Second Chance Employers Who Hire People With Criminal Records
Major companies like JPMorgan, Target, Walmart, and Google have committed to fair chance hiring. The employers, the laws, and why expungement still matters.
When you have a criminal record, the job search feels different. You fill out applications knowing there is a box to check or a background check waiting. You wonder whether the hiring manager will see your qualifications or your record first. And you hear advice that ranges from helpful to demoralizing.
Here is something that has changed significantly in the last decade: some of the largest employers in the country have made formal commitments to hire people with criminal records. Not as charity. As business strategy. Research consistently shows that fair chance hires are more loyal, less likely to turn over, and equally productive as their peers. Companies figured this out, and they are acting on it.
This is not legal advice.
This guide explains how the law works in general terms. Whether you qualify depends on your specific record, and a judge makes the final call. If your situation is complicated — multiple convictions, charges in multiple states, or a previous denial — consulting a lawyer who handles expungement is worth the cost of a consultation.
The Second Chance Business Coalition
The most concrete signal of corporate commitment to fair chance hiring is the Second Chance Business Coalition, co-chaired by JPMorgan Chase CEO Jamie Dimon. The coalition includes over 40 major companies that have pledged to hire, develop careers for, and advance people with criminal records. This is not a vague statement of intent. Member companies have implemented specific policies — removing criminal history questions from initial applications, conducting individualized assessments, and investing in onboarding support.
- JPMorgan Chase — has hired more than 10,000 people with criminal records since launching its Second Chance initiative; removed criminal history questions from applications
- Target — removed the criminal history question from job applications company-wide; conducts individualized assessment of any criminal record found in a background check
- Walmart — removed criminal history questions from initial applications in most positions; partners with local organizations for reentry support
- The Home Depot — member of SCBC; uses individualized assessment rather than blanket disqualification policies
- Microsoft — committed to fair chance hiring across the organization; invested in workforce development programs for people with records
- Google / Alphabet — committed to fair chance practices; partners with workforce reentry organizations
- Bank of America — SCBC member; removed criminal history box from applications
- Starbucks — one of the earliest adopters of ban-the-box practices; partners with community organizations for reentry employment
- CVS Health — removed criminal history question; conducts individualized assessment
- Koch Industries — one of the most active corporate advocates for criminal justice reform and second chance hiring
The full coalition includes 40+ companies across industries. Visit secondchancebusinesscoalition.org for the current member list.
Ban-the-Box Laws: Where the Law Requires Fair Consideration
Beyond voluntary corporate pledges, the law itself is changing. As of 2026, 37 states and over 150 cities and counties have enacted some form of ban-the-box or fair chance hiring legislation. These laws generally prohibit employers from asking about criminal history on the initial job application. The background check comes later — after the employer has evaluated your qualifications first.
Fifteen states have extended this requirement to private employers: California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont, and Washington. In the remaining states, the law may only apply to public-sector jobs or to cities with local ordinances.
Industries Most Open to People With Records
Some industries have been more receptive to fair chance hiring than others. This is partly due to labor market conditions, partly due to the nature of the work, and partly due to advocacy within those industries.
- Construction and skilled trades — high demand, strong union support for reentry, and employers who evaluate work skills over background checks
- Manufacturing and warehousing — Amazon, FedEx, UPS, and major manufacturers have fair chance policies
- Food service and hospitality — restaurants and hotels have historically been among the most willing to hire people with records
- Technology — growing number of tech companies with fair chance pledges, including coding bootcamps specifically for people with records
- Transportation and logistics — trucking companies, delivery services, and transportation companies often hire people with records (CDL restrictions may apply for certain offenses)
- Retail — major retailers like Target, Walmart, Home Depot, and Costco have implemented fair chance policies
- Healthcare support — entry-level healthcare positions (not licensed clinical roles) are increasingly accessible
- Entrepreneurship — self-employment eliminates the background check barrier entirely; Small Business Administration loans are available to people with records
Licensing requirements in healthcare, education, finance, and law may still present barriers regardless of employer willingness. Check your state licensing board for specific restrictions.
Dave's Killer Bread: The Model Case
No conversation about second chance employment is complete without mentioning Dave's Killer Bread. The company was founded by Dave Dahl, who spent 15 years in prison before joining his family's bakery and transforming it into a national brand. Today, approximately one-third of the company's workforce consists of people with criminal backgrounds.
The Dave's Killer Bread Foundation goes further. As a founding partner of the Second Chance Business Coalition (alongside the Business Roundtable, SHRM, and Georgetown University), the foundation provides tools and research to help other employers build their own second chance hiring programs.
The business case they make is straightforward: fair chance hires have lower turnover rates, demonstrate higher loyalty, and perform at levels equivalent to their peers. The foundation publishes research and case studies at dkbfoundation.org.
How to Find Fair Chance Employers in Your Area
- 1.SecondChanceBusinessCoalition.org — the official list of coalition members, many with locations nationwide
- 2.Honest Jobs (honestjobs.co) — a job board specifically for people with criminal records, listing employers who have committed to fair chance practices
- 3.70 Million Jobs (70millionjobs.com) — another fair chance job board connecting job seekers with welcoming employers
- 4.Your state workforce agency — most states have a workforce development office that partners with employers willing to hire people with records; search for "[your state] workforce development reentry"
- 5.Reentry organizations — local nonprofits focused on reentry often have direct partnerships with employers. Search "reentry employment [your city]"
- 6.Federal bonding program — the U.S. Department of Labor offers free fidelity bonds to employers who hire people with records, reducing their perceived risk; ask about this at your state workforce agency
The landscape is improving every year. More employers are adopting fair chance practices, and the research supporting second chance hiring continues to grow.
Why Expungement Still Matters — Even With Fair Chance Employers
Fair chance hiring is real and growing. But it does not eliminate the value of expungement. Here is why:
- Fair chance laws delay the background check — they do not eliminate it. Most employers will still see your record before making a final hiring decision.
- Not all employers are fair chance employers. The majority of small and mid-size businesses are not members of any coalition and do not have formal policies.
- Licensing barriers still exist. State licensing boards in healthcare, education, law, and finance may disqualify applicants with criminal records regardless of employer willingness.
- Housing is not covered. Fair chance housing laws exist in some jurisdictions, but most landlords still run background checks with no legal restriction on how they use the results.
- Private background check databases do not update themselves. Even after expungement, companies like Checkr, Sterling, and Spokeo may still have your old record until you dispute it.
- An expunged record gives you the legal right to answer "no" to criminal history questions on applications — in most states, for most purposes.
Fair chance hiring and expungement are complementary, not alternatives. The best outcome is both: an expunged record AND employers who evaluate you on your qualifications.
The job market for people with criminal records has genuinely improved. Major employers have made real commitments. Laws have changed in 37 states. The EEOC has issued clear guidance against blanket disqualification policies. But the strongest position you can be in is one where the record no longer exists in the first place.
If you have not checked whether your record is eligible for expungement, the options guide takes five minutes. Fair chance employers open doors. Expungement makes sure those doors do not have a qualification you need to explain your way through.
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