Quick Answer

Yes, Abbott Laboratories hires individuals with felony convictions for certain positions. As one of the world's largest healthcare companies with approximately 114,000 employees worldwide and operations in over 160 countries, Abbott operates in a highly regulated medical device and pharmaceutical environment. Employment decisions are conditional upon passing a comprehensive background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to healthcare fraud or abuse (mandatory OIG exclusion), drug trafficking or controlled substance violations (Abbott manufactures controlled substances), and violent crimes or sexual offenses (patient and workplace safety). Recent offenses within the past 7-10 years face the highest scrutiny regardless of type.

Entry-level manufacturing, assembly, and warehouse positions offer the best opportunities for individuals with records. High-volume production facilities have constant staffing needs. Positions such as Manufacturing Technician, Production Assembler, and Warehouse Associate provide pathways to demonstrate reliability in a stable Fortune 500 company.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• OIG Exclusion Check: Must NOT be listed on the OIG List of Excluded Individuals/Entities (LEIE). This is a permanent legal bar. Check at oig.hhs.gov/exclusions before applying.

  
  

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties using the Green Factors (nature of crime, time elapsed, nature of job).

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Abbott manufactures controlled substances and maintains a strict Drug-Free Workplace Policy. Positive results result in termination of candidacy for one year.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Lying is an automatic disqualifier and can result in termination if discovered later.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

  
  

• Code of Conduct: Must agree to abide by Abbott's Code of Business Conduct and execute the Abbott Employee Agreement as a condition of employment.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Abbott Laboratories is headquartered in Abbott Park, Illinois, and operates in a highly regulated healthcare environment subject to FDA, OIG, SEC, and state regulations. Illinois has strong fair chance protections for private employers.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited. Abbott's equal opportunity statement confirms compliance with these principles.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Abbott must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review. Abbott's employment application explicitly authorizes comprehensive background checks including criminal history, employment verification, and education verification.

State-Specific Considerations

Illinois has comprehensive Fair Chance protections for private employers. The Job Opportunities for Qualified Applicants Act (Ban-the-Box) prohibits employers with 15+ employees from asking about criminal history until after an applicant is deemed qualified and notified of interview selection. SB 1480 (Employee Background Fairness Act) further restricts how employers can rely on criminal history, requiring employers to determine whether a conviction has a 'substantial relationship' to the job or presents an 'unreasonable risk.' Employers must consider mitigating factors including: nature and severity of conviction, time elapsed, age at conviction, rehabilitation evidence, and circumstances relating to current fitness.

Healthcare Industry-Specific Considerations

The healthcare and pharmaceutical industry has specific regulatory considerations that create significant barriers. OIG Exclusion: Abbott is legally required to check all workers against the OIG List of Excluded Individuals/Entities (LEIE). Individuals excluded due to Medicare/Medicaid fraud, patient abuse/neglect, or felony healthcare offenses are permanently barred from working in any capacity paid by federal healthcare funds. Controlled Substances: Abbott manufactures controlled drugs, so drug-related convictions face heightened scrutiny for positions with access to these materials. FDA Compliance: Medical device and pharmaceutical manufacturing requires strict quality and integrity standards.

Company Overview

Abbott Laboratories is an American multinational healthcare company and one of the largest medical device and pharmaceutical companies in the world. Founded in 1888 by Dr. Wallace Abbott in Chicago, the company has grown to employ approximately 114,000 people worldwide with operations in over 160 countries. Abbott is ranked 107th on the Fortune 500 and is publicly traded on the New York Stock Exchange (ABT).

Abbott's diversified portfolio spans four major business segments: Medical Devices (45% of 2024 revenues) including FreeStyle Libre glucose monitoring and cardiovascular devices; Diagnostics (20%) including laboratory systems and rapid tests like BinaxNOW; Nutritional Products (22%) including Ensure, Similac, and Pedialyte; and Established Pharmaceuticals (13%) serving international markets. The company reported $42 billion in 2024 sales.

Company Fast Facts

• Founded: 1888 (Chicago, Illinois)

• Headquarters: 100 Abbott Park Road, Abbott Park, IL 60064

• Employees: Approximately 114,000 worldwide

• Operations: 160+ countries

• Stock Symbol: ABT (NYSE)

• 2024 Revenue: $42 billion

• Fortune 500 Rank: 107

• Major Products: FreeStyle Libre, Ensure, Similac, BinaxNOW, Pedialyte, i-STAT, MitraClip

Hiring Policy Analysis

Abbott has an equal opportunity employment policy and does not maintain a blanket exclusion of all felons. The company's official policy states that employment decisions are made 'without regard to race, color, religion, national origin, sex, age, ancestry, citizenship, disability, veteran status, marital status, sexual orientation, or any other reason prohibited by law.' Background checks are conducted after conditional offer, giving applicants the opportunity to demonstrate qualifications first. However, the highly regulated healthcare environment creates significant position-specific barriers. Abbott employs over 10% veterans, demonstrating commitment to second chance hiring for those with non-disqualifying backgrounds.

Position-Specific Barriers

Barrier levels are determined by access to controlled substances, patient safety implications, financial authority, and regulatory requirements (FDA, OIG).

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and division.

Career Path Examples

Abbott offers career development opportunities for employees who demonstrate reliability and performance. The company provides tuition reimbursement ($7,000/yr undergraduate, $10,000/yr graduate) to support advancement. Over 25% of employees have 10+ years tenure, indicating strong retention and internal mobility.

Manufacturing Track: Production Assembler ($15-$18/hr) → Manufacturing Operator ($20-$23/hr) → Manufacturing Technician ($23-$35/hr) → Production Supervisor ($55K-$75K/yr) → Production Manager ($90K-$122K/yr). Requires demonstrated reliability and quality focus.

Quality Track: Production Worker → Quality Technician ($23-$28/hr) → Quality Specialist ($50K-$70K/yr) → Quality Engineer ($70K-$100K/yr). Requires attention to detail and regulatory knowledge.

Warehouse/Logistics Track: Warehouse Associate ($15-$19/hr) → Forklift Operator ($19-$22/hr) → Warehouse Supervisor ($45K-$60K/yr) → Logistics Coordinator ($50K-$70K/yr). Requires organizational skills and reliability.

Background Check Process

Understanding Abbott's background check process helps you prepare mentally and practically for what to expect. The company conducts comprehensive background checks after extending a conditional offer. Abbott's employment application explicitly authorizes checking 'background, including but not limited to, contacting former employers and/or educational institutions.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG/SAM exclusion list verification (mandatory for healthcare); identity verification through SSN trace; employment history verification; education verification for degree-required positions; drug screening (mandatory for all positions).

Lookback Period: Standard 7-year criminal lookback per FCRA guidelines. OIG exclusion is permanent with no time limit. Employment verification typically covers 5-7 years. Education verification for any degrees claimed.

Timeline: The hiring process typically takes a few weeks to a month from application to start date. Background checks generally complete within 1-2 weeks after authorization. Drug screening results are typically available within days.

Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization signed → Checks conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification: OIG exclusion (Medicare/Medicaid fraud, patient abuse, healthcare felonies); failed drug test (positive results confirmed by independent lab); dishonesty on application or during interview.

High Risk for Disqualification: Recent drug trafficking or controlled substance felonies; violent crimes or assault convictions; sexual offenses; fraud, embezzlement, or theft convictions; convictions involving dishonesty or falsification.

Lower Risk (Case-by-Case): Non-violent drug possession (especially older charges); DUI/DWI for non-driving positions; older convictions (7+ years) with demonstrated stability; non-violent property crimes with rehabilitation evidence. All subject to individualized assessment.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. Abbott must allow reasonable time to respond.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Illinois Ban-the-Box: Employers cannot ask about criminal history until after you are deemed qualified for the position and notified of interview selection.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand to identify any errors.

Application Strategy

1. Check OIG Status First: Before applying, verify you are NOT on the OIG Exclusion List at oig.hhs.gov/exclusions. This is a permanent legal bar for any healthcare-funded position. Save yourself time if you appear on this list.

   
   

2. Target Manufacturing Positions: Focus on Production Assembler, Manufacturing Operator, and Warehouse Associate positions which have the highest volume hiring and lowest barriers. Avoid positions involving R&D, finance, or controlled substances initially.

   
   

3. Apply Through Official Channels: Submit your application through abbott.com/careers. Abbott posts positions on Indeed, LinkedIn, and Glassdoor. Check regularly as manufacturing positions are posted frequently.

   
   

4. Pass the Drug Test: The pre-employment drug screen is mandatory and non-negotiable. Abbott manufactures controlled substances and maintains a strict Drug-Free Workplace Policy. Address any substance issues before applying.

   
   

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked to discuss your record (Illinois law protects this timing).

   
   

6. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation and stability. Keep it concise (30-60 seconds).

   
   

7. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, and character references.

   
   

8. Emphasize Compliance Mindset: Healthcare manufacturing requires strict attention to protocols and procedures. Emphasize your ability to follow rules, attention to detail, and commitment to quality in your interview.

Tips for Applicants with Records

1. Healthcare Manufacturing Has Constant Hiring Needs: Abbott's 114,000-person workforce across multiple divisions creates ongoing hiring needs, particularly in manufacturing facilities. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Abbott offers tuition reimbursement and career development. Many successful careers begin in entry-level production roles. Prove reliability through consistent attendance, quality work, and adherence to protocols.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Understand OIG Exclusion: If you have any healthcare-related convictions, check the OIG exclusion list before applying. This is the single biggest barrier in healthcare employment and is permanent.

   
   

5. Pass the Drug Test: Abbott's Drug-Free Workplace Policy is strictly enforced. All positions require pre-employment drug screening. Positive test results terminate candidacy for one year. Address any substance issues completely.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Healthcare manufacturing employers especially value dependability and attention to quality.

   
   

7. Consider Manufacturing Certifications: Obtaining certifications in areas like forklift operation, quality systems, or Good Manufacturing Practices (GMP) demonstrates initiative and industry commitment.

   
   

8. Illinois Protections Help: Illinois law prohibits criminal history questions until after you're deemed qualified and notified of interview selection. You'll have the opportunity to demonstrate qualifications first.

Benefits Overview

Abbott offers a comprehensive benefits package recognized as competitive in the healthcare industry. The company was named to Seramount's 100 Best Companies for 24 consecutive years. Benefits begin after eligibility periods and include competitive compensation with bonus opportunities.

Compensation: Entry-level positions start at $15-$23/hr depending on role and location. Average salary across all positions is approximately $74,000/yr. Manufacturing and production roles offer overtime opportunities.

401(k) and Retirement: 401(k) plan with strong company contributions. 3% automatic retirement contribution plus up to 5% match (effectively 8% total if employee contributes at least 2%). Stock Retirement Plan also available.

Health Benefits: Multiple medical plan options including PPO and HIP (Health Investment Plan with HSA). Employees report generous health benefits at low cost. Dental and vision coverage available. Coverage begins after eligibility period.

Time Off: 15 days PTO for new employees. Paid holidays. Family Medical Leave Act coverage. Paid time off for illness.

Additional Benefits: Life and AD&D insurance at no cost to employees; tuition reimbursement ($7,000/yr undergraduate, $10,000/yr graduate); adoption assistance up to $20,000; Employee Assistance Program (up to 6 counseling sessions); business travel insurance; wellness programs; FSA and HSA options; commuter benefits.

Employee Perspectives

Pros: Strong brand and meaningful work in healthcare; good benefits package at low cost; stable Fortune 500 company; supportive colleagues in many teams; profit-sharing; 115+ hours PTO; career development opportunities.

Cons: Some report favoritism in promotions; office politics in some divisions; raises can be mediocre; long hours in certain roles (55-60+ hrs/week reported in some areas); management quality varies by team; remote work not always supported.

Frequently Asked Questions

1. Does Abbott Laboratories hire people with felonies?

   Yes, Abbott hires people with felonies depending on the specific conviction and position. The company follows EEOC guidelines requiring individualized assessment. The biggest exception is OIG exclusion—individuals on the OIG exclusion list due to healthcare fraud, patient abuse, or related offenses are permanently barred from healthcare employment. Entry-level manufacturing positions such as Production Assembler and Warehouse Associate offer the best opportunities. Your chances improve if your conviction is older (5+ years), unrelated to healthcare fraud, drugs, violence, or dishonesty, and you can demonstrate rehabilitation.

   
   

2. What is the background check process at Abbott Laboratories?

   Abbott conducts comprehensive background checks after extending a conditional job offer. You must provide written authorization. The process includes criminal history checks at county, state, and federal levels; mandatory OIG/SAM exclusion list verification; SSN trace and identity verification; employment history verification; education verification for degree-required positions; and mandatory pre-employment drug screening. Results are reviewed using an individualized assessment considering the nature of the offense, time elapsed, and relationship to the job.

   
   

3. How far back does the background check go at Abbott—what is the lookback period?

   The standard lookback period is 7 years for most criminal convictions under FCRA guidelines. However, OIG exclusion checks have no time limit—this is a permanent bar. Employment verification typically covers 5-7 years. Education verification covers any degrees claimed. Illinois law provides some additional protections regarding how old convictions can be considered, requiring employers to assess whether there is a 'substantial relationship' to the job.

   
   

4. What types of convictions make hiring more difficult at Abbott Laboratories?

   Healthcare fraud and Medicare/Medicaid-related offenses result in OIG exclusion and permanent disqualification. Drug trafficking and controlled substance felonies face heightened scrutiny because Abbott manufactures controlled drugs. Violent crimes, assault, and sexual offenses raise patient and workplace safety concerns. Fraud, embezzlement, theft, and convictions involving dishonesty are problematic due to FDA and SEC compliance requirements. Recent convictions (within 2-3 years) of any type face more scrutiny. Older, non-violent offenses with demonstrated rehabilitation have better chances.

   
   

5. What are the best entry-level roles at Abbott Laboratories for applicants with a record?

   Production Assembler ($15-$18/hr) and Warehouse Associate ($15-$19/hr) positions offer the best opportunity as high-volume roles without direct controlled substance access. Manufacturing Operator ($20-$23/hr) positions are also good entry points. These roles allow you to demonstrate reliability and quality focus before advancing to technical or supervisory positions. Avoid R&D, finance, sales, or pharmacy-related positions initially if your record is recent.

   
   

6. Does Abbott Laboratories drug test, and what kind of test do they use?

   Yes, Abbott conducts mandatory pre-employment drug screening for all positions. The company manufactures controlled substances and maintains a strict Drug-Free Workplace Policy. Testing screens for presence of controlled drugs. Positive test results, confirmed by independent laboratory retest, result in termination of candidacy. Applicants who fail are not reconsidered for one year. Abbott tests for marijuana even in states where it's legal recreationally—their policy applies regardless of state law. The company reserves the right to conduct random, post-accident, and reasonable suspicion testing for current employees.

   
   

7. When during the hiring process will Abbott Laboratories ask about criminal history?

   Under Illinois law (Job Opportunities for Qualified Applicants Act), Abbott cannot ask about criminal history until after you are deemed qualified for the position and notified of interview selection. Background checks occur after a conditional job offer is extended. This means you have the opportunity to demonstrate your qualifications during the interview process before your criminal history is considered. Be prepared to discuss your history honestly when asked after the conditional offer.

   
   

8. Can someone advance to management at Abbott Laboratories if they have a felony?

   Yes, advancement to management is possible for employees with felony histories who demonstrate strong performance. Abbott offers tuition reimbursement and career development programs. However, management positions involve increased responsibility and authority, which means your conviction will face additional scrutiny. Building a track record of reliability and quality in entry-level positions first, combined with time elapsed since conviction, significantly improves advancement prospects. Management roles involving financial authority, regulatory compliance, or controlled substance oversight face the highest barriers.

   
   

9. How long does the hiring and background check process take at Abbott?

   The total hiring process at Abbott typically takes a few weeks to a month from application to start date. The process includes phone screening, one or more interviews, conditional offer, and background check completion. Background checks generally complete within 1-2 weeks after authorization. Drug screening results are typically available within days. If a pre-adverse action process is triggered, this may add additional time for you to respond with explanations or dispute inaccurate information.

   
   

10. What can applicants do to improve their chances of getting hired at Abbott?

    Key strategies include:

    (1) Check OIG exclusion list before applying—this is the biggest barrier;

    (2) Target entry-level manufacturing positions with highest hiring volume;

    (3) Pass the drug test—address any substance issues before applying;

    (4) Be completely honest about your history when asked;

    (5) Prepare a brief explanation emphasizing rehabilitation and stability;

    (6) Gather documentation of positive changes (certificates, references, employment history);

    (7) Highlight attention to detail and compliance mindset—critical in healthcare manufacturing;

    (8) Demonstrate reliability through any prior work history;

    (9) Consider certifications (forklift, GMP) to show industry commitment;

    (10) Follow up professionally and respond promptly to any requests.

Alternative Second Chance Employers

If Abbott Laboratories doesn't work out, consider these employers known for fair chance hiring practices in healthcare and related industries:

Conclusion

Abbott Laboratories offers conditional opportunities for individuals with criminal records, particularly in entry-level manufacturing and warehouse positions. As one of the world's largest healthcare companies with approximately 114,000 employees across 160+ countries, the organization provides a pathway to stable Fortune 500 employment with comprehensive benefits, strong 401(k) matching (up to 8%), and genuine career advancement potential through tuition reimbursement programs.

The highly regulated healthcare environment creates significant barriers that must be understood. OIG exclusion is a permanent legal bar that cannot be overcome—check this before applying. Drug testing is mandatory and strictly enforced. Healthcare fraud, violence, sexual offenses, and drug trafficking convictions face the highest scrutiny due to patient safety and regulatory compliance requirements. However, for applicants without these specific barriers, manufacturing positions offer real opportunities.

Key Success Factors: Verify no OIG exclusion before applying; target manufacturing/warehouse positions; pass the drug test; be completely honest about your history; prepare a brief rehabilitation narrative; document positive changes; emphasize compliance mindset and attention to detail; leverage Illinois fair chance protections.

Biggest Barriers: OIG exclusion (permanent bar for healthcare fraud/abuse); failed drug test (one-year waiting period); healthcare-related fraud convictions; recent violent or sexual offenses; drug trafficking convictions (particularly concerning given controlled substance manufacturing); dishonesty during application process.

Working in healthcare manufacturing means contributing to products that help people live healthier lives—Abbott's FreeStyle Libre helps diabetics, Ensure provides nutrition, and BinaxNOW tests help diagnose illness. If your background allows you to pass the regulatory hurdles, this can be meaningful work with a company that has operated for over 135 years.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with Abbott Laboratories.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://www.abbott.com/careers.html