Quick Answer

Yes, AstraZeneca embraces diversity and is committed to building an inclusive team. The company conducts background screenings (including criminal records), and while it does not maintain a blanket exclusion policy, employment is highly conditional and extremely restricted by mandatory federal regulations.

The greatest barrier is the screening against federal exclusion lists (OIG LEIE and FDA Debarment Lists). AstraZeneca makes it a practice not to hire individuals who are currently excluded from participating in federally funded healthcare programs or who have been convicted of a criminal offense related to the provision of healthcare items or services.

The company requires a strong and unwavering degree of integrity and commitment to ethical behavior from its employees. AstraZeneca is a global biopharmaceutical leader operating in a highly regulated industry, which significantly impacts hiring decisions for individuals with criminal records.

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:

• No OIG Exclusion (Mandatory): Must NOT be currently included on the OIG List of Excluded Individuals/Entities (LEIE). Hiring an excluded individual can result in civil monetary penalties for the company.

  
  

• No FDA Debarment: Must NOT be included on the FDA Debarment List for serious violations of the Federal Food, Drug, and Cosmetic Act (FFDCA).

  
  

• Compliance Commitment: Must be willing to adhere to AstraZeneca's Code of Conduct and its zero-tolerance policy on bribery, corruption, and fraud.

  
  

• Consent: Must be willing to provide explicit consent for the processing of personal data, including criminal records, as part of the application process.

  
  

• Drug-Free: Must be able to pass drug screening where required by position or local legislation.

Critical Regulatory Information

As a global biopharmaceutical company, AstraZeneca operates under strict federal regulations that create non-negotiable barriers to employment for certain offenses.

Ban-the-Box Laws

AstraZeneca has US operations in multiple states with varying Ban-the-Box laws:

• Delaware (Wilmington HQ): Private employers cannot inquire about criminal history on initial applications.

  
  

• Maryland (Gaithersburg R&D): Employers with 15+ employees cannot ask about criminal records before first interview.

  
  

• Massachusetts (Boston/Waltham): Criminal history questions prohibited on initial application.

  
  

• California (San Francisco/Redwood City): Fair Chance Act prohibits inquiry until conditional offer.

  
  

EEOC Guidelines

While AstraZeneca must follow EEOC guidance to prevent discrimination and individually assess non-excluded convictions, the federal exclusion lists create non-negotiable legal barriers for all regulated positions. For candidates not on exclusion lists, AstraZeneca considers the nature and gravity of the offense, time elapsed since the offense, and nature of the job sought.

The EEOC's enforcement guidance on the consideration of arrest and conviction records in employment decisions prohibits blanket exclusions of all individuals with criminal records. Instead, employers must conduct an individualized assessment that considers the Green factors: the nature and gravity of the offense, the time that has passed since the offense or sentence completion, and the nature of the job held or sought. However, this guidance does not override specific federal regulations such as OIG exclusion requirements that mandate certain exclusions in the healthcare industry.

FCRA Compliance

AstraZeneca must comply with the Fair Credit Reporting Act (FCRA), which requires: written disclosure that a background check will be conducted, your written authorization before running the check, a pre-adverse action notice with a copy of the report if negative action is considered, and a reasonable waiting period before final adverse action.

Under the FCRA, if AstraZeneca decides not to hire you based on information in your background check, they must provide you with a pre-adverse action notice, a copy of the background check report, and a Summary of Your Rights under the FCRA. You then have the opportunity to review the report and dispute any inaccuracies before the employer makes a final decision. If the decision is confirmed, you will receive a final adverse action notice. Understanding these protections allows you to ensure the accuracy of your record and respond to any concerns the employer may have.

Drug Testing Policy

According to AstraZeneca's official FAQ, alcohol and drug testing is carried out for new hires where required by country legislation. The company uses hair follicle and urine tests to screen for substances. Testing may be conducted pre-employment for certain positions and post-incident for all employees.

Company Overview

AstraZeneca PLC is a global biopharmaceutical company specializing in the discovery, development, manufacturing, and commercialization of prescription medicines. The company focuses on three main therapy areas: Oncology, BioPharmaceuticals (Cardiovascular, Renal & Metabolism; Respiratory & Immunology), and Rare Disease. AstraZeneca is known for breakthrough treatments including Tagrisso, Imfinzi, Lynparza, and Farxiga, with 14 products achieving blockbuster status in 2024.

The company was formed in 1999 through the merger of Swedish pharmaceutical company Astra AB (founded 1913) and British pharmaceutical company Zeneca Group PLC (demerged from Imperial Chemical Industries in 1993). Under CEO Pascal Soriot's leadership since 2012, AstraZeneca has transformed from a company facing patent cliffs and declining revenue into one of the world's leading biopharmaceutical innovators. The company's share price has increased more than sixfold since Soriot took charge, and it has announced ambitious plans to reach $80 billion in revenue by 2030.

Company Fast Facts

• Founded: 1999 (merger of Astra AB and Zeneca Group PLC)

• Global Headquarters: Cambridge, United Kingdom

• US Commercial Headquarters: Wilmington, Delaware

• US R&D Centers: Gaithersburg, MD; Boston/Waltham, MA

• CEO: Pascal Soriot (since October 2012)

• Employees: Approximately 75,000-89,000 globally

• Revenue (2024): $54.1 billion (21% growth)

• Stock Exchange: London Stock Exchange (primary), NYSE (secondary)

• Industry: Biopharmaceutical

Hiring Policy Analysis

AstraZeneca's hiring process includes rigorous screening to ensure candidates possess an unwavering degree of integrity. The background screening, which may include criminal records, is typically conducted if you are invited for an interview or as part of pre-employment security checks after a conditional offer.

The company's recruitment process emphasizes cultural fit and values alignment. During interviews, candidates are assessed not only on technical qualifications but also on how well they embody AstraZeneca's core values: Follow the science, Put patients first, Play to win, Do the right thing, and Be entrepreneurial. Demonstrating strong ethical character and commitment to compliance is essential throughout the process. Candidates should be prepared for behavioral interview questions that assess integrity, problem-solving under pressure, and adherence to ethical standards.

Official Policy

According to AstraZeneca's official careers FAQ: "AstraZeneca's policy is to undertake pre-employment security screening for all posts." The company has not signed the Fair Chance Business Pledge and does not publicly advertise second-chance hiring initiatives. Employee reports on Indeed suggest the company may have strict policies regarding criminal backgrounds, with one respondent stating that individuals with criminal backgrounds are not accepted. However, policies may vary by position and location.

It is important to note that AstraZeneca embraces diversity and equality of opportunity. According to their careers page: "We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible." The company states it treats all applicants as individuals and provides reasonable accommodations throughout the employment selection process. While this inclusive language is encouraging, it must be balanced against the strict regulatory requirements of the pharmaceutical industry.

Key Regulatory Constraints

• OIG/FDA Exclusions: Mandatory and paramount for all healthcare-related roles

• Code of Conduct: Company Values require ethical behavior and compliance with law

• CRA/EEOC: Mandatory compliance with federal laws governing fair use of background checks

  
  

Factors in Hiring Decisions

For non-excluded individuals, AstraZeneca's policy considers:

• Nature and Severity: Conduct must be sufficiently related to the job duties

• Time Elapsed: Older conduct is viewed more favorably

• Nature of Job: Connection of the crime to job duties and required ethical standards

• Rehabilitation Evidence: Opportunity to explain circumstances or demonstrate rehabilitation

  
  

Position-Specific Barriers

Available Positions and Pay

Sources: Glassdoor, Indeed, PayScale, Zippia (December 2025)

Career Path Examples

• Manufacturing Track: Machine Operator → Production Operator → Manufacturing Technician → Production Supervisor → Manufacturing Manager

  
  

• Administrative Track: Administrative Assistant → Senior Administrative Coordinator → Office Manager → Operations Manager

  
  

• Facilities Track: Maintenance Technician → Senior Technician → Facilities Coordinator → Facilities Manager

Background Check Process

AstraZeneca conducts comprehensive background screenings as part of its pre-employment security checks. Understanding what to expect can help you prepare appropriately.

What They Check

• Criminal history (federal, state, and county records)

• Employment verification and history

• Education verification

• OIG LEIE (List of Excluded Individuals/Entities)

• FDA Debarment List

• Drug screening (where required by law or position)

• Medical screening for certain roles

• Professional license verification (where applicable)

  
  

Lookback Period Summary

Timeline

Background checks typically take 5-10 business days to complete, though complex cases involving multiple jurisdictions or international records may take longer. The company will notify you of results and any concerns through the proper FCRA process.

The complete hiring process at AstraZeneca typically follows these stages: application submission through the online portal, initial screening by recruiters (15-30 minutes phone screen), first interview with hiring manager (skills assessment or detailed discussion), second interview (may include case studies or presentations), panel interview with potential team members, pre-employment assessments and background checks, and finally a formal offer. The entire process can take anywhere from 3-8 weeks depending on the position and complexity of background verification.

Disqualifying Factors

Automatic Disqualification:

• Current inclusion on OIG LEIE or FDA Debarment List

• Healthcare fraud convictions

• Patient abuse convictions

• Controlled substance distribution convictions

High-Risk Factors (Case-by-Case):

• Fraud, embezzlement, or financial crimes

• Drug-related offenses (especially for lab positions)

• Violent crimes

• Recent convictions (within 3-5 years)

• Dishonesty during the application process

Application Strategy

Given the challenges of applying to a highly regulated pharmaceutical company, follow these strategic steps:

1. Check Your Exclusion Status: Before applying, verify your status on the OIG LEIE (oig.hhs.gov/exclusions) and FDA Debarment Lists. If excluded, focus on non-regulated industries until the exclusion period ends.

   
   

2. Target Appropriate Positions: Focus on administrative, facilities, warehouse, or support roles rather than clinical, sales, or research positions.

   
   

3. Apply Through Official Channels: Use careers.astrazeneca.com to search and apply for positions. Create a profile highlighting your skills and qualifications.

   
   

4. Prepare Your Narrative: Be ready to discuss your past, what you learned, and how you have changed. Focus on rehabilitation and personal growth.

   
   

5. Gather Supporting Documents: Collect certificates of completion, letters of recommendation, training certificates, and any evidence of rehabilitation.

   
   

6. Be Completely Honest: Never misrepresent your criminal history. Dishonesty will result in immediate disqualification and may prevent future consideration.

   
   

7. Leverage Ban-the-Box Protections: Apply to positions in states with strong fair chance laws (Delaware, Maryland, Massachusetts, California) where criminal history inquiry is delayed.

Tips for Applicants with Records

• Emphasize Integrity: In all interviews and materials, highlight your honesty, ethical conduct, and commitment to compliance—these are core AstraZeneca values.

  
  

• Research the Company: Understand AstraZeneca's mission, values (Follow the science, Put patients first, Play to win, Do the right thing, Be entrepreneurial), and current pipeline.

  
  

• Highlight Transferable Skills: Manufacturing experience, attention to detail, safety protocols, and quality control experience are valued.

  
  

• Demonstrate Stability: Show consistent employment history since your conviction, even if in different industries.

  
  

• Consider Contract Positions: Staffing agencies sometimes have contracts with AstraZeneca and may have different screening requirements.

  
  

• Network Strategically: Connect with AstraZeneca employees on LinkedIn; employee referrals can strengthen your application.

  
  

• Prepare for Behavioral Interviews: AstraZeneca uses competency-based interviews. Practice STAR method responses for integrity and ethics questions.

  
  

• Be Patient: The hiring process can take several weeks due to thorough screening. Follow up professionally but don't be discouraged by timeline.

Benefits Overview

AstraZeneca offers a comprehensive benefits package designed to support employee wellbeing across physical, mental, and financial dimensions.

Compensation

AstraZeneca pays competitively within the pharmaceutical industry. The average salary is approximately $99,000-$113,000 per year across all positions, though entry-level manufacturing and administrative roles typically range from $29,000-$70,000 annually. The company offers performance-based bonuses and long-term incentives tied to company and individual performance. Salaries vary significantly by location, with California and Massachusetts positions paying the highest due to cost of living.

Entry-level positions in manufacturing operations, such as machine operators and production technicians, offer starting wages between $14-$20 per hour depending on location and shift. Employees working night shifts or weekends may receive shift differentials. The company conducts annual performance reviews with merit increases typically ranging from 2-5% for solid performers. High performers may be eligible for additional bonuses and faster advancement opportunities. AstraZeneca also offers stock options and other equity compensation for certain positions, particularly at the managerial level and above.

Benefits Package

According to AstraZeneca's official 2025 Benefits Highlights:

• Medical Insurance: Aetna HDHP + HSA, PPO, and HMO options with 100% coverage for preventive care

  
  

• Dental & Vision: Delta Dental (Basic and Comprehensive options); EyeMed vision coverage

  
  

• 401(k) Plan: 100% company match on first 6% of base salary, immediately vested

  
  

• Disability Coverage: Company-paid short-term (up to 26 weeks) and long-term disability

  
  

• Life Insurance: Basic life insurance at 2x base pay (up to $1,000,000)

  
  

• Parental Leave: Up to 6 months paid parental leave, usable within one year of birth

  
  

• Vacation: Generous PTO that increases with tenure; paid holidays including floating holidays

  
  

• Education: Tuition reimbursement for business and science-related courses

  
  

• Family Support: Emergency backup childcare, adoption and surrogacy assistance, college scholarships

  
  

• Commuter Benefits: Pre-tax transit and parking plus AstraZeneca subsidy

  
  

Employee Perspectives

Based on 8,500+ Glassdoor reviews:

• Overall Rating: 4.0/5 stars

• Would Recommend: 78% would recommend to a friend

• Business Outlook: 79% positive outlook

• Compensation: 4.0/5 stars

• Common Pros: Excellent benefits, strong pipeline, good culture, career development opportunities

• Common Cons: Senior leadership concerns, management varies by team, in-office requirements (3+ days/week)

Frequently Asked Questions

1. Does AstraZeneca hire people with felony convictions?

   AstraZeneca conducts background checks on all candidates and evaluates each case individually. However, the highly regulated nature of the pharmaceutical industry creates significant barriers. Candidates on federal exclusion lists (OIG LEIE, FDA Debarment) are automatically disqualified. For others, hiring depends on the position, offense type, time elapsed, and demonstrated rehabilitation. Non-regulated positions such as administrative support, facilities maintenance, and general corporate roles may be more accessible than clinical, research, or sales positions.

   
   

2. What is the OIG Exclusion List and why does it matter?

   The OIG List of Excluded Individuals/Entities (LEIE) is maintained by the Office of Inspector General of the U.S. Department of Health and Human Services. Individuals convicted of healthcare fraud, patient abuse, felony convictions related to controlled substances, or other program-related crimes may be excluded from participating in federal healthcare programs including Medicare and Medicaid. AstraZeneca cannot hire excluded individuals for positions involving federal healthcare programs, as doing so would result in significant civil monetary penalties for the company. You can check your exclusion status at oig.hhs.gov/exclusions.

   
   

3. Does AstraZeneca drug test applicants?

   Yes. According to AstraZeneca's official FAQ, alcohol and drug testing is carried out for new hires where required by country legislation. The company uses both hair follicle and urine tests to screen for controlled substances. Testing requirements vary by position and location, with manufacturing and laboratory positions more likely to require testing. Post-incident and random testing may also be conducted for current employees in certain roles.

   
   

4. What types of convictions are most likely to disqualify me?

   Healthcare fraud, Medicare/Medicaid fraud, patient abuse, controlled substance distribution, and FDA regulation violations create the highest barriers. Financial crimes (fraud, embezzlement) and drug offenses also face significant scrutiny, especially for positions with financial responsibility or laboratory access.

   
   

5. How long does the background check take?

   Background checks typically take 5-10 business days to complete. More complex cases involving multiple jurisdictions, international records, or extensive employment history may take longer. AstraZeneca will provide updates through the proper FCRA notification process.

   
   

6. What positions have the lowest barriers for someone with a record?

   Administrative support, facilities/maintenance, warehouse operations, and general corporate positions typically have lower barriers than clinical, research, sales, or compliance roles. Focus on positions that do not involve direct patient contact, clinical trials, or federally funded healthcare programs.

   
   

7. Will AstraZeneca consider my application if I'm honest about my record?

   Honesty is essential—AstraZeneca values integrity as a core principle. Dishonesty during the application process will result in immediate disqualification and may prevent future consideration. If your conviction is not on federal exclusion lists and is not directly related to the position, honest disclosure with evidence of rehabilitation gives you the best chance.

   
   

8. Does AstraZeneca have any second-chance hiring programs?

   AstraZeneca has not publicly announced second-chance hiring programs and is not a signatory to the Fair Chance Business Pledge. The company does state it treats all applicants as individuals and is committed to supporting qualified applicants, but specific programs targeting individuals with criminal records are not advertised.

   
   

9. How do Ban-the-Box laws affect my application?

   Ban-the-Box laws in states like Delaware, Maryland, Massachusetts, and California prevent AstraZeneca from asking about criminal history on the initial application. This allows you to be evaluated on qualifications first. However, background checks are still conducted later in the process, typically after a conditional offer.

   
   

10. Should I consider alternative employers in the pharmaceutical industry?

    If your record involves healthcare-related offenses, the entire pharmaceutical industry will present challenges. Consider healthcare-adjacent industries with lower regulatory barriers, such as medical device distribution (non-patient contact), healthcare staffing agencies, or general manufacturing. Companies that have signed the Fair Chance Business Pledge may also be more receptive.

Alternative Second Chance Employers

If AstraZeneca's regulatory requirements present insurmountable barriers, consider these alternative employers that may be more accessible. These companies have either signed the Fair Chance Business Pledge, publicly stated their willingness to consider applicants with criminal records, or are known to evaluate candidates on a case-by-case basis.

When considering alternatives, keep in mind that even companies with more flexible policies will conduct background checks and may have restrictions for certain positions. Start by targeting entry-level positions to establish a work history, then work your way toward your long-term career goals. Many successful individuals have rebuilt their careers by demonstrating reliability and strong performance at companies willing to give them a chance.

Conclusion

AstraZeneca presents significant challenges for individuals with criminal records due to its status as a highly regulated biopharmaceutical company. The mandatory OIG and FDA exclusion checks create non-negotiable barriers for anyone with healthcare-related convictions. However, for individuals whose records do not involve healthcare fraud, patient abuse, or controlled substance violations, opportunities may exist in administrative, facilities, warehouse, and support roles.

If you choose to pursue employment with AstraZeneca, focus on positions with lower regulatory requirements, be completely honest about your history, and demonstrate strong commitment to the company's core values of integrity and ethical behavior. Prepare thoroughly for the background check process and have evidence of rehabilitation ready to present. Consider starting with contract positions through staffing agencies, which may provide an entry point into the company.

For those whose records make AstraZeneca employment unlikely, consider the alternative employers listed above or explore other industries with fewer regulatory barriers. Remember that building a stable work history with any employer strengthens future applications and demonstrates your commitment to positive change. Many individuals have successfully rebuilt their careers after incarceration by starting in more accessible industries and gradually moving toward their career goals.

The pharmaceutical industry is undergoing significant growth, and AstraZeneca specifically has announced ambitious expansion plans including a $50 billion investment in the United States by 2030. While this growth will create many new positions, the regulatory requirements that govern the industry are unlikely to change. Focus your efforts on positions where your background is least likely to be a barrier, and remember that persistence and honesty are key to successful reintegration into the workforce.

Disclaimer

This guide provides general information about AstraZeneca's hiring practices based on publicly available sources including official company materials, employee reviews, and industry research. It is not legal advice and does not guarantee employment outcomes. Hiring policies may change without notice, and decisions vary by location, position, and individual circumstances. Always verify current policies directly with AstraZeneca and consult with legal counsel if you have questions about your specific situation. Information about OIG exclusions and FDA debarment is provided for educational purposes; consult official government resources for definitive information about your status.

AstraZeneca Careers