Quick Answer

Conditional, Caesars Entertainment hires individuals with felony convictions, but employment for any role inside a casino is subject to mandatory licensing and registration by the relevant state Gaming Control Board or Commission. As the largest gaming company in the United States with approximately 50,000 employees across more than 50 properties, Caesars Entertainment operates hotels, casinos, restaurants, and entertainment venues under brands including Caesars Palace, Harrah's, Horseshoe, Flamingo, and Tropicana.

The law prohibits companies from having a blanket policy excluding all felons. Instead, the state gaming boards must conduct an individualized assessment considering character, reputation, and integrity. However, a conviction is not an automatic disqualifier for all jobs.

The greatest barriers are created by felonies related to theft, fraud, and embezzlement (direct conflict with cash handling), organized crime connections (regulatory exclusion), and violent offenses (patron safety concerns).

Recent offenses within the past 5-7 years face the highest scrutiny regardless of type.

Non-gaming positions in hotel operations, food and beverage, housekeeping, and facilities maintenance typically face less stringent licensing requirements and represent the best entry points for applicants with criminal records seeking employment at Caesars properties.

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:

• Gaming License Requirement: Most positions require state gaming license approval. Non-gaming hotel and restaurant positions may have reduced requirements but still require registration with state gaming authorities.

  
  

• Individualized Assessment: Gaming boards evaluate each applicant individually considering the Green Factors: nature of crime, time elapsed, and relationship to job duties. Blanket exclusions are prohibited under EEOC guidelines.

  
  

• Physical Requirements: Many positions require standing for extended periods, lifting up to 50 pounds, and working in a fast-paced environment with exposure to secondhand smoke on casino floors.

  
  

• Drug Screen: Must pass a pre-employment drug test. Caesars has eliminated marijuana from pre-employment screening for most non-transportation positions, but other substances remain disqualifying.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Gaming regulators have extensive investigative powers, and lying is an automatic disqualifier that can result in permanent exclusion from the industry.

  
  

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

  
  

• Age Requirement: Must be at least 21 years old for most casino positions; some hotel and restaurant positions may be available at 18.

Critical Regulatory Information

Understanding the legal landscape for criminal records in gaming employment is essential. Caesars Entertainment operates in multiple states with gaming regulatory requirements that supersede standard employment law. Nevada, New Jersey, Louisiana, Indiana, and other gaming jurisdictions require state-issued gaming licenses for casino employees. These regulatory requirements create additional barriers beyond standard EEOC considerations.

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. However, gaming regulators have additional authority to deny licenses based on character and integrity concerns.

FCRA Requirements

If a third party conducts the background check and employment is denied based on the report, Caesars 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. Note that gaming license denials by state regulators follow separate administrative procedures.

State-Specific Considerations

Nevada has Ban-the-Box protections for public employers but private employers like Caesars are not directly covered. Nevada removed the 7-year reporting limitation on criminal convictions in 2015, meaning any felony or misdemeanor is reportable. The Nevada Gaming Control Board can access sealed criminal records for gaming license determinations. New Jersey has stronger fair chance protections extending to private employers. Illinois recently passed legislation allowing casinos to hire felons for non-gaming positions with case-by-case evaluation.

Gaming Industry-Specific Considerations

The gaming industry operates under strict regulatory oversight designed to prevent organized crime infiltration and protect public trust. State gaming control boards have authority to deny gaming licenses based on any conviction demonstrating a lack of character, reputation, or integrity. All gaming floor employees must obtain state gaming licenses involving fingerprinting and FBI database checks. The Nevada Gaming Control Board's Enforcement Division conducts investigations on all work card applicants. Applicants must sign waivers authorizing investigative reports covering character, reputation, personal characteristics, and mode of living. Gaming boards consider not just convictions but pending charges and associations with excluded persons.

Company Overview

Caesars Entertainment, Inc. is the largest gaming company in the United States, formed through the 2020 merger of Eldorado Resorts and Caesars Entertainment Corporation. Headquartered in Las Vegas, Nevada, with corporate roots in Reno dating back to 1937, the company operates more than 50 properties across 18 states. Caesars employs approximately 50,000 team members and generated $11.2 billion in revenue in 2024.

The company's portfolio includes iconic brands such as Caesars Palace, Harrah's, Horseshoe, Flamingo, Paris Las Vegas, The LINQ, Tropicana, and Bally's. Beyond casino gaming, Caesars operates extensive hotel, dining, entertainment, and convention facilities. The company also operates Caesars Sportsbook, one of the largest retail and online sports betting platforms in North America.

Company Fast Facts

• Founded: 1937 (Reno, Nevada)

• Headquarters: Las Vegas, Nevada

• Employees: Approximately 50,000 across 50+ properties

• Industry Rank: Largest gaming company in the United States

• Major Operations: Las Vegas, Atlantic City, New Orleans, Lake Tahoe, Reno, and regional markets

• Stock Exchange: NASDAQ: CZR

• CEO: Tom Reeg

• Business Model: Casino gaming, hospitality, sports betting, entertainment

• Revenue: $11.2 billion (FY 2024)

Hiring Policy Analysis

Caesars Entertainment's hiring practices are significantly shaped by state gaming regulatory requirements. The company conducts individualized assessments as required by EEOC guidelines, but ultimate licensing authority rests with state gaming boards. Background checks are conducted after conditional offer in accordance with applicable state laws. The company has notably eliminated marijuana from pre-employment drug screening for most positions, demonstrating some flexibility within regulatory constraints. However, gaming license requirements remain the primary barrier for casino floor employment of individuals with criminal records.

Position-Specific Barriers

Barrier levels are determined by state gaming license requirements and access to cash, gaming equipment, and sensitive areas.

Available Positions and Pay

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

Career Path Examples

Caesars emphasizes internal promotion and offers training programs for career advancement. Many management positions are filled from within.

Hospitality Track: Housekeeper ($14-17/hr) → Room Inspector ($17-20/hr) → Housekeeping Supervisor ($20-24/hr) → Executive Housekeeper ($50K-65K/yr). Advancement based on performance, attendance, and leadership skills.

Culinary Track: Dishwasher ($13-16/hr) → Prep Cook ($15-18/hr) → Line Cook ($17-22/hr) → Sous Chef ($55K-70K/yr). Requires developing culinary skills; formal training beneficial but not required.

Food & Beverage Track: Busser ($12-14/hr) → Food Server ($12-15/hr + tips) → Lead Server ($15-18/hr + tips) → Restaurant Supervisor ($45K-55K/yr). Guest service excellence drives advancement.

Background Check Process

Understanding Caesars Entertainment's background check process helps you prepare mentally and practically. The company conducts background checks after extending a conditional job offer, giving applicants the opportunity to demonstrate qualifications before criminal history is considered. However, gaming positions require additional approval from state gaming authorities.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels through fingerprint-based FBI database search; identity verification through SSN trace and address history; employment history verification; credit history for positions with financial responsibilities; drug screening; gaming license eligibility assessment through state gaming control board.

  
  

• Lookback Period: Nevada allows unlimited lookback for criminal convictions. Gaming license reviews typically focus on 5-7 year history, though serious offenses may be considered indefinitely. Employment verification typically extends 7-10 years.

  
  

• Timeline: The hiring process averages 2-4 weeks from application to hire based on employee reports. Gaming license processing can add 1-3 weeks depending on state and position. Some positions requiring extensive background investigation may take longer.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check authorization signed → Drug test completed → Gaming license application processed → Background check and gaming board review → Results reviewed → Final hiring decision → Pre-adverse or adverse action notice if applicable → Gaming license issued → Start date confirmed → Orientation and training.

Disqualifying Factors

High Risk for Disqualification: Theft, fraud, embezzlement, or any crime involving dishonesty (direct conflict with gaming integrity); organized crime connections or associations; money laundering or financial crimes; cheating at gaming establishments; violent felonies (assault, battery, weapons offenses); multiple felony convictions indicating pattern; any conviction within past 5 years for gaming positions.

Lower Risk (Case-by-Case): Non-violent drug offenses (particularly older convictions); DUI/DWI without aggravating factors and substantial time elapsed; minor property crimes unrelated to employment; offenses more than 7-10 years old with demonstrated rehabilitation. Non-gaming positions may have more flexibility. All subject to individualized assessment considering rehabilitation evidence.

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. You have reasonable time to respond.

  
  

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

  
  

• Gaming License Appeal: In Nevada, you have 60 days to appeal a gaming license denial to the Gaming Control Board, with option to escalate to the Gaming Commission.

  
  

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

Application Strategy

1. Target Non-Gaming Positions First: Focus on hotel housekeeping, food service, and facilities maintenance positions which have reduced gaming license requirements. These roles offer the best opportunity to establish yourself within the company before seeking gaming floor positions.

   
   

2. Apply Through Official Channels: Submit your application through caesars.com/careers. Caesars posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as hospitality positions are posted frequently. Consider applying to multiple properties to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your customer service skills and ability to work in a fast-paced environment. Research Caesars' brands and properties. Emphasize reliability, professionalism, and guest service excellence.

   
   

4. Be Completely Honest: Never lie about your criminal history. Gaming regulators have extensive investigative powers and can access sealed records. Dishonesty is an automatic disqualifier and can result in permanent industry exclusion. Wait until asked or until the appropriate stage to discuss your record.

   
   

5. 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, personal growth, and stability. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references from employers, probation officers, or community members.

   
   

7. Check Expungement/Sealing: Research whether your offense qualifies for sealing in Nevada. Note that gaming boards can still access sealed records for licensing purposes, but sealed records may help with non-gaming positions or positions in other states.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. Gaming Industry Has Constant Hiring Needs: Casinos and hotels operate 24/7/365 and experience significant turnover, particularly in housekeeping and food service. Caesars operates 50+ properties nationwide. Don't be discouraged by individual rejections—keep applying to multiple locations.

   
   

2. Start Non-Gaming, Advance Within: Many successful careers at Caesars begin in hotel or restaurant positions. Prove reliability by maintaining perfect attendance and excellent performance. Internal advancement may eventually lead to gaming floor opportunities as you demonstrate trustworthiness.

   
   

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 Gaming License Requirements: Research the specific requirements for the state where you're applying. Nevada, New Jersey, Louisiana, and other gaming states have different standards. Some states may be more accessible than others for your specific situation.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Caesars has relaxed marijuana testing for most positions, but other substances remain disqualifying. Transportation positions still test for marijuana.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. The hospitality industry especially values dependability and punctuality given 24/7 operations.

   
   

7. Network and Use Employee Referrals: Current Caesars employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Be Flexible on Scheduling: Willingness to work nights, weekends, and holidays increases your chances significantly. Casinos never close. Many positions offer shift differentials for overnight or weekend work.

Benefits Overview

Caesars Entertainment offers a comprehensive benefits package for eligible team members. Benefits typically begin after 90 days of employment for full-time employees.

• Compensation: Hourly rates ranging from $13/hour for entry-level positions to $30+/hour for skilled trades. Many positions include tip income. Annual bonuses available for eligible positions.

  
  

• 401(k) and Retirement: 401(k) plan available after 90 days of employment. Caesars matches $0.50 on every $1 contributed up to 6% of pay. Roth 401(k) option available.

  
  

• Health Benefits: Five medical coverage levels (bronze, bronze plus, silver, gold, platinum) with prescription drug coverage. Preventive care covered at 100% in-network. HSA-compatible high-deductible plans available. 13 onsite healthcare centers at major properties. Dental and vision plans available.

  
  

• Time Off: Paid time off accrual based on tenure. Paid company holidays. Various leave programs including parental leave for eligible employees.

  
  

• Additional Benefits: Basic life insurance and disability coverage provided by company; Employee Assistance Program (EAP) for counseling and support; tuition reimbursement up to $4,000/year; employee discounts at Caesars properties; Total Return Credits reward program; career development and training programs.

  
  

Employee Perspectives

Pros: Good health insurance options; generous 401(k) match; employee discounts at properties; opportunities for advancement; diverse work environment; multiple properties offer transfer options.

Cons: Demanding work schedules; exposure to secondhand smoke on casino floors; benefits administration can be complex; high turnover in some departments; varying management quality by property.

Frequently Asked Questions

1. Does Caesars Entertainment hire people with felonies?

   Yes, but with significant limitations. All casino employees must obtain state gaming licenses, which require character assessments by gaming control boards. Non-gaming positions in hotels and restaurants have reduced requirements and represent better opportunities for applicants with records. Crimes involving dishonesty, fraud, or violence pose the greatest barriers. Recent convictions (within 5-7 years) face heightened scrutiny. Each application receives individualized assessment, and rehabilitation evidence can strengthen your case.

   
   

2. What is the background check process at Caesars Entertainment?

   Caesars conducts comprehensive background checks after extending conditional job offers. Checks include fingerprint-based FBI criminal history search, county/state/federal criminal records, identity verification, employment history, and credit history for financial positions. Gaming positions require additional state gaming board investigation and licensing. You must consent before the check, receive copies of reports, and have the right to dispute inaccuracies under FCRA.

   
   

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

   Nevada allows unlimited lookback for criminal convictions—the state removed the 7-year reporting limitation in 2015. Gaming license reviews typically focus on 5-7 year history for base-level positions, but serious offenses can be considered indefinitely. Employment verification typically extends 7-10 years. Other states where Caesars operates may have different limitations. Gaming boards can access sealed records.

   
   

4. What types of convictions make hiring more difficult at Caesars Entertainment?

   Most difficult: theft, fraud, embezzlement, and any crime involving dishonesty (directly conflicts with gaming integrity); organized crime connections; money laundering; cheating at casinos; violent felonies; multiple felony convictions. Moderately difficult: drug offenses with recent convictions; DUI/DWI. Less difficult: non-violent offenses more than 7-10 years old; minor property crimes unrelated to employment duties. Non-gaming positions generally have more flexibility.

   
   

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

   Housekeeping ($14-17/hr) offers the most accessible entry point with reduced gaming floor presence and limited cash handling. Kitchen positions including dishwasher ($13-16/hr) and prep cook ($15-18/hr) are back-of-house roles with lower barrier requirements. Laundry, landscaping, and warehouse positions also have reduced licensing requirements. Focus on hotel-side rather than casino-floor positions initially.

   
   

6. Does Caesars Entertainment drug test, and what kind of test do they use?

   Yes, Caesars requires pre-employment drug screening. The company has eliminated marijuana from pre-employment testing for most non-transportation positions, reflecting changing laws. Other substances remain disqualifying. Transportation positions still test for marijuana. Testing is typically urinalysis, though some positions (particularly surveillance) may require hair follicle testing. Random and reasonable-suspicion testing may occur during employment.

   
   

7. When during the hiring process will Caesars Entertainment ask about criminal history?

   Criminal history inquiry typically occurs after a conditional job offer in accordance with fair chance hiring practices. However, gaming license applications require full criminal history disclosure. In some jurisdictions with ban-the-box laws, initial applications cannot include criminal history questions. Be prepared to discuss your record at the interview stage if directly asked, and definitely during the gaming license application process.

   
   

8. Can someone advance to management at Caesars Entertainment if they have a felony?

   Advancement is possible but faces additional scrutiny. Higher-level positions require more extensive gaming license investigations. Non-gaming management positions (hotel operations, food service) may be more accessible than gaming floor management. Building a strong track record of reliability and performance is essential. Time since conviction, nature of offense, and demonstrated rehabilitation all factor into advancement opportunities. Some employees have successfully advanced over time.

   
   

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

   The typical hiring process takes 2-4 weeks from application to job offer for non-gaming positions. Gaming license processing adds 1-3 additional weeks depending on state and position complexity. Positions requiring extensive background investigation may take longer. Employee reports indicate total process averages 17-20 days. High-volume positions like housekeeping may move faster during peak hiring periods.

   
   

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

    Focus on non-gaming hotel and restaurant positions with lower licensing barriers. Be completely honest about your criminal history—gaming regulators have extensive investigative powers. Prepare rehabilitation documentation including certificates, references, and employment history. Apply to multiple properties to increase opportunities. Demonstrate flexibility for scheduling including nights, weekends, and holidays. Build stability through consistent housing and transportation. Consider starting in positions outside gaming areas to establish a track record. Follow up professionally on applications.

Alternative Second Chance Employers

If Caesars Entertainment doesn't work out, consider these employers known for fair chance hiring practices in hospitality and related industries:

Conclusion

Caesars Entertainment offers limited but real opportunities for individuals with criminal records, particularly in non-gaming hotel and restaurant positions. As the largest gaming company in the United States with 50,000 employees across 50+ properties, the organization provides pathways to stable employment with comprehensive benefits—though the gaming regulatory environment creates significant barriers for casino floor positions.

The work environment is fast-paced and demanding, with 24/7 operations requiring schedule flexibility. However, compensation is competitive for hospitality, benefits are comprehensive including 401(k) matching and health insurance, and internal advancement is genuinely possible. Career progression from housekeeping or food service into supervisory roles has helped many employees build stable careers.

Key Success Factors: Target non-gaming positions in hotels and restaurants; be completely honest about criminal history; prepare comprehensive rehabilitation documentation; apply to multiple properties; demonstrate flexibility and reliability; build a track record before seeking advancement to gaming positions.

Biggest Barriers: Mandatory state gaming license requirements for casino floor positions; extensive background investigations including fingerprinting and FBI database checks; gaming board authority to deny licenses based on character assessment; particular scrutiny of integrity-related offenses and recent convictions.

The gaming industry's regulatory requirements make Caesars more challenging than standard hospitality employers, but the non-gaming hotel and restaurant operations offer genuine entry points. With patience, honesty, and demonstrated rehabilitation, individuals with criminal records can build successful careers within the Caesars Entertainment family of properties.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. Gaming license requirements vary by state and are subject to change. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), salary databases (PayScale, ZipRecruiter), and gaming regulatory websites, employment information and company policies may change without notice. Always verify current practices directly with Caesars Entertainment and applicable state gaming control boards.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, gaming license requirements, 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.caesars.com/careers