Quick Answer

Conditional. Atlantic City Casinos hire individuals with felony convictions, but employment for any position inside a casino is subject to mandatory licensing by the New Jersey Casino Control Commission (NJCCC) or the Division of Gaming Enforcement (DGE). Atlantic City's nine casinos collectively employ approximately 22,600 workers and generate over $3.3 billion in annual revenue.

This licensing requires a thorough, fingerprint-based background investigation. A conviction is not an automatic disqualifier for all jobs, but any crime demonstrating a lack of good character or integrity—especially those involving theft, fraud, breach of trust, or moral turpitude—is a strong legal ground for denial of a gaming license. Dishonesty on the license application is a criminal offense and an immediate bar to employment.

Notably, legislation effective January 21, 2020 (P.L. 2019, c.511) now allows the Commission to issue licenses to individuals who completed Recovery Court (Drug Court) for controlled substance offenses. This creates new opportunities for those who have demonstrated rehabilitation through these programs.

The best entry points for applicants with records are hotel support positions (housekeeping, laundry, bellmen) and food and beverage roles (cook, prep cook, dishwasher) that may require only a Service Employee Registration (S.E.R.) rather than a full Gaming Employee License.

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:

• Mandatory Licensing Understanding: Must understand that virtually all casino positions—including hotel operations—require either a Casino Employee Registration, Service Employee Registration (S.E.R.), or Casino Key Employee License from the DGE or NJCCC.

  
  

• Suitability Standard: Must demonstrate good character, honesty, and integrity. Crimes of moral turpitude, theft, fraud, and embezzlement face heightened scrutiny.

  
  

• Complete Disclosure: Must be prepared to disclose ALL criminal history on licensing applications. Failure to disclose is a criminal offense and grounds for denial.

  
  

• Fingerprinting Requirement: Must submit to fingerprint-based state and federal criminal background check at the DGE Arcade Building in Atlantic City.

  
  

• Drug Screening: Must pass mandatory pre-employment drug test. Most casinos maintain drug-free workplace policies.

  
  

• Work Authorization: Must be legally authorized to work in the United States with proper I-9 documentation.

  
  

• Recovery Court Pathway: If you completed Drug Court/Recovery Court for substance offenses, you may now be eligible for licensing under P.L. 2019, c.511.

Critical Regulatory Information

Understanding New Jersey's gaming regulatory framework is essential for Second Chance applicants. Unlike standard employment, casino work is governed by the Casino Control Act (N.J.S.A. 5:12-1 et seq.), which establishes strict licensing requirements designed to protect the integrity of gaming operations and shield the public from criminal elements.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider applicants because of criminal records. Standard 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. However, casino licensing involves additional state regulatory requirements beyond standard EEOC guidelines.

FCRA Requirements

The Fair Credit Reporting Act (FCRA) applies to third-party background checks. Casinos must:

(1) Provide written notice and obtain consent before conducting background checks; (2) Provide pre-adverse action notice with a copy of the report if denying employment;

(3) Allow reasonable time to dispute inaccuracies;

(4) Provide final adverse action notice if decision stands. Note that gaming license denials are handled through a separate regulatory process.

State-Specific Considerations

New Jersey's Opportunity to Compete Act (Ban the Box law, effective March 2015) prohibits employers with 15+ employees from inquiring about criminal history until after the initial interview. Employers cannot include criminal history questions on job applications or ask about convictions during the initial application process. This protection applies to casino employment, though gaming license applications require full disclosure separately.

Critical legislation: P.L. 2019, c.511 (effective January 21, 2020) allows the NJCCC to issue Casino Key Employee Licenses to individuals who: (1) Successfully completed Drug Court/Recovery Court (special probation under N.J.S.2C:35-14) for controlled substance offenses; OR (2) Completed a licensed drug treatment program within the Department of Corrections and finished their sentence including parole for third or fourth degree CDS offenses.

Casino Industry-Specific Considerations

The Casino Control Act establishes disqualification criteria (N.J.S.A. 5:12-86) that can bar licensing. High-risk convictions include: All crimes of the first degree; Gambling-related offenses; Crimes involving fraud, theft, embezzlement; Second degree racketeering; Casino Control Act violations (cheating, swindling); Offenses indicating licensure would be inimical to public interest; and Career offender or organized crime associations.

The DGE can grant rehabilitation waivers if applicants demonstrate clear and convincing evidence of rehabilitation. Factors considered include: nature and circumstances of the crime, time elapsed since conviction, conduct and work history since conviction, community involvement, references, and evidence of changed lifestyle.

Company Overview

Atlantic City's casino industry has operated since 1978, when Resorts Atlantic City became the first legal casino in the eastern United States. Today, nine casino-hotel properties operate in the city, collectively employing approximately 22,600 workers and generating over $3.3 billion in annual revenue. The casinos are major economic drivers for South Jersey, contributing over $572 million to the Casino Revenue Fund in fiscal year 2024.

The nine Atlantic City casinos represent diverse ownership structures. Borgata Hotel Casino & Spa (MGM Resorts) is the market leader with approximately 5,800 employees and 26% market share. Hard Rock Hotel & Casino (Seminole Tribe of Florida) employs roughly 3,500 workers and was named a 2024 Top Workplace by USA Today. Caesars Entertainment operates three properties (Caesars, Harrah's, Tropicana) with combined employment of approximately 8,000 workers.

The industry welcomed approximately 18 million visitors in 2024, a 1.2% increase over 2023. Many positions are represented by UNITE HERE Local 54, the largest hospitality workers union in New Jersey with over 12,500 members. Union contracts have secured significant wage increases, with housekeeping positions now earning $18-$22 per hour.

Casino Fast Facts

• Industry Start: 1978 (Resorts Atlantic City)

• Total Casinos: 9 (Borgata, Hard Rock, Ocean, Caesars, Harrah's, Tropicana, Bally's, Golden Nugget, Resorts)

• Total Employment: Approximately 22,600 workers

• Annual Revenue: $3.31 billion (2024)

• Major Union: UNITE HERE Local 54 (12,500+ members)

• Annual Visitors: 18 million

• Regulatory Bodies: NJCCC, Division of Gaming Enforcement (DGE)

Hiring Policy Analysis

Atlantic City casinos operate under a dual hiring framework: standard employment practices governed by New Jersey law, and mandatory gaming license requirements established by the Casino Control Act. The Opportunity to Compete Act prevents casinos from asking about criminal history on applications or during initial interviews. However, once a conditional offer is extended, applicants must submit to comprehensive DGE licensing procedures.

The NJCCC partners with reentry organizations and state agencies to promote employment opportunities for formerly incarcerated individuals. The Commission has stated its vision includes promoting the general welfare of Atlantic City by providing information about casino employment to former offenders. The 2020 legislation (P.L. 2019, c.511) represents a significant policy shift, creating new pathways for individuals with substance-related convictions who completed Recovery Court.

Position-Specific Barriers

Barrier levels are primarily determined by licensing requirements and proximity to gaming operations.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, ZipRecruiter, and union contracts. Union positions (UNITE HERE Local 54) offer standardized wages across properties. Actual compensation varies by casino, experience, and shift.

Career Path Examples

Atlantic City casinos offer advancement opportunities, though progression into supervisory roles requires obtaining a Casino Key Employee License, which involves additional background scrutiny.

Hotel Services Track: Housekeeper ($18-$22/hr) → Floor Supervisor ($22-$26/hr) → Assistant Executive Housekeeper ($45K-$55K/yr) → Executive Housekeeper ($55K-$75K/yr). Advancement based on reliability, quality standards, and supervisor training.

Food & Beverage Track: Dishwasher ($15-$18/hr) → Prep Cook ($16-$20/hr) → Line Cook ($17-$25/hr) → Sous Chef ($45K-$60K/yr) → Executive Chef ($70K-$100K/yr). Culinary training accelerates advancement.

Guest Services Track: Bellman ($15-$20/hr + tips) → Bell Captain ($18-$23/hr + tips) → Front Desk Agent ($16-$20/hr) → Guest Services Supervisor ($45K-$55K/yr). Customer service excellence drives promotion.

Background Check Process

Understanding Atlantic City's unique background check process is critical. All casino employees must obtain appropriate licensing from the DGE, which involves fingerprint-based criminal history checks and character investigations beyond standard employment verification.

• What They Check: Complete criminal history (felonies and misdemeanors) at county, state, and federal levels via fingerprint submission to FBI and NJ State Police; identity verification through SSN trace and address history; employment history verification; education verification for applicable positions; financial history review; drug screening (mandatory); military records if applicable.

  
  

• Lookback Period: There is no fixed lookback period for gaming licenses. The DGE reviews complete criminal history and makes suitability determinations based on the totality of circumstances. Older, mitigated offenses carry less weight than recent convictions, but all history must be disclosed. Employment verification typically covers 7-10 years.

  
  

• Timeline: The casino hiring process varies by position and licensing type. Standard Casino Employee Registration may take 2-4 weeks from application. Key Employee Licenses involve more extensive investigation and can take several months. The DGE fingerprinting appointment must be scheduled through their online system.

  
  

• Process Flow: Application submitted → Initial interview → Conditional offer extended → DGE licensing application filed → Fingerprint appointment at DGE Arcade Building → Drug test completed → Background investigation conducted → Licensing determination made → Start date confirmed (if approved) → Orientation and training.

Disqualifying Factors

High Risk for Disqualification: First degree crimes (murder, aggravated assault, kidnapping); gambling-related offenses (cheating, swindling, illegal gambling); crimes involving theft, fraud, embezzlement, or breach of trust; second degree racketeering offenses; organized crime associations; any conviction indicating lack of good character, honesty, or integrity; lying or omitting information on licensing application (itself a criminal offense); felony drug trafficking or distribution.

Potential for Approval (Case-by-Case): Non-violent drug possession (especially if Recovery Court completed); older offenses with substantial time elapsed and evidence of rehabilitation; misdemeanors unrelated to gaming, theft, or fraud; traffic offenses (except for driving positions); offenses for which expungement has been granted. All subject to individualized suitability determination.

Your Rights as Applicant

• Opportunity to Compete Act: Casinos cannot ask about criminal history on applications or during initial interviews. Inquiry occurs only after conditional offer or during licensing process.

  
  

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

  
  

• Licensing Review Rights: If your gaming license is denied, you may request a hearing before the Casino Control Commission to present evidence of rehabilitation and contest the denial.

  
  

• Recovery Court Pathway: If you completed Drug Court/Recovery Court for substance offenses, P.L. 2019, c.511 creates a pathway to licensure that was previously unavailable.

  
  

• Expungement Consideration: Expunged or pardoned records cannot be used against you. Research eligibility for expungement before applying.

Application Strategy

1. Target Non-Gaming Hotel/Food Positions: Focus on housekeeping, laundry, kitchen utility, dishwasher, and back-of-house roles that may require only Service Employee Registration rather than full gaming licenses. These positions offer lower barriers to entry while still providing career advancement opportunities.

   
   

2. Apply Directly to Multiple Properties: Each casino maintains its own careers page: Borgata (careers.borgataonline.com), Hard Rock (casino.hardrock.com/atlantic-city/careers), Ocean (theoceanac.com/careers), Caesars properties (caesars.com/careers), and others. Apply to multiple properties to maximize opportunities.

   
   

3. Prepare Rehabilitation Documentation: Gather evidence of positive changes since conviction: Recovery Court completion certificates, treatment program documentation, educational certificates, vocational training, stable housing records, employment history, community involvement, and character references from employers, probation officers, or community leaders.

   
   

4. Understand Disclosure Requirements: You must disclose ALL criminal history on DGE licensing applications. Do NOT rely on expungement to avoid disclosure unless records are formally expunged. Omitting any conviction is a criminal offense and automatic grounds for denial.

   
   

5. Prepare Your Narrative: Develop a brief, honest explanation: acknowledge the offense without excuses, describe what you learned, explain how you've changed, and focus on rehabilitation evidence. Keep it concise (60-90 seconds) and practice delivering it confidently.

   
   

6. Research Expungement Eligibility: New Jersey allows expungement of certain offenses after waiting periods. Contact New Jersey Legal Aid or a criminal defense attorney to determine eligibility. Expunged records cannot be reported or used in licensing decisions.

   
   

7. Leverage Recovery Court Completion: If you completed Drug Court (Recovery Court) for substance offenses, explicitly reference P.L. 2019, c.511 in your application. This legislation specifically allows Commission discretion to approve licensing for qualifying individuals.

   
   

8. Follow Up Professionally: After applying, follow up with HR within 1-2 weeks if you haven't heard back. If licensing issues arise, respond promptly with rehabilitation documentation. Consider requesting a meeting with casino HR to discuss your circumstances.

Tips for Applicants with Records

1. Casino Industry Has Constant Hiring Needs: Atlantic City casinos employ over 22,000 workers with significant turnover in hospitality positions. Housekeeping, food service, and hotel operations consistently hire. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Back-of-House, Advance Within: Many successful casino careers begin in entry-level positions with lower licensing requirements. Prove reliability and character, then pursue advancement as you build a track record. Some casinos offer internal training programs.

   
   

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

   
   

4. Understand Licensing Categories: Service Employee Registration has lower requirements than Casino Employee Registration or Key Employee License. Target positions requiring only S.E.R. initially, then consider advancing to positions requiring higher-level licenses after establishing a positive work history.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. All casinos require pre-employment drug screening. Recovery Court completion demonstrates your commitment to sobriety.

   
   

6. Consider Union Positions: UNITE HERE Local 54 represents thousands of casino workers in housekeeping, food service, and hotel operations. Union positions offer job security, standardized wages ($18-$22/hr for housekeeping), health benefits, and collective bargaining protections.

   
   

7. Connect with Reentry Resources: The NJCCC partners with the NJ Department of Corrections, State Parole Board, and reentry organizations to assist formerly incarcerated individuals. Visit New Jersey's Ex-offender Services page for employment assistance.

   
   

8. Be Flexible on Schedule: Willingness to work nights, weekends, and holidays significantly increases hiring chances. Casinos operate 24/7 and consistently need staff for less desirable shifts. Demonstrating flexibility shows commitment.

Benefits Overview

Atlantic City casino benefits vary by property and union status. UNITE HERE Local 54 members enjoy standardized benefits through collective bargaining agreements. Non-union positions offer property-specific packages.

• Compensation: Entry-level positions range from $15-$22/hr depending on role and property. Union housekeeping positions now start at $18/hr with increases to $22/hr over the contract period. Tipped positions (dealers, servers, bellmen) can earn significantly more with gratuities—dealers often earn $50,000-$70,000 annually including tips.

  
  

• Health Benefits: Union members have access to UNITE HERE health plans, which have been nationally recognized for quality. Major properties offer medical, dental, and vision coverage for full-time employees, typically after 60-90 days. Coverage quality and cost-sharing vary by property and bargaining unit.

  
  

• Retirement: Most casinos offer 401(k) plans with varying employer match contributions. Union positions may include pension benefits through UNITE HERE retirement plans. MGM (Borgata) and Caesars properties offer competitive retirement packages.

  
  

• Time Off: Paid time off accrues based on tenure, typically starting at 1-2 weeks annually. Union contracts specify PTO accrual and holiday pay. Major properties offer paid holidays, sick leave, and personal days.

  
  

• Additional Benefits: Many casinos offer employee dining discounts, hotel room discounts at affiliated properties, free parking, uniform provision, employee assistance programs, and career development training. Hard Rock distributes annual bonuses ($10 million distributed in February 2025). Some properties offer tuition assistance.

Employee Perspectives

Pros: Strong union protections and standardized wages; generous tip income for gaming and tipped positions; employee discounts at restaurants and hotels; job stability at major properties; advancement opportunities; comprehensive health benefits for union members.

Cons: Licensing requirements create barriers for some applicants; weekend and holiday work required; physically demanding positions; cigarette smoke exposure in gaming areas; some properties have high turnover in entry-level roles.

Frequently Asked Questions

1. Do Atlantic City casinos hire people with felonies?

   Yes, but with significant regulatory requirements. All casino positions require licensing through the Division of Gaming Enforcement, which conducts fingerprint-based background investigations. A felony conviction does not automatically disqualify you, but crimes involving theft, fraud, moral turpitude, gambling offenses, or violence face heightened scrutiny. Non-gaming positions (housekeeping, food service) may have lower barriers. The 2020 legislation (P.L. 2019, c.511) creates specific pathways for individuals who completed Recovery Court for substance offenses.

   
   

2. What is the background check process at Atlantic City casinos?

   The process involves both standard employment screening and mandatory DGE licensing. After receiving a conditional offer, you must complete a licensing application with full criminal history disclosure. You'll schedule a fingerprinting appointment at the DGE Arcade Building in Atlantic City. The DGE conducts state and federal criminal history checks, identity verification, and character investigation. Processing time varies from 2-4 weeks for basic registrations to several months for Key Employee Licenses.

   
   

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

   There is no fixed lookback period for gaming licenses. The DGE reviews your complete criminal history and makes suitability determinations based on the totality of circumstances. You must disclose ALL criminal history on licensing applications regardless of when offenses occurred. Older offenses with demonstrated rehabilitation carry less weight than recent convictions, but nothing can be hidden. Employment verification typically covers 7-10 years.

   
   

4. What types of convictions make hiring more difficult at Atlantic City casinos?

   The following face the highest barriers: First degree crimes; gambling-related offenses (cheating, swindling); crimes involving theft, fraud, embezzlement, or breach of trust; racketeering; organized crime associations; violent felonies; felony drug trafficking/distribution. Lower barriers exist for: Non-violent drug possession (especially with Recovery Court completion); older offenses with rehabilitation; misdemeanors unrelated to gaming or integrity; expunged offenses.

   
   

5. What are the best entry-level roles at Atlantic City casinos for applicants with a record?

   Focus on hotel and food service positions that may require only Service Employee Registration: Housekeeper ($18-$22/hr), kitchen utility/dishwasher ($15-$18/hr), laundry attendant ($15-$18/hr), prep cook ($16-$20/hr), and bellman ($15-$20/hr + tips). These positions are physically separated from gaming operations and may have lower licensing requirements than gaming floor positions.

   
   

6. Do Atlantic City casinos drug test, and what kind of test do they use?

   Yes, all Atlantic City casinos require pre-employment drug screening. Testing is typically urinalysis conducted by a third-party laboratory. Most properties maintain zero-tolerance drug policies. Note that while recreational marijuana is legal in New Jersey, casinos may still prohibit use and test for THC as a condition of employment, especially for positions requiring gaming licenses.

   
   

7. When during the hiring process will Atlantic City casinos ask about criminal history?

   Under New Jersey's Opportunity to Compete Act, casinos cannot ask about criminal history on job applications or during initial interviews. Criminal history inquiry occurs only after a conditional job offer is extended. However, the DGE licensing application requires full disclosure of all criminal history regardless of timing. You should be prepared to discuss your record once you reach the licensing stage.

   
   

8. Can someone advance to management at Atlantic City casinos if they have a felony?

   Advancement is possible but requires obtaining a Casino Key Employee License, which involves additional background scrutiny. Supervisory positions in gaming operations, finance, HR, and key management roles all require Key Employee licensing. The Commission will evaluate your complete history, rehabilitation evidence, and work performance. Building a strong track record in entry-level positions strengthens your advancement case.

   
   

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

   Timeline varies significantly. From application to interview typically takes 1-2 weeks. After conditional offer, basic Service Employee Registration may take 2-4 weeks. Full Casino Employee Registration typically takes 3-6 weeks. Key Employee Licenses can take several months due to more extensive investigation. Schedule your DGE fingerprint appointment promptly after receiving a conditional offer to avoid delays.

   
   

10. What can applicants do to improve their chances of getting hired at Atlantic City casinos?

    Key strategies include:

    (1) Target non-gaming hotel and food service positions with lower licensing barriers;

    (2) Complete Recovery Court if eligible for substance offenses—this creates specific licensing pathways under P.L. 2019, c.511;

    (3) Gather comprehensive rehabilitation documentation before applying;

    (4) Research expungement eligibility and pursue if available;

    (5) Be completely honest on all applications—lying is a criminal offense;

    (6) Apply to multiple properties simultaneously;

    (7) Consider union positions through UNITE HERE Local 54;

    (8) Demonstrate flexibility on scheduling;

    (9) Connect with NJ reentry services for additional support.

Alternative Second Chance Employers

If Atlantic City casino licensing requirements present insurmountable barriers, consider these employers in South Jersey and the hospitality industry known for fair chance hiring practices:

Conclusion

Atlantic City casinos offer conditional opportunities for individuals with criminal records, with significant regulatory barriers that distinguish casino employment from standard hiring. As one of the largest employment sectors in South Jersey with approximately 22,600 workers across nine properties, the industry provides genuine pathways to stable employment—but only for those who can navigate the licensing process successfully.

The work is demanding. Casino positions require flexibility for 24/7 operations, physical stamina for many roles, and unwavering honesty throughout the licensing process. However, the compensation is competitive—union housekeeping positions now earn $18-$22 per hour, and tipped positions can yield substantial earnings. Benefits through UNITE HERE Local 54 are nationally recognized for quality.

Key Success Factors: Target non-gaming hotel and food service positions initially; leverage Recovery Court completion if applicable under P.L. 2019, c.511; gather comprehensive rehabilitation documentation; be completely honest on all applications; research expungement eligibility; apply to multiple properties; consider union positions for job security and benefits.

Biggest Barriers: Mandatory state licensing with indefinite lookback; crimes involving theft, fraud, moral turpitude, or gambling offenses; any dishonesty during licensing process; first degree felonies and organized crime associations. These barriers are regulatory rather than employer-imposed.

For those with older, non-integrity-related offenses and strong rehabilitation evidence, Atlantic City casinos can provide meaningful career opportunities. The 2020 Recovery Court legislation represents a genuine policy shift toward second chances. Success requires patience, honesty, and persistence—but the rewards include stable employment, union protections, and the possibility of career advancement in one of the region's largest industries.

Disclaimer

This guide provides general information and should not be considered legal advice. Gaming license requirements are established by New Jersey statute and regulation; individual determinations are made by the Division of Gaming Enforcement and Casino Control Commission. While we strive for accuracy using publicly available sources including the NJCCC website, DGE publications, union resources, employee reviews, and salary databases, regulations and policies may change without notice.

Inclusion in this guide does not guarantee employment or gaming license approval. Licensing decisions involve individualized suitability determinations based on complete criminal history and character investigation. Consult with an employment attorney, criminal defense attorney, or New Jersey Legal Aid for specific legal advice about your situation.

Apply Now:

https://www.nj.gov/casinos/services/info/career/