IHOP: Company Profile & Background Check FAQs

IHOP, short for International House of Pancakes, was founded in 1958 in Toluca Lake, California by brothers Al Lapin Jr. and Jerry Lapin. The original concept centered on a family-friendly dining experience built around breakfast foods, particularly pancakes, offered at accessible prices in a casual setting. The chain expanded steadily through franchising over the following decades, eventually becoming one of the most recognizable names in American family dining.

Today, IHOP operates more than 1,800 locations across the United States and in international markets, including Canada, Mexico, and select countries in the Middle East and Latin America. The brand is owned by Dine Brands Global, a publicly traded restaurant holding company that also owns Applebee's. Dine Brands functions primarily as a franchisor, and approximately 99% of IHOP restaurants are independently owned and operated by franchise partners. This structure means that day-to-day operations, staffing decisions, and employment practices are managed at the franchise level rather than by a central corporate employer.

Because the overwhelming majority of IHOP locations are franchise-operated, hiring policies, compensation, benefits, and background check practices can vary meaningfully from one restaurant to the next. Applicants should expect some variation in their experience depending on which franchisee owns the location where they are applying.

Company culture and employee programs:

Yes, background checks are conducted as part of the IHOP hiring process. Because the vast majority of IHOP locations are independently owned and operated by franchise partners, the scope, timing, and specific components of background screening may vary by location and franchisee. Some franchise operators follow consistent company-wide screening standards, while others may apply their own supplemental policies within the bounds of applicable law.

Background checks at IHOP locations typically occur after a conditional offer of employment has been extended. This means a candidate may receive and accept a job offer before the screening is complete, with final employment contingent on the results. The nature of the role being filled, including whether it involves cash handling, alcohol service in states where IHOP locations serve alcohol, or management responsibilities, may influence the depth of screening conducted.

The IHOP hiring process generally follows these steps:

Most background checks conducted for IHOP positions are completed within 3 to 5 business days. Turnaround time depends on several factors, including the number of jurisdictions searched, the scope of the screening package ordered by the franchise operator, and how quickly courts or other record sources respond to data requests.

Delays can occur when records exist in counties with slower court systems, when there are discrepancies in personal information provided by the applicant, or when additional verification steps are needed. For more information on what can affect how long a background check takes, see Checkr's guide to background check turnaround times.

A background check conducted as part of the IHOP hiring process may reveal information across several categories, depending on the scope of screening ordered by the franchise operator. Common components include:

Under the FCRA, most background check reports are limited to seven years of history for non-conviction records, including arrests that did not result in a conviction. Convictions may generally be reported without a time limit, though many states impose stricter rules that limit the look-back period or restrict how criminal history can be used in hiring decisions.

Several states and municipalities have enacted ban-the-box legislation and related fair chance hiring laws that affect when and how employers can inquire about criminal history. For a full overview of how these laws may apply in different locations, see Checkr's resource on "ban-the-box" laws.

The look-back period applicable to a specific IHOP applicant will depend on the location of the restaurant, the policies of the individual franchise operator, and the laws of the applicable state.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers use consumer reports, including background checks, in hiring decisions. Under the FCRA, employers must obtain a candidate's written consent before ordering a background check, provide a copy of the report if it is used to make an adverse hiring decision, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. This process is referred to as pre-adverse action notice.

The Equal Employment Opportunity Commission (EEOC) also provides guidance on the use of criminal history information in hiring. Employers are generally expected to conduct an individualized assessment that considers the nature and recency of the offense and its relevance to the specific job, rather than applying blanket exclusions based on any criminal record. For a detailed overview of both laws and how they interact with the hiring process, see Checkr's resource on Fair Credit Reporting Act (FCRA).

IHOP has not published a blanket policy categorically excluding applicants with felony convictions. In practice, hiring decisions involving applicants with criminal records are evaluated on a case-by-case basis. Because nearly all IHOP locations are franchise-operated, individual franchise owners and their hiring managers exercise meaningful discretion in these decisions, and outcomes can vary from one location to another.

Entry-level positions such as dishwasher, prep cook, and host may be more accessible to applicants with older or less serious convictions than roles involving cash handling, alcohol service oversight, or management responsibilities. Relevant factors that franchise operators may consider include the nature of the offense and its relationship to the duties of the specific role, the amount of time elapsed since the offense, and evidence of rehabilitation or a consistent subsequent employment history.

Several states have enacted fair chance hiring laws that further restrict how and when employers can consider criminal history. Applicants are encouraged to be transparent during the hiring process and, where appropriate, to ask about the location's individualized assessment process.

There is no publicly available, company-wide drug testing policy that applies uniformly to all IHOP locations. Because the chain is primarily franchise-operated, drug testing requirements vary by franchisee, the state where the restaurant is located, and the specific role being filled. Some franchise operators may require a pre-employment drug screen as a condition of hire, particularly for management positions or in states where such testing is standard practice, while others may not conduct drug testing at all.

Applicants who want to understand whether a specific IHOP location requires drug testing should contact that location's hiring manager directly or ask during the interview process.

Running a personal background check with Checkr lets you preview what IHOP may see and help 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.

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.