H&R Block: Company Profile & Background Check FAQs

H&R Block was founded in 1955 by brothers Henry W. Bloch and Richard Bloch in Kansas City, Missouri. The brothers recognized that millions of American households struggled with the complexity of filing federal tax returns and saw an opportunity to provide affordable, accessible tax preparation services. From a single Kansas City office, the company grew rapidly by franchising its model across the country, reaching a national footprint within a decade of its founding. Today, H&R Block operates more than 11,000 retail locations across the United States, as well as offices in Canada, Australia, and other markets. The company prepares tens of millions of tax returns annually through in-person, virtual, and do-it-yourself digital channels.

H&R Block's business model combines company-owned offices and independently operated franchise locations. This distinction is worth noting for candidates, because franchise offices operate under H&R Block's brand and system standards but are owned and managed by independent franchisees who may have their own hiring policies within the framework H&R Block establishes. Company-owned offices follow corporate HR policies directly. Background check practices may vary somewhat between corporate and franchise locations based on this structure, though all offices are expected to comply with applicable federal, state, and local laws governing employment screening.

The company's workforce spans a range of roles. Tax professionals are the largest segment, preparing returns and advising clients on tax strategies during the January through April filing season. Receptionists and client service associates support the front-of-house operations at individual offices. District managers oversee clusters of locations, handling staffing, performance, and business development. H&R Block also employs a substantial corporate workforce in Kansas City and at regional offices, covering technology, finance, marketing, legal, and operations functions. Seasonal hiring peaks ahead of tax season, when the company brings on thousands of additional tax professionals and support staff to handle the surge in client volume.

H&R Block's heavy reliance on seasonal employees is a defining characteristic of its workforce. Many tax professionals are hired on a seasonal basis each year, with the option to return for subsequent seasons. The company has also expanded its digital tax preparation products, including online filing tools and virtual tax preparation services where clients work with a tax expert remotely, creating additional demand for remote tax professional roles. For candidates interested in year-round opportunities, corporate and district management positions provide pathways outside of the seasonal cycle. Visit H&R Block careers to explore current openings across office and corporate roles.

Company culture and employee programs:

H&R Block invests in tax education and professional development for its tax professional workforce. New hires who are not already credentialed tax preparers are typically required to complete the H&R Block Income Tax Course, a training program covering federal and state tax fundamentals. After completing the course, candidates must pass a Tax Knowledge Assessment before being eligible to prepare client returns independently. This training and testing requirement is specific to tax professional roles and distinguishes H&R Block's hiring process from many other employers. Enrolled agents, CPAs, and other credentialed tax professionals may have modified onboarding requirements depending on their existing qualifications.

Benefits for eligible employees include health insurance, a 401(k) retirement plan, paid time off, and an employee stock purchase plan. Seasonal employees may have access to a more limited benefits package depending on hours worked and the terms of their employment agreement. H&R Block has received recognition on various employer rankings over the years, and the company places emphasis on diversity and inclusion programs within its workforce. The company also offers associate discounts on H&R Block tax preparation services for employees and their immediate family members.

An H&R Block background check report may include:

Tax professional roles involve direct access to client financial data, Social Security numbers, and personal tax information, so H&R Block has a particular interest in identity and criminal history screening for these positions. Receptionists and other client-facing roles may also be screened for criminal history given access to client information within office environments.

Most employment background checks complete within three to five business days, though timing depends on the screenings ordered and the accessibility of records in the candidate's history. Database searches can return results within minutes or hours. Searches requiring manual courthouse retrieval, out-of-state record requests, or follow-up to resolve discrepancies may extend beyond a week. Employment and education verifications can also take additional time if previous employers or institutions are slow to respond. Candidates applying for seasonal positions ahead of tax season should expect processing during a high-volume hiring period, which can occasionally affect turnaround. See Checkr's guide to background check turnaround times for more detail on what affects timing.

Look-back periods depend on state law, the position being filled, and the CRA's data sources. Many employers use a seven-year look-back period for most criminal convictions, which aligns with limits set by several state fair-chance laws. However, some states allow or require longer look-back windows depending on the role and the nature of any offenses involved. Positions that involve access to sensitive financial data - such as tax professional roles - may warrant more thorough review under applicable regulations. Candidates should review "ban-the-box" laws in their state to understand what restrictions may apply to how criminal history is evaluated in their jurisdiction.

The H&R Block hiring process generally follows these stages:

Candidates can monitor their H&R Block job application status through the careers portal or by following up with the hiring office directly. During peak tax season hiring, response timelines may be longer due to high application volume.

H&R Block does not have a universally publicized drug testing policy for all roles. Whether a drug test is required may depend on the position, the specific office (company-owned versus franchise), and applicable state and local laws. Candidates who have received a conditional offer and are uncertain whether drug testing applies to their role should ask the hiring manager or HR contact for clarification. Some states restrict or regulate employer drug testing, which may affect whether and how testing is conducted.

H&R Block does not have a publicly stated blanket policy against hiring individuals with felony convictions. Candidates with criminal histories are generally evaluated on a case-by-case basis, with consideration given to the nature and severity of the offense, how much time has elapsed since the conviction, and the relevance of the offense to the responsibilities of the role. For tax professional positions, offenses involving financial crimes, fraud, or identity theft are likely to receive greater scrutiny given the access these roles have to client financial data.

Federal EEOC guidance recommends that employers conduct an individualized assessment rather than automatically disqualifying candidates based on any criminal record. State and local fair-chance hiring laws may also apply, and in jurisdictions with ban-the-box ordinances, H&R Block may be prohibited from asking about criminal history until later in the hiring process. Candidates with criminal records should be prepared to discuss their background honestly if asked and can emphasize relevant qualifications, professional credentials, and demonstrated reliability.

If H&R Block is considering taking an adverse hiring action based in whole or in part on information in a background check report, the company is required by the Fair Credit Reporting Act (FCRA) to follow a specific adverse action process:

Candidates who believe their background report contains errors should contact the CRA directly to initiate a dispute. Inaccurate records - such as expunged offenses that still appear, records belonging to another person, or incorrectly reported conviction dates - can sometimes be corrected through the dispute process. Candidates whose applications are affected by a background check result have the right to understand what information was used and to challenge inaccuracies before a final decision is made.

The Fair Credit Reporting Act (FCRA) is the primary federal law governing how employers use background reports in hiring decisions. Key protections the FCRA provides to candidates include:

EEOC guidance additionally recommends that employers conduct an individualized assessment that considers the nature and severity of any offense, how much time has passed, and the relevance of the record to the specific job responsibilities. These protections apply regardless of whether the position is at a company-owned or franchise H&R Block location.

Running a personal background check with Checkr lets you preview what H&R Block may see and identify potential inaccuracies before they affect your 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 and hiring managers.

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.