Quick Answer

Yes, Darden Restaurants hires individuals with felony convictions. As the world's largest full-service restaurant company with approximately 190,000 employees across 2,100+ locations, Darden operates 11 distinct restaurant brands including Olive Garden, LongHorn Steakhouse, Ruth's Chris Steak House, The Capital Grille, Cheddar's Scratch Kitchen, Yard House, Seasons 52, Eddie V's, Bahama Breeze, Chuy's, and The Capital Burger. The company conducts comprehensive background checks after extending a conditional job offer, but a felony conviction is not an automatic disqualifier. As a publicly-traded Fortune 500 employer, Darden must comply with EEOC guidelines requiring individualized assessment and FCRA regulations governing background check procedures. Entry-level back-of-house positions such as Dishwasher ($14-18/hr) and Kitchen Prep ($15-21/hr) offer the best opportunities for applicants with records. The greatest barriers are created by theft, fraud, and embezzlement convictions due to cash handling responsibilities, as well as violent offenses due to customer and coworker safety concerns.

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

• Minimum Age: Most hourly positions require applicants to be at least 16 years old. Positions involving alcohol service (Bartender, Server in bar areas) require applicants to be 18-21 depending on state law. Management positions typically require applicants to be 18 or older.

  
  

• Work Authorization: All applicants must be legally authorized to work in the United States and provide valid I-9 documentation. Darden uses E-Verify to confirm employment eligibility for all new hires.

  
  

• Drug Testing: Drug testing policies vary by brand, position, and location. Pre-employment testing may be required for management positions. Post-incident testing occurs following workplace accidents. State marijuana laws may affect testing policies.

  
  

• Background Check: Written consent required for criminal history check conducted after conditional offer. Comprehensive check includes multi-state criminal records, sex offender registry, and employment verification. No blanket disqualifications; individualized assessment required.

  
  

• Physical Requirements: Must be able to stand and walk for entire shift (typically 4-10 hours). Kitchen positions require ability to lift up to 50 pounds. Work environment involves heat from cooking equipment, wet floors, and fast-paced conditions.

Critical Regulatory Information

Ban-the-Box Laws

Darden operates in all 50 states and must comply with varying Ban-the-Box laws. Currently, 37 states and over 150 cities and counties have adopted fair chance hiring laws that restrict when employers can ask about criminal history. In states like California, Hawaii, Illinois, Massachusetts, Minnesota, New Jersey, and Rhode Island, employers cannot inquire about criminal records on job applications. Major cities including New York City, Los Angeles, San Francisco, Philadelphia, Chicago, and Seattle have additional local ordinances providing stronger protections. Many jurisdictions require employers to wait until after a conditional job offer before conducting background checks, and some require individualized assessment with written explanation if an offer is rescinded based on criminal history.

EEOC Guidelines

Under Equal Employment Opportunity Commission guidelines, employers cannot have blanket policies excluding all applicants with criminal convictions. The EEOC requires employers to conduct individualized assessments considering three factors: the nature and gravity of the offense, the time elapsed since the offense or completion of sentence, and the nature of the job sought (the "Green factors"). As a large multi-state employer, Darden must demonstrate that any criminal history exclusions are job-related and consistent with business necessity. Arrest records alone cannot be used to deny employment, and employers should consider evidence of rehabilitation such as completion of educational programs, stable work history, character references, and community involvement.

FCRA Compliance

Under the Fair Credit Reporting Act, Darden must provide written disclosure and obtain written authorization before conducting background checks through third-party consumer reporting agencies. If the company intends to take adverse action based on background check results, it must follow the pre-adverse action process: provide a copy of the background check report, a summary of FCRA rights, and allow reasonable time (typically five business days) for the applicant to dispute inaccuracies before making a final decision. Many states including California, New York, and Washington have additional requirements beyond federal FCRA provisions. Applicants have the right to dispute inaccurate information and request correction.

Drug Testing Policy

Drug testing requirements at Darden vary by brand, position, and geographic location. Pre-employment drug screening may be required for management positions and safety-sensitive roles. Post-incident testing typically occurs following workplace accidents or injuries. Reasonable suspicion testing may be conducted if a manager observes signs of impairment. In states with legalized recreational marijuana, policies may vary regarding off-duty cannabis use, though impairment during work hours remains prohibited. State-specific laws in California, Colorado, Nevada, New York, and others may provide additional protections for lawful off-duty conduct.

Company Overview

Darden Restaurants, Inc. is an American multi-brand restaurant operator and the world's largest full-service restaurant company. The company traces its origins to 1938 when William "Bill" Darden opened his first restaurant, The Green Frog, in Waycross, Georgia, at the age of 19. He later founded Red Lobster in Lakeland, Florida in 1968, choosing a non-coastal location to test whether a seafood restaurant could succeed inland. General Mills acquired Red Lobster in 1970 and used the platform to build additional restaurant concepts. The company spun off from General Mills in 1995 and began trading on the New York Stock Exchange under the symbol DRI. Red Lobster was later divested in 2014, allowing Darden to focus on its current portfolio of brands.

Today, Darden operates 11 distinct restaurant brands spanning casual dining, fine dining, and specialty concepts. Olive Garden is the company's largest brand with over 900 locations, known for its Italian-American menu and unlimited breadsticks, soup, and salad. LongHorn Steakhouse operates approximately 580 locations with a Western-themed casual steakhouse atmosphere. The fine dining segment includes Ruth's Chris Steak House and The Capital Grille, offering premium dining experiences with higher compensation for staff. Additional brands include Cheddar's Scratch Kitchen (comfort food), Yard House (craft beer and American cuisine), Seasons 52 (fresh grill and wine bar), Eddie V's Prime Seafood (upscale seafood), Bahama Breeze (Caribbean-themed), Chuy's (Tex-Mex acquired in 2024), and The Capital Burger (fast-casual).

Darden's corporate structure means relatively consistent hiring policies across brands, though individual restaurant General Managers have some discretion in hiring decisions. The company's stated commitment to diversity and inclusion extends to considering applicants with criminal histories on an individualized basis, making it a viable option for second-chance job seekers. The high turnover common in the restaurant industry means Darden is frequently hiring across all brands and positions, creating regular opportunities for employment.

Company Fast Facts

• Founded: 1938 (The Green Frog); incorporated as Darden in 1995

• Employees: Approximately 190,000 team members

• Locations: 2,100+ restaurants across the United States and Canada

• Headquarters: Orlando, Florida (1000 Darden Center Drive)

• Ownership: Public company (NYSE: DRI)

• Industry Ranking: Fortune 500 (#61); largest full-service dining company globally

• Annual Revenue: $12.1 billion (fiscal 2025)

Hiring Policy Analysis

Official Policy

Darden Restaurants is an Equal Opportunity Employer committed to fair hiring practices. While the company does not operate a formal "second-chance" hiring program or participate in the Fair Chance Business Pledge, Darden's hiring practices are governed by federal EEOC guidelines and applicable state and local laws that require individualized assessment of applicants with criminal histories. Employee reports on platforms like Indeed and Glassdoor consistently indicate that Darden does hire individuals with felony convictions, though outcomes vary by location, position, and the specifics of each applicant's background. The company evaluates each candidate on a case-by-case basis considering the nature of the offense, time elapsed, and relevance to the position sought.

Key Regulatory Constraints

• FCRA Requirements: Written consent before background check; pre-adverse action notice with copy of report; five business days to dispute before final decision

  
  

• EEOC Guidelines: Individualized assessment required; blanket exclusions prohibited; must consider nature, time elapsed, and job relevance

  
  

• State Ban-the-Box: 37 states restrict criminal history inquiries; many require waiting until after conditional offer; some require written explanation if offer rescinded

  
  

Factors in Hiring Decisions

• Nature and severity of the offense (violent crimes face more scrutiny than non-violent offenses)

  
  

• Time elapsed since the offense or completion of sentence (older convictions are viewed more favorably)

  
  

• Relevance of the offense to the specific position (theft convictions affect cash-handling positions more)

  
  

• Evidence of rehabilitation (education, stable employment, community involvement, character references)

  
  

• Honesty during the disclosure and interview process (dishonesty often weighs more heavily than the offense)

  
  

Position-Specific Barriers

Available Positions and Pay

Salary data compiled from Glassdoor, Indeed, PayScale, and company job postings as of December 2025. Compensation varies by brand (casual vs. fine dining), geographic location, and individual experience. Tipped positions show base wages; actual earnings include gratuities which can significantly increase total compensation.

Career Path Examples

• Back-of-House Track: Dishwasher → Kitchen Prep → Line Cook → Kitchen Manager → Assistant Manager

  
  

• Front-of-House Track: Host/Hostess → Server → Trainer → Shift Leader → Assistant Manager

  
  

• Management Track: Assistant Manager → General Manager → Area Director → Regional Vice President

Background Check Process

What They Check

• Criminal History: Multi-state criminal records search, county courthouse records for relevant jurisdictions, federal criminal records for applicable positions, and sex offender registry search across all 50 states

  
  

• Drug Screening: Varies by brand and position. When conducted, typically urine test screening for marijuana, cocaine, opiates, amphetamines, and PCP. State laws may restrict testing for marijuana

  
  

• Employment Verification: Verification of previous employment history including dates of employment, positions held, and eligibility for rehire. Gaps in employment may require explanation

  
  

• SSN Validation: Social Security Number trace to verify identity, confirm address history, and identify any aliases or previous names that should be included in criminal records search

Lookback Period Summary

Timeline

Background checks typically complete within 3-7 business days, though complex searches involving multiple jurisdictions may take up to two weeks. The total hiring process from application to start date typically ranges from one to three weeks depending on location staffing needs. If your background check is taking longer than expected, this is not necessarily a negative sign—it may indicate additional verification is being conducted or delays with court record systems. Follow up professionally with the hiring manager if you haven't heard back within two weeks.

Disqualifying Factors

High Risk for Disqualification: Sex offenses (any timeframe), violent felonies within the past 7 years, robbery or armed robbery, felony theft or embezzlement within 5-7 years, fraud or forgery involving financial crimes, crimes against children, felony drug distribution or trafficking within 5 years

Lower Risk (Individualized Assessment): Non-violent drug possession (especially older convictions), DUI/DWI for non-driving positions, misdemeanor theft over 5 years old, assault charges over 7 years old with evidence of rehabilitation, property crimes not involving fraud, convictions expunged or pardoned

Application Strategy

1. Target Appropriate Positions: Focus on back-of-house positions like Dishwasher, Kitchen Prep, and Line Cook which have the highest accessibility for applicants with records. These positions have minimal cash handling and limited customer contact. Start at casual dining brands (Olive Garden, LongHorn, Cheddar's) which have higher turnover and more frequent hiring than fine dining establishments.

   
   

2. Apply Online at darden.com/careers: Visit the Darden careers portal and search by brand, location, and position type. Create a profile and complete all required fields. The application does not ask about criminal history upfront in most jurisdictions due to Ban-the-Box laws. Apply to multiple locations to increase your chances.

   
   

3. Prepare for the Interview: Emphasize reliability, work ethic, willingness to learn, and flexibility with scheduling. Restaurant managers value employees who show up on time, work well under pressure, and can handle a fast-paced environment. Prepare specific examples demonstrating these qualities.

   
   

4. Be Honest About Your Record: When asked about your criminal history (typically after a conditional offer is made), be truthful and direct. Briefly explain what happened, take responsibility without making excuses, and focus on what you've learned. Dishonesty is often viewed more negatively than the conviction itself.

   
   

5. Prepare for Drug Testing: If drug testing is required for your position, ensure you can pass before accepting the conditional offer. Testing is more common for management positions. Ask about testing requirements during the interview process if you have concerns.

   
   

6. Submit Rehabilitation Evidence: Gather documentation that demonstrates rehabilitation: certificates from educational programs, vocational training completions, letters from probation or parole officers, character references, evidence of community service, and certificates from re-entry programs.

   
   

7. Follow Up Professionally: After your interview, send a thank-you message if you have contact information. If you haven't heard back within a week, follow up once by phone or in person. Persistence (without being pushy) shows genuine interest in the position.

Tips for Applicants with Records

• Run Your Own Background Check First: Before applying, obtain a copy of your criminal record from relevant jurisdictions. This allows you to verify accuracy, identify errors that should be disputed, and prepare to discuss your history with confidence.

  
  

• Consider Expungement Before Applying: If eligible, pursue expungement or record sealing before beginning your job search. Many states have expanded eligibility in recent years. A cleared record removes a significant barrier to employment.

  
  

• Avoid Front-of-House Positions Initially: Server, Bartender, and Cashier positions involve cash handling and payment processing, creating higher scrutiny for theft-related convictions. Start with back-of-house roles and work your way up after demonstrating reliability.

  
  

• Highlight Stable Employment: Any work history demonstrates reliability. Include all legitimate employment even if unrelated to restaurant work. Volunteer work, temporary positions, and gig economy jobs all count as evidence of work ethic.

  
  

• Gather Reference Letters: Obtain letters from former employers, probation officers, case managers, clergy members, teachers, or community leaders who can speak to your character and work ethic.

  
  

• Complete Any Pending Court Requirements: Ensure all court-ordered requirements are satisfied before applying: fines paid, community service completed, probation requirements met. Outstanding obligations create red flags during background checks.

  
  

• Be Patient with the Process: Background checks can take 3-14 days depending on complexity. The restaurant industry has high turnover and frequent hiring cycles if one location doesn't work out, apply to others.

Benefits & Compensation

• Starting Pay: Entry-level hourly positions start at $12-18/hr depending on position and location. Tipped positions (Server, Bartender) have lower base wages but total earnings of $18-35+/hr with gratuities. Management salaries range from $45,000-85,000+ annually.

  
  

• Premium Pay: Holiday shifts may include premium pay at some locations. Weekend and evening shifts (highest-volume periods) typically offer better tip potential for tipped positions.

  
  

• Pay Increases: Performance reviews typically conducted annually with potential for merit-based increases. Promotion to higher-paying positions provides significant pay increases.

  
  

Benefits Package

• Health Insurance: Medical, dental, and vision coverage available for eligible team members. Multiple plan options through various carriers. Eligibility based on average hours worked. Company contribution toward premiums.

  
  

• Retirement: 401(k) plan with company match up to 6% of contributions. Match ranges from 25% to 120% based on company performance. Six-year vesting schedule. Eligibility after one year of service and age 21.

  
  

• Employee Stock Purchase Plan: 15% discount on Darden stock (NYSE: DRI). Purchase up to $5,000 per quarter. Eligibility after one year averaging 20+ hours per week.

  
  

• Paid Time Off: PTO accrual based on tenure and position. Paid sick leave as required by state and local laws. Holiday pay policies vary by location.

  
  

• Additional Benefits: Employee meal discount (50% on duty, 25% off duty at any Darden brand), weekly pay, flexible scheduling, life insurance, short and long-term disability, tuition reimbursement, group legal plan, and D.A.Y.S. employee assistance program.

  
  

Employee Perspectives

• Pros: Flexible scheduling accommodates second jobs or family obligations. Meal discounts provide significant savings. Multiple paths for advancement. Weekly pay helps with cash flow. Large company means consistent policies and benefits.

  
  

• Cons: Fast-paced environment can be stressful. Weekend and holiday work expected. Physical demands include standing for entire shift. Tipped position earnings fluctuate based on business volume.

Frequently Asked Questions

1. Does Darden Restaurants hire people with felonies?

   Yes, Darden Restaurants does hire individuals with felony convictions. As a large publicly-traded employer, Darden is required to comply with EEOC guidelines that mandate individualized assessment of applicants with criminal histories. The company cannot have blanket policies excluding all applicants with felonies. Employee reports confirm that many individuals with records have been successfully hired across Darden's various brands including Olive Garden, LongHorn Steakhouse, and others. Outcomes depend on the nature of the offense, time elapsed, position applied for, and evidence of rehabilitation.

   
   

2. What is the background check process at Darden Restaurants?

   Darden conducts comprehensive background checks after extending a conditional job offer. The check includes multi-state criminal history, sex offender registry search, SSN validation, address history verification, and employment verification. Motor Vehicle Records checks may be included for applicable positions. You will receive written disclosure and must provide written consent before the check is conducted. Results typically return within 3-7 business days, though complex searches may take up to two weeks.

   
   

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

   The lookback period for Darden background checks follows state law and EEOC guidelines. Twelve states limit criminal history reporting to seven years for employment purposes: California, Colorado, Kansas, Kentucky, Maryland, Massachusetts, Montana, New Hampshire, New Mexico, New York, Texas, and Washington. In other states, criminal convictions may be reported indefinitely, though EEOC guidelines require consideration of time elapsed as a factor in hiring decisions.

   
   

4. What types of convictions make hiring more difficult at Darden Restaurants?

   Sex offenses create the highest barrier regardless of timeframe. Recent violent felonies (within 5-7 years) face significant scrutiny for any position. Theft, fraud, and embezzlement convictions create barriers for positions involving cash handling (Server, Bartender, Management). Alcohol-related offenses (DUI/DWI) are more problematic for positions involving alcohol service. Drug trafficking convictions face more scrutiny than simple possession charges. The recency of any conviction matters significantly.

   
   

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

   Back-of-house positions offer the best opportunities: Dishwasher is the most accessible starting point with no experience required, no cash handling, and minimal customer contact. Kitchen Prep and Line Cook positions also have lower barriers with back-of-house work environments. Busser and Host/Hostess positions have some customer contact but typically no cash handling. Start at casual dining restaurants (Olive Garden, LongHorn, Cheddar's) which have higher turnover and more frequent hiring.

   
   

6. Does Darden Restaurants drug test, and what kind of test do they use?

   Drug testing policies at Darden vary by brand, position, and location. Pre-employment drug testing is more common for management positions and may not be required for all hourly positions. When conducted, testing typically involves a urine sample screened for marijuana, cocaine, opiates, amphetamines, and PCP. Post-incident testing occurs following workplace accidents. State laws in California, Colorado, Nevada, New York, and others may affect marijuana testing policies.

   
   

7. When during the hiring process will Darden Restaurants ask about criminal history?

   In most jurisdictions, Darden does not ask about criminal history on the initial job application due to Ban-the-Box laws. Questions about your record typically come after a conditional job offer has been extended. In states and cities with fair chance hiring ordinances, you must receive a pre-adverse action notice with opportunity to explain or dispute if issues arise. The specific timing varies by state—37 states and over 150 cities have adopted some form of fair chance hiring requirements.

   
   

8. Can someone advance to management at Darden Restaurants if they have a felony?

   Yes, advancement to management is possible for individuals with felony convictions, though it typically requires demonstrating reliability and trustworthiness in lower-level positions first. Management positions involve greater responsibilities including safe access, bank deposits, and employee supervision, so comprehensive background review occurs with promotions. Building a strong track record, receiving positive performance reviews, and showing leadership qualities can overcome initial barriers.

   
   

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

   The total hiring process from application to start date typically ranges from one to three weeks depending on location staffing needs. Background checks generally complete within 3-7 business days, though complex searches involving multiple jurisdictions may take up to two weeks. The restaurant industry often moves quickly due to high turnover—urgent staffing needs may accelerate the process. If you haven't heard back within two weeks, follow up with the hiring manager.

   
   

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

    Target back-of-house positions at casual dining brands which have the highest accessibility. Run your own background check first to verify accuracy and prepare for questions. Gather documentation of rehabilitation including certificates, character references, and letters from probation officers. Complete any outstanding court requirements before applying. Be honest when asked about your record—explain briefly, take responsibility, and focus on what you've learned. Apply to multiple locations to increase chances.

Alternative Second Chance Employers

If Darden Restaurants is not the right fit or you want to explore additional opportunities, several other large restaurant chains and employers in the food service industry are known to consider applicants with criminal records. The restaurant industry generally has high turnover and frequent hiring needs, creating opportunities across multiple employers.

Conclusion

Darden Restaurants offers legitimate employment opportunities for individuals with felony convictions. As the world's largest full-service restaurant company with approximately 190,000 employees across 2,100+ locations and 11 distinct brands, Darden provides diverse entry points from casual dining at Olive Garden and LongHorn Steakhouse to fine dining at Ruth's Chris Steak House and The Capital Grille. Entry-level back-of-house positions such as Dishwasher ($14-18/hr) and Kitchen Prep ($15-21/hr) offer the most accessible starting points. The company's comprehensive benefits package includes health insurance, 401(k) with company match up to 6%, employee stock purchase plan, meal discounts, and the D.A.Y.S. employee assistance program.

Success requires a strategic approach: target back-of-house positions at casual dining brands, be honest when asked about your criminal history, and demonstrate reliability and work ethic. Know your rights under EEOC guidelines, FCRA regulations, and applicable Ban-the-Box laws. If you receive a pre-adverse action notice, use the dispute period to provide context and evidence of rehabilitation. Multiple locations mean multiple opportunities persistence pays off in the restaurant industry.

The greatest barriers are created by recent violent offenses and theft or fraud convictions for cash-handling positions. Consider expungement if eligible before beginning your job search it removes a significant obstacle. The ideal candidate has demonstrated rehabilitation, completed all court requirements, can provide character references, and shows genuine enthusiasm for restaurant work. The restaurant industry's high turnover means regular hiring cycles, so if one location doesn't work out, continue applying to others.

Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Information has been compiled from Darden Restaurants' official website, company job postings, employee reviews on Glassdoor and Indeed, salary data from PayScale and ZipRecruiter, and government resources including the EEOC and state labor departments. Hiring policies may vary by location and are subject to change. Background check practices, drug testing requirements, and position availability differ by brand and restaurant. Salary ranges reflect December 2025 data and vary based on location, experience, and brand. Consult with a licensed attorney for legal advice regarding your specific situation. This guide is not affiliated with Darden Restaurants, Inc. and does not guarantee employment outcomes.

Apply Now at darden.com/careers