Does McDonald’s Hire Felons? Fair-Chance Hiring, Background Checks, and How to Get the Job

According to the U.S. Equal Employment Opportunity Commission (EEOC), employers must consider criminal records in a fair, job‑related way under Title VII of the Civil Rights Act—“An arrest does not establish that criminal conduct has occurred.” EEOC Enforcement Guidance: Consideration of Arrest and Conviction Records in Employment Decisions. This principle shapes hiring at large brands, including McDonald’s.

The U.S. Department of Labor runs two programs that encourage second‑chance hiring nationwide: the Work Opportunity Tax Credit (WOTC) and the Federal Bonding Program. These programs give employers tax credits and free fidelity bonds when they hire people with felony records. Restaurants—fast food included—use these programs every day.

How McDonald’s hiring really works (corporate vs. franchise)?

• Franchise restaurants (roughly 90%+ of U.S. locations):
  • The franchisee sets hiring standards within the law.
  • Background checks and lookback policies can differ by market.
  • Store managers often get final say, especially for crew roles.
• Corporate-operated restaurants:
  • Managed under corporate HR policies.
  • Consistent processes and compliance systems.
  • Decisions align with companywide equal employment policies and fair‑chance laws.

Typical process:

1. Application: Online through the McDonald’s careers site (https://careers.mcdonalds.com/), in person, or via hiring kiosks.
2. Screening call or text: Quick availability check, pay expectations, commute.
3. Interview: Store manager or hiring lead.
4. Conditional offer: Pending background check in many markets.
5. Background check: Third‑party consumer report with candidate consent.
6. Adverse‑action process, if needed: The law requires notices and time to respond before a final no.

Background checks at McDonald’s: what shows up and how it’s used

• Consent is required. Employers must get written authorization to run a background check under the Fair Credit Reporting Act (FCRA).
• Report contents: Convictions, plea deals, and sometimes pending cases. Arrests without conviction can appear in some databases, yet EEOC guidance urges employers to focus on convictions and job relevance.
• Lookback periods:
  • Federal FCRA does not set a firm national “7‑year rule” for convictions.
  • Several states restrict reporting of older convictions or set salary thresholds.
  • Local laws can add stricter rules.
• Adverse action: Employers must provide a pre‑adverse action notice with a copy of the report and a final adverse action notice later, giving time to dispute errors.

Relevance factors that matter in fast food:

• Time since the offense: 5+ years without incidents weighs positively.
• Nature of the offense: Violent crimes, recent theft, or fraud can raise concern for cash handling.
• Relation to the job: Kitchen, maintenance, or overnight stocking can be easier fits for certain histories.
• Evidence of rehabilitation: Completed programs, steady work, references, certificates.

Laws that shape hiring decisions

Title VII & EEOC Guidance (National):

• Employers must avoid blanket bans on anyone with a record.
• Employers must consider nature of the offense, time since the offense, and nature of the job.
• Quote from EEOC: “An arrest does not establish that criminal conduct has occurred.”

Ban‑the‑Box & Fair‑Chance Hiring (State and Local):

• Many jurisdictions bar criminal history questions on the initial application.
• Criminal history often can be considered after a conditional offer or later in the process.
• Several states and major cities apply these rules to private employers, which includes restaurants.

Fair Credit Reporting Act (FCRA) (National):

• Requires your written consent for a background check.
• Requires pre‑adverse and final adverse notices and a chance to dispute errors.
• Federal Trade Commission (FTC) enforces FCRA with the Consumer Financial Protection Bureau (CFPB).

Work Opportunity Tax Credit (WOTC) (National):

• Target Group “Ex‑Felon”: WOTC applies when hired within 1 year after conviction or release.
• Potential credit up to $2,400 on qualified first‑year wages for that target group.
• Forms: IRS 8850 (pre‑screening) and ETA 9061 (individual characteristics).

Federal Bonding Program (National):

• Free fidelity bonds (usually $5,000–$25,000) for the first 6 months of employment.
• Removes perceived risk for the employer around theft or dishonesty concerns.

State reporting limits (Examples):

• California, New York, and several other states restrict how far consumer reporting agencies can report certain records, especially non‑convictions.
• Local rules matter, such as New York City Fair Chance Act, Los Angeles Fair Chance Initiative, and San Francisco Fair Chance Ordinance, which sequence checks after a conditional offer.

More Opportunities: Free Money for Ex-Felons

Does McDonald’s hire felons?

Yes. Many McDonald’s locations hire people with felony convictions. Decisions are case by case, influenced by role, timing, local law, and the specifics of the record. A crew role on the grill or maintenance team can be more accessible than an immediate cash‑handling position, especially when the conviction involves theft or fraud in the recent past.

Which McDonald’s roles are most accessible?

• Crew – Kitchen/Back‑of‑House: Grill, fryer, prep, stocking, dish.
• Crew – Overnight/Closing: Cleaning, restocking, equipment resets.
• Maintenance/Janitorial: Equipment checks, light repairs, cleanliness.
• Front Counter/Drive‑Thru: Cash handling and customer interaction; expectations vary by store.
• Shift Manager/Trainer: Often requires tenure and strong performance; promotions are common for solid contributors.

Target non‑cash or reduced‑cash roles at first when a recent theft or fraud conviction appears on your record. Earn trust and move to customer‑facing or cash roles later.

What increases your chances at a McDonald’s interview?

1) A simple, honest disclosure plan

• Keep it brief. One paragraph works.
• Own the past. Highlight what changed.
• Connect the dots to the job.

Sample script:

“I want to be upfront. I have a felony conviction from 2018 related to possession. I completed my program, stayed sober for 5 years, and finished a food‑handler course last month. I’m reliable, I have transportation, and I can work weekends. I’m looking for a chance to prove I can be an asset on your team.”

2) Strong references

• Bring two references with phone numbers: a past supervisor and a mentor or counselor.
• Printed reference sheet shows preparation.

3) Proof of readiness

• Food‑handler card, ServSafe basics, or local certifications.
• Updated résumé with exact dates and bullet points that show speed, teamwork, and reliability.

4) Flexibility on shifts

• Nights and weekends fill critical staffing gaps.
• Availability can outweigh background concerns in many stores.

5) Transportation plan

• List bus route, ride share, or car details. Reliability wins trust.

How to handle the application question?

Many jurisdictions remove criminal history questions from the initial application. Some locations still include a question later in the process. Use this approach when a question appears:

• Answer truthfully.
• Limit to convictions, unless the question specifically asks for pending cases.
• Stay factual and brief: “2017 – nonviolent felony – completed sentence; violation‑free since 2018.”
• Point to growth: “Completed SERVSAFE in 2024; volunteer coaching since 2022.”

Never guess at legal terms. Use the wording from your court documents, then keep the conversation centered on skills, reliability, and availability.

The step‑by‑step plan to get hired at McDonald’s with a felony

1. Pick 4–6 stores within a 10‑mile radius. Franchisees vary; more at‑bats improve your odds.
2. Get certified. Food‑handler card or basic food safety certificate within the past 12 months.
3. Prepare documents. Two references, one‑page résumé, and a short disclosure paragraph.
4. Apply online and in person. Hand the manager your packet during off‑peak hours (2–4 p.m.).
5. Use the script. Be upfront, be brief, pivot to value: availability, speed, teamwork.
6. Mention WOTC and bonding. Tell the manager you qualify for WOTC and Federal Bonding.
7. Follow up in 48 hours. Call or stop by. Managers juggle schedules; polite persistence helps.
8. Accept a starter shift. Grab nights or weekends first. Build trust for better slots.

What store managers weigh when deciding?

• Coverage pain: A manager with three open night shifts each week will value availability.
• Customer traffic: Busy stores lean toward candidates who can start quickly.
• Record context: One conviction 8 years ago reads differently than three convictions in 2 years.
• Role risk: Cash‑heavy roles draw more scrutiny than kitchen or maintenance.

Reality check: A manager’s biggest headache is a no‑show. Show up on time for your interview. Then show up on time for your first week. Reliability beats a perfect story.

Common scenarios and realistic outcomes

Scenario 1: Nonviolent drug possession from 2017, clean since 2018

• Outcome: Strong chance for kitchen or overnight crew.
• Move: Lead with sobriety timeline and recent certificate.

Scenario 2: Theft conviction in 2022

• Outcome: Tougher for cash roles at first.
• Move: Target back‑of‑house, earn trust, ask for cross‑training later.

Scenario 3: Violent offense from 2011, clean since 2013

• Outcome: Depends on market and manager. Time gap helps.
• Move: Emphasize references and a long record of stable work.

Scenario 4: Multiple misdemeanors, one felony DUI from 2020

• Outcome: Kitchen or maintenance more likely; delivery roles may be restricted.
• Move: No driving requirement makes it simpler to place you.

Scenario 5: Pending case

• Outcome: Managers hesitate during active proceedings.
• Move: Provide documentation from your attorney when allowed. Clarify court dates up front.

Scenario 6: Sealed or expunged conviction

• Outcome: Many jurisdictions prohibit employers from asking about sealed/expunged records.
• Move: Learn your local rules. Answer questions based on current legal status.

Expungement, sealing, and certificates

• Expungement/Sealing: Removes or restricts public access to records. Names and time frames vary by state.
• Certificates of Rehabilitation/Relief: Official documents that confirm rehabilitation and reduce barriers.
• Pardons: Executive relief that can restore rights and remove collateral consequences.

Examples (not legal advice):

• California: Broad record‑sealing expansion in recent years; fair‑chance rules in major cities.
• Illinois: Sealing and expungement pathways exist for many offenses after waiting periods.
• New York: Clean Slate law phases in sealing for eligible convictions after set years without new offenses; NYC enforces the Fair Chance Act.

Action plan:

• Pull your record.
• Check your state’s expungement/sealing eligibility.
• Consult a legal aid clinic for filing help.
• Ask probation or parole officers for certificate guidance.

What to do when a background check has errors?

Errors happen. Old charges linger. Records can blend across similar names.

Do this right away:

1. Request a copy of the background report.
2. Mark errors with dates and docket numbers.
3. Dispute in writing with the screening company.
4. Send evidence: court orders, dismissal records, expungement orders.
5. Notify the employer during the pre‑adverse window.

Simple dispute note (template):

Subject: Dispute of Background Report – [Your Name]
I reviewed the report dated [date] and identified the following errors: [list]. I’ve attached court documents confirming dismissal/expungement. Please reinvestigate under the FCRA and share corrected results.

Using WOTC and the Federal Bonding Program to your advantage

WOTC (Ex‑Felon target group):

• Eligibility: Hired within one year of conviction or release.
• Credit: Up to $2,400 on qualified first‑year wages.
• Forms: IRS 8850 and ETA 9061 submitted by the employer to the state workforce agency.

How to bring it up?

“I may qualify your store for the Work Opportunity Tax Credit and the Federal Bonding Program. I can bring the forms to make it easy.”

Federal Bonding Program:

• Free fidelity bond typically $5,000 for the first 6 months.
• Helps store owners feel protected.
• Many state workforce agencies issue bonds within days.

Day‑one trust builders after you’re hired

• Arrive 15 minutes early for every shift in week 1.
• Learn one new station every two shifts.
• Ask your trainer for a scorecard on speed and accuracy.
• Volunteer for one closing or weekend shift each week.
• Track zero no‑shows and zero late arrivals in your first 30 days.
• Request a 30‑day check‑in with your manager and ask for cross‑training.

Smart next steps you can take today

• Apply to 4–6 nearby stores, not just one.
• Get a food‑handler certificate this week.
• Print a one‑page résumé and two references.
• Prepare a 30‑second disclosure that ends with your availability.
• Mention WOTC and Federal Bonding during the interview.
• Seek expungement/sealing advice from a local legal aid clinic, if eligible.

Final Thought

Many McDonald’s restaurants do hire people with felony convictions. Decisions are case by case, grounded in law, and shaped by the role, the offense, and the time since it happened. You improve your odds with honesty, preparation, flexible availability, and a calm, forward‑looking pitch. Add WOTC and Federal Bonding to remove employer concerns. Then let your first 30 days speak for you—on time, every time.

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