Know Your Rights

Finding Work With a Criminal Record in Missouri: Your Options

Now Hiring St. Louis Editorial TeamUpdated 2026-09-299 min read

Last verified: September 29, 2026. This article is general information, not legal advice. Laws change and every record is different. Talk to a legal aid office, a public defender, or a licensed attorney about your own situation.

A record makes the job search harder, but it does not end it. Missouri has changed its expungement law recently, St. Louis has a ban-the-box law covering many employers, and there are local organizations whose whole job is helping people with records get hired. This guide explains what you can do, what employers are allowed to do, and how to handle the question in an interview.

Part 1: Can your record be cleared? Missouri expungement basics

Expungement in Missouri is governed largely by RSMo 610.140. The law was updated with changes effective January 1, 2025. As the statute reads now:

Who can apply. Any person may ask a court where they were charged or found guilty to order the records expunged.

Waiting periods. The statute lists:

Felonies: at least 3 years from completion of the authorized disposition (sentence, probation, or parole).
Misdemeanors, municipal violations, and infractions: at least 1 year from completion of the authorized disposition.
An arrest for an eligible crime with no charges filed and no finding of guilt: no earlier than 18 months from the arrest date.

Lifetime limits. The statute caps expungements at three misdemeanors or ordinance violations with authorized imprisonment and two felonies. Infractions are unlimited. Offenses that are part of the same conduct count only as the highest-level offense.

What cannot be expunged. The excluded list includes Class A felonies, dangerous felonies, offenses requiring sex offender registration, felonies with death as an element, felony assault, domestic assault, and kidnapping, offenses under Chapter 566, intoxication-related traffic or boating offenses, and commercial driver violations, plus a list of other specific statutes. Read the full text or have an attorney check your specific offense.

How it works. You file a petition in a Missouri court where you were charged or convicted. The prosecutor has 30 days to object, and the court holds a hearing (within 60 days if there is an objection). A victim of a listed crime must have a chance to be heard. The statute text does not state a filing fee. The Missouri Bar reports a $250 charge for filing an expungement petition, which a judge may waive if you cannot afford it. Fees can vary and change, so confirm the amount and how to ask for a waiver with the clerk of the court.

What it does for you. The statute says a person with an expungement order is not to be held guilty of perjury or of giving a false statement for failing to recite or acknowledge the expunged arrests, pleas, trials, convictions, or the expungement itself in response to an inquiry. A separate subsection says a person granted expungement "may answer 'no' to an employer's inquiry into whether the person has ever been arrested, charged, or convicted of a crime if, after the granting of the expungement, the person has no public record of a crime." That is the statute's wording, and the "no public record" condition matters. Whether it applies to you depends on your whole record, so confirm with a lawyer or legal aid before answering.

Important exceptions. The statute lists situations where the records can still be accessed, including professional licenses and state permits, alcohol and firearms permits, licensed alcohol, lottery, and emergency services employment, federally insured banks and credit unions, the insurance industry, and other jobs where federal or state law requires it. Employers who fall under those exceptions are required to notify applicants of them. If you are applying in one of these fields, ask before you assume you can say "no."

Automatic expungement is coming for some drug cases. RSMo 610.141 sets up automatic expungement of certain drug possession and paraphernalia offenses. The statute says it takes effect when technically feasible for the state courts administrator and the central repository, but no later than January 1, 2027. Eligible offenses require one year (misdemeanor) or three years (felony) since final disposition, with no new convictions or pending charges in that period. Check whether your offense is on the list, and do not wait for 2027 if you are already eligible to petition.

Part 2: What can an employer ask?

Federal guidance

The EEOC has issued guidance under Title VII. Highlights:

A policy that screens out everyone with a record can be illegal if it disproportionately affects people of a particular race or national origin and is not job-related.
Courts and the EEOC look at three factors known as the Green factors: the nature and seriousness of the offense, how much time has passed since the offense or the completion of the sentence, and the nature of the job.
An arrest alone is not proof that someone committed a crime, and the EEOC says it generally cannot justify an exclusion. A conviction is treated differently, though an employer should check that the information is accurate.
Best practice is an individualized assessment: giving an applicant who is screened out the chance to explain, including rehabilitation efforts, work history since the conviction, and references.

The guidance does not stop employers from ever considering convictions. It says they should be tailored to the job.

The City of St. Louis ban-the-box law

The city's Ban the Box ordinance (Ordinance 71074), effective January 1, 2021, covers employers in the city with ten or more employees. According to the city:

Employers may not ask about criminal history on initial applications or in job postings.
They can ask only after determining the applicant is otherwise qualified, and after an interview. The inquiry has to be made uniformly among final candidates.
Employers cannot base hiring or promotion decisions on criminal history without showing job relevance.
Jobs where federal or state law or city ordinance bars people with certain histories from working are exempt.
Complaints go to the Civil Rights Enforcement Agency: (314) 622-3301 or crea@stlouis-mo.gov.

Employers with fewer than ten employees, and those outside city limits, are not covered by the city ordinance.

Missouri state government

In 2016, then-Governor Jay Nixon signed an executive order that removed criminal history questions from most state government job applications, as St. Louis Public Radio reported. Positions where a conviction is disqualifying are exempt. This applies to state executive agencies. It is separate from the city ordinance, and it does not change what private employers outside the city may ask. St. Louis County and other local governments have their own rules, so check with the specific employer or the county's personnel office. We did not find a countywide rule to cite here.

Even when a question is legal, the background check may still happen. Just because an application is "clean" does not mean the employer will never see your record.

Part 3: Answering the question in an interview

If you are asked about your record, here is a simple structure that hiring managers respond well to:

Be brief and honest. State what the offense was in one sentence. Do not over-explain or make excuses.
Own it. "I made a serious mistake and I served my sentence."
Show change. Mention training, steady work, treatment, mentoring, or volunteering since then.
Pivot to the job. Explain why you are a good fit and reliable for this role.

Sample: "Eight years ago I was convicted of a felony for [offense]. I completed my sentence and probation, earned my forklift certification, and have worked at [company] for the past three years without a write-up. I'm looking for a place where I can keep building on that."

Tips:

Do not lie on an application. If you are required to disclose and you do not, that can get you fired later.
If your record has been expunged, read the statute language above and ask a legal aid attorney how it applies to you before the interview, especially if the employer is in a field the statute lists as an exception.
Ask your references to be ready for a call, and get letters if you can.
Practice out loud. Confidence matters more than perfect wording.

For general interview prep, see our interview guide.

Part 4: Local and state resources

We list these from official or directory sources we read. Call ahead to confirm hours, eligibility, and cost.

Legal help

Legal Services of Eastern Missouri provides free civil legal help for people who cannot afford an attorney, according to START HERE's directory. Ask about expungement help.
Criminal Justice Ministry (2342 LaSalle St., St. Louis; 314-652-8062) hosts the START HERE directory and, per that directory, offers a legal clinic. The City of St. Louis lists it as offering bus passes, hygiene items, housing, and support groups.

Job help (from the City of St. Louis reentry page)

Employment Connection: WOW job-readiness program, placement, and career counseling. 314-333-JOBS.
Mission St. Louis: success coaches, job readiness training, and transportation and childcare assistance. 314-534-1188.
Concordance Employment Agency: workplace skills, digital literacy, and job placement. 314-535-5600.
Fathers and Families Support Center: career counseling, interview attire, and parenting support. 314-333-4170.
Connections to Success: career counseling and interview preparation. 636-940-8027.
Keyway Center for Diversion and Reentry (for women and trans people): housing, case management, and court advocacy. 314-771-5207.

Missouri Department of Corrections. The Reentry Unit says it has partnerships with hundreds of employers willing to hire people with felony convictions, and that prison hiring fairs and video interviews can lead to offers before release. Contact: DOC.Reentryinfo@doc.mo.gov or 573-751-2389.

Federal Bonding Program. The program provides fidelity bonds for hard-to-place job seekers, including formerly incarcerated workers, covering the first six months of employment at no cost to the applicant or employer. Ask a Missouri Job Center about it.

Common mistakes

Assuming a record disqualifies you from every job.
Skipping expungement because you think you are ineligible. The 2025 changes shortened the waiting periods.
Lying on an application.
Applying only to jobs that legally bar people with certain convictions.
Letting anger about a rejection show in the next interview.

FAQ

Will a background check show an expunged record? The statute treats expunged records as closed, but lists exceptions for certain industries and licenses. We cannot say what any particular background check company will show, so ask an attorney or legal aid office.

Can I be denied a job because of an arrest with no conviction? The EEOC says an arrest alone generally does not prove conduct and should not by itself justify exclusion. If you think it happened in the city, contact CREA.

How long does expungement take? It depends on the court, the prosecutor's response, and whether there is a hearing. The statute gives the prosecutor 30 days to object, and a hearing follows within 60 days if there is an objection. Ask the court clerk about your case.

Do I have to pay for a lawyer? Not necessarily. Some people file on their own, and legal aid may help those who qualify. Ask the clerk or a legal aid office.

Sources

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