Self-Background Check in Pennsylvania: A Complete Guide [2025]

If you’re planning to apply for a job in Pennsylvania, it’s likely that potential employers will run a background check, either before extending an offer or right after.

But are you aware of what that report might reveal?

Checking your own background ahead of time allows you to catch any mistakes, verify your records, and see exactly what employers will review.

In this guide, we’ll walk you through how to conduct a self-background check in Pennsylvania and cover the key state-specific laws and procedures you should understand.

Why Run a Background Check on Yourself in Pennsylvania?

1. Fix Errors Before Employers See Them

Background checks can sometimes include outdated or incorrect records, and occasionally even entries tied to someone with a similar name.

By checking your own background in advance, you can catch and fix mistakes before they impact your job prospects.

2. Catch Identity Theft Early

If your personal data has been compromised, your report might list accounts or criminal activity you don’t recognize.

Running a self-background check helps you identify these red flags early so you can begin resolving the issue and notify employers if necessary.

3 Review Your Online Presence

Before submitting job applications, take a close look at your social media through a professional lens.

In Pennsylvania, it’s not uncommon for employers to check candidates’ public profiles, and even lighthearted or personal content could raise concerns.

iprospectcheck’s social media screening can help highlight posts that may be outdated, inappropriate, or misaligned with your professional image.

Cleaning up your online footprint ensures you’re presenting the best version of yourself.

4. Prepare for Interview Discussions

Background check results may come up during the interview process.

When you already know what’s in your report, you can confidently address any concerns with honest, well-prepared responses.

This preparation helps you stay composed and avoid being caught off guard.

What Shows Up on a Personal Background Check in Pennsylvania?

The contents of a personal background check can vary depending on the job you’re applying for and any legal or industry-specific requirements.

Most personal background reports include the following components:

Identity Verification

One of the first steps in any background screening is confirming your identity.

Providers like iprospectcheck use this step to ensure that the records being pulled actually belong to you, not to someone with a similar name.

Accurate identity verification is key to producing a reliable background report.

Criminal History

A Pennsylvania criminal background check may involve national criminal databases, state-maintained records, federal criminal records, and county-level court files.

These searches typically focus on locations where you’ve lived or worked in the past seven years.

Depending on the role, reports may include pending charges, misdemeanors, and felony convictions.

However, sealed or expunged records, non-conviction arrests, and certain older offenses are generally excluded.

Most reports follow a seven-year lookback period, based on the date of conviction, parole, or release.

Social Media Analysis

A social media background check reviews your publicly accessible posts, photos, and comments across major platforms.

The findings are compiled into a report that shows what an employer might see when reviewing your online presence during the hiring process.

How to Run a Background Check on Yourself in Pennsylvania

Option 1: Do-It-Yourself Search

You can gather your own background information by accessing official sources in Pennsylvania and beyond, such as:

• Pennsylvania State Criminal History – Request a copy of your state-level criminal background report through the Pennsylvania State Police using the PATCH (Pennsylvania Access to Criminal History) This report includes arrests and convictions tracked at the state level, but it may not include all county-specific records.
• County Court Records – Employers often check records from counties where you’ve previously lived or worked. You can search these records by contacting individual county clerk of court offices or using the Pennsylvania Unified Judicial System’s online tools.
• Driving Record – For roles involving driving, your driving history may be reviewed. You can request a copy of your record from the Pennsylvania Department of Transportation (PennDOT) to check for traffic violations, license suspensions, or other issues.
• Federal Court Records – Some employers check for federal civil or criminal cases. You can subscribe to the PACER (Public Access to Court Electronic Records) to run a name-based search on yourself.
• Sex Offender Registry – Most comprehensive background checks include this screening. You can check the Pennsylvania Megan’s Law website and the National Sex Offender Public Website to confirm that your name is not incorrectly listed.
• Social Media and Online Presence – Use search engines to look up your name and review all your public social media accounts. Many employers consider your online presence as part of the hiring process.
• Education Verification – Contact the schools or institutions you attended to request transcripts or confirmation of your degree or certification.
• Employment Verification – Reach out to past employers to confirm your roles, dates of employment, and responsibilities. If your former employers use third-party verification services, you may need to go through those channels.

Pros:

• Minimal to no cost
• Direct access to original sources
• Full control of the process

Cons:

• Time-consuming
• Some records require credentials or special access
• Results may be difficult to interpret
• Final report may not match employer-facing formats

Best For:

Individuals in Pennsylvania who prefer a low-cost option and don’t mind doing the research themselves to review their own background.

Option 2: Order a Personal Background Check from iprospectcheck

For a more streamlined and professional option, you can order a self-background check through iprospectcheck.

We deliver FCRA-compliant reports that mirror what Pennsylvania employers typically use when evaluating candidates.

Pros:

• Comprehensive, employer-grade reports
• Handled by experienced screening professionals
• Fast turnaround times
• Secure and private digital access
• Clean, easy-to-read format
• Strong data protection protocols

Cons:

• Service fee applies
• Requires personal details for identity verification

Best For:

Anyone who wants a detailed, accurate report without having to hunt down records themselves.

How to Get Started:

Visit our secure platform and enter your full legal name, any former names, Social Security number, and full address history.

Once your report is ready, take time to review it carefully.

If you find errors, such as outdated job history, incorrect charges, or records tied to someone else, reach out to us for assistance.

To correct criminal record information in Pennsylvania, you may need to contact the Pennsylvania State Police or the appropriate county court.

Important Laws and Regulations in Pennsylvania

If you’re going through a background check for employment in Pennsylvania, your rights are protected by both state and federal regulations.

These laws govern how your personal information can be accessed, used, and shared by employers and background screening providers.

Federal Laws

Fair Credit Reporting Act (FCRA)

The FCRA sets national standards for how consumer reporting agencies (CRAs) handle personal data during background checks.

For jobs paying less than $75,000 annually, CRAs are generally restricted from reporting the following if the information is older than seven years:

• Arrests that didn’t result in a conviction
• Paid tax liens
• Accounts placed in collections
• Civil lawsuits and judgments
• Chapter 13 bankruptcies (Chapter 7 may still appear for up to 10 years)

Criminal convictions, however, can still be reported regardless of when they occurred, unless state law imposes further limits.

These restrictions do not apply to roles paying over $75,000 per year.

Before conducting a background check, employers must:

• Provide a standalone written disclosure
• Obtain written authorization from the individual

If the employer chooses not to proceed based on the results, they are required to:

• Share a copy of the report
• Provide a summary of rights under the FCRA
• Allow the candidate to dispute any inaccuracies

Title VII of the Civil Rights Act of 1964

Title VII prohibits employment discrimination based on race, color, religion, sex, or national origin.

Enforced by the Equal Employment Opportunity Commission (EEOC), it advises employers to evaluate criminal history individually.

They are advised to consider:

• The nature and gravity of the offense
• How much time has passed
• Whether the offense is relevant to the job’s responsibilities

A criminal history does not automatically exclude someone from employment under this law.

Fair Chance to Compete for Jobs Act (FCA)

The FCA applies to federal agencies and federal contractors.

If you’re applying for a federal position or a job with a federal contractor, they cannot ask about criminal history until a conditional offer has been made.

The purpose of the FCA is to ensure applicants are evaluated on their qualifications before their criminal record is considered.

State Laws

Criminal Background Information

Under Pennsylvania’s Criminal History Record Information Act (18 Pa.C.S. § 9125), employers can only consider felony or misdemeanor convictions if they relate directly to the responsibilities of the job.

If an employer decides not to hire you because of your criminal record, the employer must provide you with a written notice explaining that the decision was based on that information.

Fair-Chance Policy for State Employment

Under the 2017 HR Policy TM-001, Pennsylvania public state employers are not allowed to ask about your criminal history on a job application.

They must wait until after they make a conditional job offer to conduct a criminal background check or ask you about past convictions.

Clean Slate and Limited Access Law

Under 18 Pa.C.S. § 9122.2, certain individuals with misdemeanor convictions, particularly those over 10 years old with all restitution orders satisfied, are automatically granted limited access to those records.

Convictions for which limited access has been granted won’t show up on employment background checks. If employers learn about them through other means, they can’t use them to make employment decisions.

Also, summary offenses (minor infractions) generally aren’t considered relevant, so employers should not consider them as part of your job application process.

Credit History Protections

If you’re applying for a job in Philadelphia, most employers are not allowed to use your credit report to make decisions about hiring, firing, promotions, or working conditions, under Philadelphia Code §9-1130.

Some exceptions apply for specific roles, including:

• Supervisory or managerial positions involved with setting policies or the direction of a business
• Law enforcement
• Financial services
• When required by state or federal law
• When the City of Philadelphia needs to check whether you’ve paid taxes or other obligations to the city
• Jobs involving significant financial duties owed to the employer
• Jobs involving access to customers’ sensitive financial information other than what’s provided in simple retail transactions
• Positions involving access to the employer’s trade secrets and other sensitive information

Salary History Restrictions

While background checks don’t include your salary history, the topic may still arise in interviews or through questions on applications.

In Philadelphia and Pittsburgh, local rules prevent employers from asking about or relying on your previous wages when making hiring or compensation decisions.

These protections help ensure your pay offer is based on the role and your qualifications rather than on your past salary.

Background Check Rules for School Employees

Under Pennsylvania law, if you’re applying for a position in a public or private school or as a contractor working with students, you’ll need to complete specific checks.

These include a child abuse history clearance from the Pennsylvania Department of Human Services, a state police background check, and a federal fingerprint-based criminal history report.

Your prior employment history may also be reviewed for any red flags involving child safety.

Philadelphia’s Ban on Pre-Employment Marijuana Testing

As of January 1, 2022, most employers in Philadelphia are no longer allowed to test for marijuana use as a condition of employment.

Exceptions exist for jobs in law enforcement, transportation, healthcare, and roles that require federal testing or impact public safety.

Legal Protections for Medical Marijuana Users

In Palmiter v. Commonwealth Health Systems, 2021 Pa. Super. 159 (2021), the Pennsylvania Supreme Court found that the state’s Medical Marijuana Act allows certified medical users to challenge employment decisions made based on their use of medical marijuana.

If you’re a registered patient and believe you’ve faced discrimination, you may have legal grounds to take action.

Local Ban-the-Box Ordinances

Several cities and counties in Pennsylvania have local ban-the-box laws that limit when employers can ask about criminal history.

In Philadelphia, employers (both public and private) must wait until after a conditional job offer to inquire.

Other cities like Pittsburgh, Allentown, and York enforce similar rules for public sector jobs only.

Get a Personal Background Check in Pennsylvania with iprospectcheck

Running a background check on yourself before applying for jobs in Pennsylvania allows you to catch any errors, update incorrect information, and prepare for questions that may come up during the hiring process.

At iprospectcheck, we provide accurate, employer-grade personal background checks for individuals in Pennsylvania and across the U.S.

Order your personal background report today and move forward in your job search with confidence, knowing exactly what employers are likely to find.

For more information or to request a free quote, give us a call at 888-509-1979.

DISCLAIMER: The resources provided here are for educational purposes only and do not constitute legal advice. Consult your counsel if you have legal questions related to your specific practices and compliance with applicable laws.