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QuizFor Gig Platforms & Marketplaces

Screening Requirements by Role

Does the role enter homes, work with children or vulnerable adults, handle cash, or drive? Get a recommended screening scope, re-screen cadence, and the rationale to put in your policy.

  • Recommended screening scope
  • Rationale for your policy
  • Re-screen cadence

Not legal advice · Last reviewed Oct 2026

1. Does the worker enter customers' homes or private property?
2. Does the worker care for or spend time alone with vulnerable people?
3. Does the worker handle cash, payments, or valuables?
4. Does the work involve driving?
5. Can the worker access customer accounts or personal data?
6. Does the work require a professional or trade license?

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Recommended screening level

Baseline

Screen at onboarding; re-screen when the role changes or on a set cycle you apply to everyone.

Screening scope

  • Identity verification

    In a $5 PreHireBadge report

    Confirms the person being screened is the person who will do the work. Included with every PreHireBadge report.

  • National criminal records search with source verification

    In a $5 PreHireBadge report

    Federal, state, and county court records, verified at the source before a record is reported.

  • Sex offender registry search (all 50 states)

    In a $5 PreHireBadge report

    Part of the PreHireBadge report. Most relevant where workers enter homes or work around children or vulnerable adults.

  • Watchlist screening (OFAC and global lists)

    In a $5 PreHireBadge report

    Part of the PreHireBadge report.

  • FCRA disclosure, authorization, and adverse action process

    Your process

    Required whenever a consumer report is used for an employment or engagement decision, including for contractors.

Why (for your policy)

  • The role has limited access to people, property, cash, or vehicles. A baseline identity-verified criminal search is proportionate; deeper screening can be harder to justify as job-related.

Keep it fair

  • Screen everyone in the same role the same way, and decide which records matter to the role before you see anyone's report.
  • Do not reject automatically for any record. Consider what the offense was, how long ago, and how it relates to the job (the EEOC's Green factors), and follow fair-chance laws where they apply.

The PreHireBadge items above come in one $5 report, identity verification included.

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Why you'd use this

Not every role needs the same check. The EEOC's guidance on arrest and conviction records asks employers to tie screening to the job, and the same logic protects a marketplace: deeper checks are easier to justify for workers who enter homes, care for children or vulnerable adults, handle cash, or drive passengers.

Answer five questions about a role and this tool recommends a screening scope, explains why each item is job-related, and suggests a re-screen cadence. Items PreHireBadge provides are marked; checks PreHireBadge does not provide, like driving records or state fingerprint checks, are named so you can get them elsewhere.

In your browser, nothing saved

Using it

  1. 1

    Describe the role

    Home access, vulnerable people, cash, driving, data access, and licensing.

  2. 2

    Get a scope

    A risk level, the checks to run, and which provider type covers each one.

  3. 3

    Use the rationale

    Copy the job-related reasons into your screening policy.

Why job-relatedness matters

Screening everyone in a role the same way, and deciding in advance which records matter for that role, is the backbone of a defensible process. It also makes individualized assessments faster, because the duties you will weigh a record against are already written down.

Primary sources

Read the rules at the source. Laws and agency guidance change; last reviewed Oct 2026.

Questions people ask about this

What background check do I need for in-home workers?

An identity-verified national criminal search and sex offender registry search are the usual baseline for in-home roles. Some regulated care roles also require a state or fingerprint-based check.

Should I run a driving record check?

Only where driving is an essential duty. PreHireBadge does not provide driving records; use a provider that does, with its own FCRA consent.

How often should gig workers be re-checked?

Many platforms re-screen high-trust roles annually. Whatever cadence you choose, apply it to everyone in the role and make sure your authorization covers ongoing checks.

Can I reject anyone with a record?

Blanket bans carry legal risk. Consider the nature of the offense, the time elapsed, and the job (the EEOC's Green factors), follow fair-chance laws, and give notice before deciding.

General information only, not legal advice. Using this tool does not make a process compliant on its own, and federal, state, and city rules differ and change. An employment lawyer can apply them to your facts.

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