Apria Healthcare: Company Profile & Background Check FAQs

Apria is a longtime name in the home medical equipment industry, with a history in home-based care that spans decades. The company describes itself as a leading provider of home healthcare equipment and related services across the United States, serving approximately 2 million patients. Its core service lines include home respiratory therapy and oxygen, sleep apnea care and PAP supplies, diabetes care, pharmacy services, negative pressure wound therapy, and other home medical equipment, delivered through a nationwide network of local branches supported by clinical and customer service teams.

Apria today operates as one of the flagship brands of Accendra Health, the publicly traded company formerly known as Owens & Minor, Inc., alongside sister brand Byram Healthcare, a medical supplies provider. According to Accendra Health, the combined organization has more than 6,000 teammates across a nationwide network of over 250 service locations spanning the two brands. Apria holds industry accreditations and has been a longstanding member of the American Association for Homecare.

Apria's workforce blends clinical, logistics, and office roles. Delivery technicians drive company vehicles to bring oxygen equipment, hospital beds, and other devices into patients' homes and instruct patients on their use. Respiratory therapists provide clinical support, while branch staff, customer service and qualification specialists, billing and revenue cycle teams, and sales representatives round out the operation. Because employees work in patients' homes and handle health information regulated by HIPAA, healthcare industry screening standards shape hiring across most roles.

Company culture and employee programs: Apria emphasizes its mission of improving quality of life for patients at home, and its parent company advertises benefits for teammates that include medical, dental, and vision coverage, paid time off, a 401(k) plan, flexible spending accounts, and well-being programs. Specific benefits and schedules vary by role and location, so candidates should confirm details during the hiring process.

Yes. Employers in the home healthcare industry, including Apria Healthcare, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. Healthcare employers often face additional screening obligations, such as checking federal healthcare program exclusion lists, and some states require specific background checks for workers who provide services in patients' homes. Checks prepared by a consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written consent, and adverse action protections.

Apria is generally reported to conduct background checks as part of its hiring process, consistent with standard practice across home healthcare companies whose employees enter patients' homes and access medical information. The scope of an Apria background check may vary by role: driving positions typically include motor vehicle record checks, clinical roles may include license verification, and most healthcare roles are screened against exclusion and sanction lists. Candidates should review their disclosure paperwork for the specifics that apply to their position.

The hiring process typically begins with an online application through the company's careers portal, followed by a recruiter phone screen and one or more interviews with the hiring manager, conducted virtually or at a local branch. Clinical and driving roles may involve verification of licenses or driving history discussions. Candidates who receive a conditional offer are generally asked to consent to a background check, and often a drug screen, before a start date is confirmed and onboarding begins.

Many background checks are completed within a few business days, though healthcare screening packages with several components, such as license verification, employment verification, and county criminal searches in multiple jurisdictions, can take longer. Court processing speeds are the most common variable. This guide to background check turnaround times explains the factors in more detail.

Employers tailor screening to the role. For a position at a home healthcare company like Apria, a background check may include some or all of the following:

The disclosure and consent forms provided during hiring identify exactly which searches apply.

Lookback periods depend on the type of record and governing law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, and several states apply a seven-year limit to convictions as well, with exceptions for certain positions. State home care regulations can impose their own screening standards. Because Apria operates nationwide, candidates in different states may see different lookback windows on similar reports.

Apria does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. In home healthcare, employers often weigh the nature and age of an offense against the responsibilities of a role that involves entering patients' homes, and some state laws restrict hiring for in-home care roles based on specific convictions. Many states and cities also have "ban-the-box" laws that limit when criminal history can be considered. Candidates with records are encouraged to apply for roles that fit their circumstances and to be honest throughout the process.

Candidates will typically be asked to sign a written authorization before screening begins and to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Driving roles require a valid driver's license, and clinical roles require current licensure or certification details. Accurate information helps verifications finish quickly and prevents mismatched records from delaying a start date.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect and share background check information for employment purposes. Employers must obtain written consent before running a check, must provide a pre-adverse action notice with a copy of the report and a summary of rights before making a final negative decision based on the results, and must allow candidates to dispute inaccurate or incomplete information. Learn more in this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Apria Healthcare may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

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.