the duties and responsibilities of the licensed occupation. Its factors are the nature and seriousness of the crime, the relationship of the crime to the purposes for requiring a license, the extent to which a license might offer an opportunity to engage in further criminal activity of the same type, the relationship of the crime to the ability or capacity required to perform the duties of the licensed occupation, and any correlation between the elements of the crime and the duties and responsibilities of the occupation.

Only if the agency finds a direct relationship does it reach the second step. Texas Occupations Code Section 53.023(a) then requires the agency to weigh the extent and nature of the person's past criminal activity, the person's age when the crime was committed, the time elapsed since the person's last criminal activity, the person's conduct and work activity before and after the criminal activity, evidence of rehabilitation or rehabilitative effort, compliance with any conditions of community supervision, parole, or mandatory supervision, and other evidence of fitness, including letters of recommendation.

SB 1080 (2025): Provisional Licensing Reform

Senate Bill 1080, signed without Governor Abbott's signature on May 27, 2025, made further changes to occupational licensing for individuals with criminal records. Key provisions include granting the Texas Department of Licensing and Regulation (TDLR) flexibility to evaluate felony convictions on a case-by-case basis rather than automatically revoking licenses. The bill also provides that provisional licenses issued to inmates in TDCJ begin their terms on the date of release, ensuring that the license period is not wasted while the person remains incarcerated.

Preliminary Criminal History Evaluation

Texas Occupations Code Chapter 53 allows individuals to request a preliminary evaluation of their criminal background before investing time and money in completing a full license application. The licensing authority reviews the criminal history and provides a determination of whether the background would prevent licensure. This evaluation gives prospective applicants clarity before committing to the application process.

Recent Changes and Developments

Texas background check law has seen several significant changes in recent years.

2025 Legislation

HB 2466 (Ban the Box), died in committee: This bill would have created a statewide prohibition on criminal history questions on initial job applications for employers with 15 or more employees, effective September 1, 2025. It died in committee in the 89th Legislature's regular session (last action March 17, 2025) and was never enacted. Texas has no statewide Ban the Box law, and the patchwork of local ordinances preempted by HB 2127 in 2023 has not been replaced.

SB 1080 (Occupational Licensing): Effective May 27, 2025, this law expands opportunities for individuals with criminal convictions to obtain occupational licenses by requiring individualized assessments rather than automatic revocations.

2023 Legislation

HB 2127 (Texas Regulatory Consistency Act): Effective September 1, 2023, this law preempted local fair chance hiring ordinances, including those in Austin and DeSoto. It eliminated local protections, and no statewide standard has replaced them: HB 2466, which would have done so, died in committee in 2025.

Expanded Nondisclosure Eligibility

Over several legislative sessions, Texas has steadily expanded the categories of offenses eligible for nondisclosure orders. The addition of automatic nondisclosure for certain misdemeanors (Section 411.072), provisions for DWI deferred adjudication (Section 411.0726), and pathways for veterans treatment court participants (Section 411.0727) and human trafficking victims (Section 411.0728) reflect a broader legislative trend toward second-chance policies.

Frequently Asked Questions

Does Texas have a Ban the Box law?

No. Texas has no statewide Ban the Box law for private employers. A 2025 bill, HB 2466, would have prohibited employers with 15 or more employees from including criminal history questions on initial job applications, but it died in committee in the 89th Legislature and was never enacted. Local ordinances in Austin and DeSoto that once provided similar protections were preempted by HB 2127 in 2023, so there is currently no ban-the-box protection at the state or local level in Texas.

How far back can a background check go in Texas?

Under Texas Business and Commerce Code Section 20.05, consumer reporting agencies generally cannot report criminal convictions older than seven years. However, this limit does not apply to positions with an annual salary of $75,000 or more. Section 20.05(b) lifts those time limits entirely for such reports rather than setting a longer lookback, so the Texas statute imposes no cutoff of its own for those higher-paying roles. Convictions from any jurisdiction are subject to the seven-year rule when the applicant lives and works in Texas.

What is an order of nondisclosure in Texas and how does it affect a background check?

An order of nondisclosure seals a criminal record so that it does not appear in public background checks conducted through the Texas Department of Public Safety. Texas Government Code Chapter 411, Subchapter E-1 provides multiple pathways for obtaining nondisclosure, including automatic orders for first-time misdemeanor offenders who completed deferred adjudication. Sealed records remain accessible to law enforcement and certain authorized agencies but will not show up on standard employer or landlord background screening reports.

Can a Texas landlord deny housing based on a criminal record?

Texas landlords may consider criminal history in tenant screening, but they must make written tenant selection criteria available at the time they give the applicant a rental application (Texas Property Code Section 92.3515). If a landlord skips that notice and rejects the applicant, the statutory remedy is a refund of the application fee and any application deposit, not a bar on the denial itself. Under HUD guidance, blanket denials based on criminal history may violate the Fair Housing Act if they disproportionately affect protected classes. Landlords should conduct individualized assessments and cannot deny housing based solely on arrest records.

Can a Texas licensing board deny a professional license because of a criminal conviction?

Texas Occupations Code Chapter 53 restricts licensing agencies from automatically denying licenses based on criminal history. A conviction can only be grounds for denial if it directly relates to the duties of the licensed occupation, involves a sexually violent offense, or is listed in Code of Criminal Procedure Article 42A.054. Licensing boards must conduct an individualized assessment considering factors like the nature of the offense, time elapsed, and rehabilitation efforts. SB 1080 (2025) further expanded protections by requiring case-by-case review rather than automatic revocation for felony convictions.