AFLAC: Company Profile & Background Check FAQs

AFLAC - American Family Life Assurance Company of Columbus - was founded in 1955 by three brothers: John, Paul, and Bill Amos. The company was established in Columbus, Georgia, with a mission to provide supplemental insurance coverage that pays policyholders directly when illness or injury disrupts their income. AFLAC pioneered the concept of supplemental health insurance in the United States, filling the gap between what major medical insurance pays and the out-of-pocket expenses that employees and their families actually face.

The company expanded its reach significantly over the decades, entering the Japanese market in 1974, where it became one of the most widely held life insurance policies in the country. AFLAC is traded on the New York Stock Exchange under the ticker AFL and is a component of the S&P 500. For fiscal year 2023, AFLAC reported total revenues of approximately $18 billion across its U.S. and Japan operations combined. In the United States alone, AFLAC employs approximately 4,700 corporate employees and works with a large independent sales force to distribute its products through employer worksites.

AFLAC's product portfolio includes supplemental policies for accident, cancer, critical illness, hospital, disability, vision, and dental coverage. These policies are primarily sold through worksite marketing, meaning employees enroll during their employer's benefits enrollment period. The company's iconic duck mascot, introduced in 2000, became one of the most recognizable advertising characters in the insurance industry.

Company culture and employee programs:

Yes. AFLAC conducts background checks on candidates for most positions, including sales agents, corporate roles, and management positions. Because AFLAC operates in the heavily regulated insurance industry, screening standards may be particularly thorough for roles that require a state insurance license. Candidates typically receive a written disclosure and provide consent before a background report is ordered. The timing and scope of screening may vary by role, location, and applicable state or local laws.

Three to five business days is typical for most AFLAC employment background checks, though actual timelines can vary based on several factors:

For more context on what affects timelines, see Checkr's guide to background check turnaround times.

An AFLAC background check report may include:

Look-back periods depend on the type of record, the candidate's state of residence, and the role being filled. Many employers apply a seven-year look-back for most criminal convictions, consistent with federal Fair Credit Reporting Act (FCRA) guidance and the practices of many states. Certain roles may permit a longer review period. Additionally, state insurance regulators may impose their own background review standards independent of the employer's screening. Candidates should review their state's fair-chance or "ban-the-box" laws to understand what records can and cannot be considered.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect and report background check information, and how employers must use it. Under the FCRA, AFLAC and other employers must:

EEOC guidance also encourages employers to conduct an individualized assessment that considers the nature and severity of an offense, how long ago it occurred, and its relevance to the specific job duties.

It depends on the role, the nature of the conviction, and applicable state laws. AFLAC does not maintain a blanket policy of disqualifying all applicants with a felony record. The company evaluates criminal history on a case-by-case basis, considering factors such as the type of offense, how recently it occurred, and whether it is relevant to the position being sought.

However, candidates applying for roles that require a state insurance license should be aware that state insurance regulators independently set standards for licensure. Certain convictions, particularly those involving financial crimes or fraud, may independently affect a candidate's ability to obtain or maintain an insurance license under state law, regardless of the employer's internal screening decision. Many states have enacted "ban-the-box" laws that restrict when and how employers can ask about criminal history, which may affect how AFLAC handles this in certain locations.

It depends on the position and location. AFLAC may require a pre-employment drug test for certain roles as part of its hiring process. Specific testing requirements vary by position, department, and applicable state law. Candidates should expect to confirm drug testing requirements during the offer stage of the hiring process.

The AFLAC hiring process generally follows these steps:

Running a personal background check with Checkr lets you preview what AFLAC may see and help you identify any inaccuracies before you apply. In one secure report you can review:

Create your report at Checkr Personal Background Checks. To proactively share verified credentials with recruiters, build a free Checkr Profile.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.