Bath & Body Works Background Checks: Hiring Guide & FAQs

Founded in 1990 in New Albany, Ohio, Bath & Body Works began as a specialty retailer focused on personal care and home fragrance products. The company operates as a standalone entity following its separation from L Brands (now Victoria's Secret & Co.) in 2021. Today, Bath & Body Works maintains a network of approximately 1,900 company-operated stores across the United States and Canada, plus more than 500 international franchise locations. The company's product lines include body care, soaps and sanitizers, home fragrance, and aromatherapy collections, as well as seasonal offerings.

The company operates through multiple retail formats, including mall-based stores, outlet locations, and a growing e-commerce platform. Bath & Body Works offers positions ranging from store sales associates and key holders to distribution center workers, corporate staff, and management roles. During peak holiday seasons, the company hires more than 30,000 seasonal associates to support its retail operations and distribution facilities. The company's business model relies heavily on product innovation, with new fragrances and formulations launching regularly to maintain customer interest and drive traffic to stores.

Bath & Body Works focuses on creating a customer-centered retail environment. The company offers employee programs that include product discounts, flexible scheduling options for many retail positions, and access to benefits for eligible team members. The company has maintained a presence in the specialty retail sector for over three decades, adapting to changing consumer preferences and retail industry shifts.

Yes. After extending a contingent job offer, retailers like Bath & Body Works may request a background check from a third-party consumer reporting agency (CRA). Employment screening helps a company verify applicant information and support workplace safety across its retail locations and distribution facilities.

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and the accessibility of records. Database searches can close in minutes, while searches that require manual courthouse retrieval or follow-up paperwork may extend beyond a week. See Checkr's guide to background check turnaround times for more information on general screening timelines.

A background check report may include:

The specific screenings conducted depend on the position, state regulations, and ALDI's hiring requirements for that particular role.

Lookback periods vary by state law, position, and the data sources the CRA searches. Many employers focus on the past seven years for most convictions, but certain roles may require more in-depth review depending on responsibilities and state regulations. Candidates should review state fair chance or Ban the Box laws to understand local limits.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how employers may use background check information to make hiring decisions. It requires employers to obtain written authorization from  candidates before ordering a background check. Employers must also provide candidates with a copy of the completed report, as well as a pre-adverse action notice if they intend to take negative action. In the case of adverse action, allow sufficient time for candidates to dispute errors on their reports, typically five business days.

Running a personal background check with Checkr lets you preview what Bath & Body Works or similar employers may see and help you identify potential inaccuracies. In one secure report you can review:

Create your report in minutes with Checkr’s 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, steps to dispute information, and contact information for our support team.

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.