H&M: Company Profile & Background Check FAQs

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H&M: Company Profile & Background Check FAQs

H&M is one of the world's largest fashion retailers, operating thousands of stores across more than 70 countries and employing approximately 100,000 people globally. If you are preparing for a role at H&M or want to understand what happens after a conditional offer, knowing how the H&M background check process works can help you move through hiring with confidence. Below, we cover H&M's company history, ownership structure, and straightforward answers to the most-searched questions about the H&M background check and hiring process.

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H&M: Company overview

H&M traces its roots to 1947, when Erling Persson opened a women's clothing store called Hennes in Västerås, Sweden. In 1968, Persson acquired Mauritz Widforss, a Stockholm retailer of hunting and sporting goods, and renamed the combined business Hennes & Mauritz. The company expanded its product range to include menswear and childrenswear alongside women's fashion, and listed its shares on the Stockholm Stock Exchange in 1974. The brand entered the United States market in 2000, opening its first American store on Fifth Avenue in New York City.

Today, H&M operates as the flagship brand of H&M Group, a publicly traded Swedish conglomerate headquartered in Stockholm. H&M Group also operates several other retail brands, including COS, Monki, Weekday, & Other Stories, ARKET, and Afound, each targeting distinct customer segments and style preferences. The group reports annual net sales of approximately 234 billion Swedish kronor and maintains a presence in more than 70 markets worldwide.

In the United States, H&M operates hundreds of store locations spanning mall-based formats and freestanding sites in major metropolitan areas and suburban retail centers. Positions across the U.S. store network range from sales advisors and department supervisors to visual merchandisers, department managers, and store managers. The company also employs staff in distribution, corporate support, and e-commerce fulfillment roles.

Company culture and employee programs:

Employee discount on H&M Group brand merchandise for eligible staff
Medical, dental, and vision insurance options for eligible employees
401(k) retirement savings plan for eligible U.S. team members
Paid time off for eligible full-time and part-time employees
Parental leave benefits for qualifying employees
Training and development resources supporting career growth within the company
Internal mobility opportunities across H&M Group brands and markets

H&M background check FAQs

Does H&M do background checks?

Yes. H&M conducts background checks for positions across its retail and corporate operations. The scope of screening may vary depending on the role, the department, and applicable state law. Positions involving access to cash handling, store management responsibilities, or sensitive operational areas may be subject to more comprehensive screening than standard entry-level sales associate roles.

How long can an H&M background check take?

Three to five business days is a common timeline for a standard background check. The actual duration of the H&M background check process can vary based on several factors:

The type of searches ordered and whether they require manual courthouse record retrieval rather than database access
The number of counties, states, or jurisdictions included in the criminal history search
Accuracy and completeness of the information provided by the candidate during the application process
Response times from prior employers or educational institutions contacted for verification
High-volume application periods, particularly during peak retail hiring seasons

See Checkr's guide to background check turnaround times for a general overview of what affects processing speed.

What can be revealed in an H&M background check?

An H&M background check report may include:

Identity and criminal history: SSN trace to confirm identity and establish address history; county, state, federal, and national criminal record searches; sex-offender registry; global watchlists.
Employment verification: Confirmation of prior employers, dates of employment, and job titles as reported on the application.
Education verification: Confirmation of degrees or credentials for roles where educational qualifications are relevant to the position.
Motor vehicle records (MVR): Driving history checks for roles that involve operating a company vehicle or traveling between locations for work purposes.

The specific screenings ordered will vary by role and location.

How far back can H&M's background check go?

Look-back periods vary based on state law, the type of record, and the nature of the position. The FCRA limits reporting of most adverse information to seven years in many circumstances, though criminal convictions may be reported beyond that period depending on applicable state law and the salary associated with the position. H&M operates stores across multiple states, each of which may have its own fair employment laws and restrictions on how criminal history can be used in hiring decisions.

Candidates should review applicable state "ban-the-box" laws and fair chance hiring regulations in their jurisdiction before applying.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is the federal law that governs how employers use consumer reports in hiring decisions. Under the FCRA, H&M must:

Obtain written authorization from the candidate before ordering a background report
Provide the candidate with a copy of the report and a pre-adverse action notice if the report may result in a negative hiring decision
Allow the candidate a reasonable period to review the findings and dispute any inaccurate or incomplete information before a final decision is made
Notify the candidate of any final adverse action and provide contact information for the CRA

EEOC guidance also recommends that employers conduct an individualized assessment that considers the nature of any offense, the time elapsed, and the relevance of the record to the specific role.

What are H&M background check requirements?

H&M's background check requirements generally include:

Written consent: Candidates must provide written authorization before a background report can be ordered, as required by the FCRA.
Accurate application information: The information provided on the application, including name, address history, employment history, and Social Security number, must be accurate to enable a complete and timely background check.
State-specific compliance: Depending on the state in which the position is located, additional notice forms, timing requirements, or restrictions on what information can be considered may apply.
Role-specific screenings: Certain positions may require additional searches beyond a standard criminal history check, such as employment verification, education verification, or motor vehicle records, depending on the responsibilities of the role.

Candidates with questions about the specific requirements for a role should ask during the offer stage.

Does H&M hire felons?

H&M does not publish a blanket policy on hiring candidates with felony convictions. As with most large retail employers, hiring decisions for candidates with criminal records are typically made on a case-by-case basis and may depend on the nature of the offense, how much time has passed, and the responsibilities of the specific role. EEOC guidance recommends that employers conduct an individualized assessment rather than applying automatic disqualification based on conviction history alone.

Candidates with a felony conviction on their record who are applying to H&M should review the fair chance hiring laws in their state, as some jurisdictions impose restrictions on when and how employers can consider criminal history. Many states with "ban-the-box" laws prohibit employers from asking about criminal history until later in the hiring process.

What is the H&M hiring process?

The H&M hiring process for store positions generally follows these steps:

Application - Submit an online application through the H&M careers portal or a job board listing for available positions at a specific store location.
Application review - A store manager or recruiter reviews submitted applications against the qualifications for the role.
Phone or video screen - Qualified candidates may be contacted for an initial screening conversation to discuss availability, experience, and role fit.
Interview - Candidates who advance are invited for an in-person interview with a store manager or department supervisor.
Conditional offer - Candidates who receive an offer of employment are given a conditional offer contingent on successful completion of pre-employment screening.
Background check consent and initiation - The candidate provides written authorization, and the background check is initiated through a third-party CRA as required by the FCRA.
Drug test if applicable - Depending on the role and location, a pre-employment drug screening may be required before the start date.
Onboarding - Once screening is complete and the offer is confirmed, the candidate completes new hire paperwork and orientation before beginning their first shift.

Does H&M drug test?

H&M's pre-employment drug testing practices can vary by role, location, and applicable state law. Standard entry-level retail positions such as sales advisor roles may not routinely require drug screening, while positions involving management responsibilities, loss prevention, or operation of company vehicles may be more likely to include drug testing as part of pre-employment requirements. Post-incident drug and alcohol testing may also apply in certain circumstances following a workplace accident or injury.

Candidates with questions about whether a specific role requires drug testing should ask during the offer stage, as practices can vary by location and may be updated over time.

Order your own background check

Running a personal background check with Checkr lets you preview what H&M may see and helps you identify potential inaccuracies before they affect a hiring decision. In one secure report you can review:

Criminal history searches: SSN trace, sex-offender registry, global watchlists, plus national, county, state, and federal court records.
Motor vehicle records: Search a state's DMV, confirm driver's license status, and identify driving incidents.

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 and hiring managers.

Are you a candidate with an open background check with Checkr?

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.