Lowe's Background Checks: Hiring Guide & FAQs

Founded in 1921 as a small hardware store in North Wilkesboro, North Carolina, Lowe's has grown into the second-largest home-improvement retailer in the United States. The company operates approximately 1,700 stores across the US and Canada, serving millions of customers annually. Its products range from building materials and appliances to tools, lawn and garden supplies, and home decor. Lowe's employs nearly 300,000 associates across its retail stores, regional distribution centers, corporate offices, and contact centers.

The company's business model centers on serving both do-it-yourself (DIY) homeowners and professional contractors through multiple channels. Retail stores average around 112,000 square feet of selling space, as well as outdoor garden centers. Lowe's has invested heavily in omnichannel capabilities, allowing customers to shop online, buy online and pick up in-store (BOPIS), or arrange home delivery. The company also operates specialized services including installation, tool and equipment rental, and credit financing through the Lowe's Advantage Card program.

Lowe's offers various programs designed to support associate development and career growth. Lowe's Track to the Trades program provides paid training in skilled trades such as carpentry, electrical, HVAC, and plumbing, helping address the skilled labor shortage while creating career pathways. Associates also have access to tuition assistance through the company's educational benefits program, which covers coursework at accredited institutions.

The company offers benefits including health insurance, 401(k) retirement plans with company match, employee stock purchase plans, and store discounts. Lowe's has recently been recognized on Fortune's list of World's Most Admired Companies and has received accolades for its military hiring initiatives.

Yes. After extending a conditional job offer, Lowe's and similar retailers can request a background check report from a third-party consumer reporting agency (CRA). Background checks may help the company verify candidate information and maintain workplace safety standards across its retail and distribution operations.

Most employment background checks can be completed in three to five business days, though timing depends on the specific screenings ordered and how quickly records can be accessed. Database searches often complete within minutes or hours, while searches requiring manual courthouse record retrieval or employment history verification may take one week or longer. Checkr's automation-driven platform completes 89% of national criminal record checks within one hour, helping employers speed their hiring process. See Checkr's guide to background check turnaround times for more details about general report timeframes.

A Lowe's background check report may include:

Lowe's drug test policy varies by position, location, and state regulations. Many retail positions undergo pre-employment drug screening. Roles involving equipment operation, such as forklifts or power tools, or safety-sensitive duties may be particularly likely to involve a drug test.

Some candidates search for information about whether Lowe's drug tests for THC specifically. Testing protocols and the substances screened depend on federal regulations, state laws, and the specific job requirements. Candidates should review their job offer materials for specific drug testing requirements applicable to their role.

Lookback periods for a background check from Lowe’s or similar retailers depend on federal and state law and what the retailer requests. Many employers focus on the past seven years for most convictions, and the federal Fair Credit Reporting Act (FCRA) limits non-conviction reporting to seven years. Certain positions or jurisdictions may require or permit a longer review period. Candidates should familiarize themselves with state fair chance or Ban the Box laws that may limit how far back employers can consider criminal records.

Lowe's hiring age requirement is 18 years old for most stores, though the company states that this may vary by store location. Some entry-level positions may be available to candidates aged 16 or 17, depending on state labor laws, job duties, and local store policies. Candidates should verify age requirements for specific positions and locations during the job application process.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent from the candidate before ordering a background report. Employers must provide the candidate with a copy of the report and a pre-adverse action notice if they may take negative action. The FCRA also requires employers to give candidates sufficient time to dispute errors, usually around five business days.

Guidance from the Equal Employment Opportunity Commission also recommends an individualized assessment that considers the nature of the offense, the time elapsed since the offense occurred, and its relevance to the job.

Running a background check on yourself with Checkr before you complete a Lowe's job application lets you preview what the employment screening may report. This also helps you identify potential inaccuracies you can proactively address. In one secure report you can review:

Create your report in minutes with Checkr’s personal background checks. To showcase your verified credentials during your Lowe's hiring process, 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 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.