Labcorp: Company Profile & Background Check FAQs

Laboratory Corporation of America Holdings, known as Labcorp, traces its roots to the clinical laboratory business that became National Health Laboratories. The modern Labcorp entity took shape in 1995 through a merger of National Health Laboratories and Roche Biomedical Laboratories, creating one of the most extensive clinical laboratory networks in the world. Headquartered in Burlington, North Carolina, Labcorp is publicly traded on the New York Stock Exchange under the ticker symbol LH.

Today, Labcorp operates approximately 2,000 or more patient service centers and laboratory facilities across the United States, serving clients in over 100 countries. The company generates approximately $13 billion or more in annual revenue and employs approximately 70,000 people across a broad range of roles, including lab technicians, phlebotomists, medical technologists, administrative and customer service staff, IT professionals, and corporate personnel.

Labcorp's core business is clinical laboratory testing, encompassing blood work, urine analysis, genetic testing, drug testing, and a wide range of diagnostic services. Notably, Labcorp also operates an employer solutions division that provides drug testing and employment screening services to other companies. This means Labcorp is familiar with the employment screening process from both perspectives, as an employer conducting background checks on its own candidates and as a service provider helping other employers do the same.

Company culture and employee programs: Labcorp has publicly stated commitments to diversity, inclusion, and employee development. The company offers training programs, continuing education support, and a range of benefits including health insurance, retirement savings plans, and employee assistance programs. Specific offerings vary by role, location, and employment classification.

Yes. Labcorp does conduct background checks as part of its standard hiring process. Given the nature of its work, which involves access to patient information, medical specimens, and sensitive healthcare environments, Labcorp employee background checks are a routine part of onboarding. Candidates should expect to complete a background check authorization as part of the application or offer process. If you are wondering whether you need a background check for Labcorp, the answer for most roles is yes.

The Labcorp hiring process generally follows these steps, though the specific sequence and timeline may vary by role and location:

How long the Labcorp hiring process takes from application to start date varies considerably by role. Some candidates report moving from application to offer in two to three weeks; others, particularly for specialized or high-volume positions, may experience a longer process.

The Labcorp background check timeline depends on a number of factors, including the type of checks ordered, the jurisdictions being searched, and how quickly courts or other record sources respond to inquiries. In many cases, standard background checks are completed within a few business days. More complex checks involving multiple counties, out-of-state records, or professional license verifications may take longer. For a detailed look at what influences screening timelines, see Checkr's guide on background check turnaround times.

A typical Labcorp employee background check may include several components, depending on the role and applicable regulations. Common elements include:

The specific components included in a Labcorp background check will depend on the position and applicable federal, state, and local laws.

The lookback period for a Labcorp background check is governed by federal law under the Fair Credit Reporting Act (FCRA) and by applicable state laws. Under the FCRA, most criminal record information can be reported for up to seven years, though convictions may be reported indefinitely in many jurisdictions. Some states impose stricter limits on how far back background checks can reach.

Additionally, a growing number of states and localities have enacted "ban-the-box" laws that restrict when and how employers can inquire about criminal history during the hiring process. These laws vary significantly by location, and Labcorp's practices will reflect the rules in each jurisdiction where it operates.

Labcorp evaluates candidates with criminal records on a case-by-case basis. Having a felony conviction does not automatically disqualify a candidate from employment. Labcorp, like many employers subject to EEOC guidelines, is expected to consider the nature of the offense, how much time has passed, and whether the conviction is directly relevant to the job being sought. Roles that involve patient care, access to controlled substances, or work in regulated healthcare environments may be subject to additional scrutiny or statutory restrictions. Candidates with concerns about their record are encouraged to be transparent during the process and to review the EEOC's guidance on criminal history in employment decisions.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how background checks are conducted and used in employment decisions. Under the FCRA, employers must obtain written consent from a candidate before running a background check. If an employer decides to take an adverse action based on background check results, such as rescinding a job offer, the candidate must be notified and given a copy of the report along with a summary of their rights. Candidates also have the right to dispute inaccurate or incomplete information in their background check report. These protections apply to all candidates going through the Labcorp background check process.

Understanding what may appear in your background check before you apply can help you prepare and address any potential issues in advance. Checkr offers personal background check options for individuals:

If you are a candidate currently going through a background check with Checkr, you can track the status of your report and get support through the Candidate Portal or the Checkr Help Center.

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.