Quick Answer

Yes, Eli Lilly and Company hires individuals with felony convictions for certain positions. As a global pharmaceutical leader with approximately 47,000 employees worldwide, Eli Lilly operates in a highly regulated environment where employment decisions are conditional upon passing a comprehensive background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

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

The greatest barriers are created by felonies related to healthcare fraud or abuse (mandatory OIG exclusion), controlled substance offenses (regulatory prohibition in pharmaceutical manufacturing), and financial crimes or fraud (integrity concerns under FDA regulations). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level manufacturing positions such as production operators, packaging technicians, and warehouse workers offer the best opportunities for individuals with criminal records. These roles have high-volume hiring needs and focus on reliability and safety compliance rather than financial trust or regulatory licensing.

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 Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

• OIG Exclusion Check: Must NOT appear on the OIG List of Excluded Individuals/Entities (LEIE). This is a permanent, absolute bar to employment at any pharmaceutical company receiving federal healthcare funds.

  
  

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

  
  

• Physical Requirements: Manufacturing roles require standing for extended periods, lifting up to 50 pounds, and working in cleanroom environments following cGMP protocols.

  
  

• Drug Screen: Must pass a mandatory pre-employment urine drug test. Eli Lilly maintains a strict drug-free workplace policy and may conduct random testing.

  
  

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

  
  

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

  
  

• Education Requirements: Entry-level manufacturing positions typically require a high school diploma or GED. Technical positions may require associate degrees or vocational certifications. The company offers tuition assistance for employees pursuing additional education.

Critical Regulatory Information

Understanding the legal landscape for criminal records in pharmaceutical employment is essential. Eli Lilly operates under multiple layers of federal regulation beyond standard employment law. The company is headquartered in Indianapolis, Indiana, with major manufacturing facilities across the United States. Indiana has limited fair chance protections for private employers but prohibits employers from asking about sealed or expunged records.

EEOC Guidelines

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

(1) Nature and gravity of the offense;

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

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Eli Lilly 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.

State-Specific Considerations

Indiana has limited fair chance protections for private employers. The state prohibits local municipalities from enacting Ban the Box laws (Senate Bill 312, 2017), though an executive order applies Ban the Box to state government Executive Branch positions. Private employers in Indiana can legally ask about criminal history at any point during the hiring process and can make adverse decisions based on criminal records, though they must still follow federal EEOC guidance. Indiana allows indefinite criminal lookback for convictions. Employers cannot inquire about sealed or expunged records.

Pharmaceutical-Specific Considerations

The pharmaceutical industry has unique regulatory requirements that create specific barriers beyond standard employment law:

• OIG Exclusion (Permanent Legal Bar): Eli Lilly is legally required to check all workers against the OIG List of Excluded Individuals/Entities (LEIE). Individuals excluded for Medicare/Medicaid fraud, patient abuse/neglect, or felony healthcare offenses face a minimum 5-year exclusion, with permanent exclusion for three or more healthcare-related convictions.

  
  

• FDA/cGMP Compliance: Manufacturing operations must comply with FDA Current Good Manufacturing Practice regulations. Convictions involving falsification, fraud, or controlled substance violations create serious barriers to positions requiring cGMP certification or access to controlled substances.

  
  

• Controlled Substance Licensing: Positions involving access to DEA Schedule II-V controlled substances require employees with clean records related to drug offenses. Drug manufacturing, distribution, or diversion convictions create near-absolute barriers to these positions.

Company Overview

Eli Lilly and Company is a global pharmaceutical company and one of the largest biopharmaceutical companies worldwide. Founded in 1876 by Colonel Eli Lilly in Indianapolis, Indiana, the company has grown from a small pharmaceutical business into a Fortune 500 powerhouse. Lilly was the first company to mass-produce the polio vaccine and insulin, and remains a leader in diabetes care, oncology, immunology, and neuroscience medications.

The company employs approximately 47,000 employees worldwide, with roughly half based in the United States. Major U.S. facilities are located in Indianapolis (corporate headquarters and research), Lafayette and Clinton (manufacturing), Research Triangle Park (North Carolina), and Concord (North Carolina). The company reached a $1 trillion market capitalization in November 2025, becoming the first healthcare company to achieve this milestone.

Company Fast Facts

• Founded: 1876 (Indianapolis, Indiana)

• Headquarters: Indianapolis, Indiana

• Employees: 47,000 globally; approximately 22,000 in U.S.

• Stock Exchange: NYSE (LLY)

• Revenue: $45 billion (FY 2024)

• Key Products: Mounjaro, Zepbound, Verzenio, Trulicity, Humalog

• Major Operations: Indianapolis IN, Lafayette IN, Concord NC, Research Triangle Park NC

The company invests heavily in employee development through programs like the 12-month Discover onboarding program for new hires. Eli Lilly has been recognized as one of the best places to work in the pharmaceutical industry, with employees consistently rating benefits and compensation highly. The company culture emphasizes integrity, respect for people, and excellence in everything they do—values that translate into their approach to fair chance hiring and individualized assessment.

Hiring Policy Analysis

Eli Lilly conducts individualized assessments as required by EEOC guidelines. Employment is contingent upon successful completion of a background check, including criminal history, drug screen, educational verification, and motor vehicle report where applicable. Background checks are conducted after conditional offer, giving applicants the opportunity to present their qualifications before criminal history is considered. The hiring process averages approximately 30 days from application to hire.

Position-Specific Barriers

Barrier levels are determined by regulatory requirements, access to controlled substances, financial responsibilities, and direct patient contact.

Available Positions and Pay

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

Career Path Examples

Eli Lilly emphasizes internal advancement and offers comprehensive training programs. Many supervisory and management positions are filled through internal promotion.

Manufacturing Track: Production Operator ($17-$25/hr) → Manufacturing Operator ($22-$32/hr) → Senior Operator ($28-$35/hr) → Operations Supervisor ($70K-$110K/yr). Advancement requires cGMP certification, proven reliability, and leadership skills.

Quality Track: Quality Control Associate ($21-$28/hr) → QC Technician ($25-$33/hr) → QC Specialist ($60K-$85K/yr) → QA Supervisor ($80K-$110K/yr). Requires attention to detail and regulatory training.

Technical Track: Maintenance Technician ($25-$35/hr) → Lead Technician ($28-$47/hr) → Maintenance Supervisor ($75K-$100K/yr). Technical certifications and cross-training increase advancement opportunities.

Background Check Process

Understanding Eli Lilly's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional offer, which means you'll have the opportunity to demonstrate your qualifications before your criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG/SAM exclusion lists (mandatory for pharmaceutical companies); identity verification through SSN trace and address history; employment history verification; education verification for positions requiring specific credentials; drug screening (urine test, mandatory for all positions); motor vehicle report for positions requiring company vehicles.

• Lookback Period: Indiana allows indefinite criminal lookback for convictions. FCRA limits non-conviction records (arrests without disposition) to 7 years for positions paying under $75,000. OIG exclusion is permanent. Employment verification typically extends 7-10 years.

  
  

• Timeline: The hiring process averages approximately 30 days from application to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Some positions may take longer depending on verification requirements.

  
  

• Process Flow: Application submitted → Phone screen with recruiter → Interview(s) with hiring manager → Conditional offer extended → Background check and drug test authorization signed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → 12-month Discover onboarding program begins.

Disqualifying Factors

High Risk for Disqualification: OIG exclusion (permanent bar); healthcare fraud, Medicare/Medicaid fraud; patient abuse or neglect; felony controlled substance manufacturing, distribution, or diversion; violent felonies (assault, robbery, weapons charges); sexual offenses; falsification of records or fraud; recent drug convictions (especially within 5 years).

Lower Risk (Case-by-Case): Non-violent property crimes more than 7 years old; DUI (unless applying for driving positions); minor drug possession (non-distribution); non-financial fraud unrelated to job duties. 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 are given reasonable time to respond with rehabilitation evidence or dispute inaccuracies.

  
  

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

  
  

• Indiana Protections: Employers cannot ask about or consider sealed or expunged records. If your record has been expunged, you may legally answer 'No' to questions about criminal history.

Application Strategy

1. Verify OIG Status First: Before applying, confirm you are NOT on the OIG List of Excluded Individuals/Entities at exclusions.oig.hhs.gov. If you are on this list, you cannot work for any pharmaceutical company receiving federal healthcare funds.

   
   

2. Target Entry-Level Manufacturing: Focus on Production Operator, Packaging Operator, and Warehouse Technician positions. These have the lowest barriers and highest volume hiring needs. Avoid positions involving controlled substances, financial responsibilities, or R&D access.

   
   

3. Apply Through Official Channels: Submit your application through careers.lilly.com. Eli Lilly also posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as manufacturing positions are posted frequently.

   
   

4. Prepare for the Interview: Research Lilly's products and company history. Be ready to discuss reliability, attention to detail, and commitment to quality. Manufacturing environments value safety consciousness and teamwork.

   
   

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire. In pharmaceutical manufacturing, falsification violations are particularly serious.

   
   

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

   
   

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

   
   

8. Check Expungement Eligibility: Indiana allows expungement for many offenses after certain waiting periods. Contact Indiana Legal Services or a criminal defense attorney for assistance. Expunged records cannot be reported on background checks.

Tips for Applicants with Records

1. Pharmaceutical Manufacturing Has Constant Hiring Needs: The industry has consistent turnover in production and packaging roles. Eli Lilly operates multiple large facilities with thousands of positions. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Lilly begin in entry-level production roles. Prove reliability by showing up consistently, following safety protocols, and demonstrating attention to detail. The Discover onboarding program provides training for advancement.

   
   

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. Also check the OIG exclusion database yourself. Dispute any errors in advance.

   
   

4. Understand cGMP Requirements: Pharmaceutical manufacturing follows Current Good Manufacturing Practice regulations. Demonstrate understanding of quality control, documentation requirements, and contamination prevention. This knowledge shows commitment to the industry.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Eli Lilly requires a urine drug test for all positions. The company maintains a drug-free workplace policy and may conduct random testing.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Manufacturing employers especially value punctuality and dependability.

   
   

7. Network and Use Employee Referrals: Current Eli Lilly 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 Shifts: Willingness to work night shifts, weekends, and 12-hour shifts increases your chances significantly. Manufacturing operates around the clock. Many positions offer shift differential pay for non-standard hours.

Benefits Overview

Eli Lilly offers a comprehensive benefits package consistently rated among the best in the pharmaceutical industry. Benefits begin on your start date for eligible employees.

• Compensation: Competitive pay with annual increases. Bonus programs available for eligible employees. Stock purchase programs allow all employees ownership in the company.

  
  

• 401(k) and Retirement: 401(k) with up to 6% company match of your contribution. Pension benefit available after 5 years of service—rare in today's job market. Qualified student loan payment matching available.

  
  

• Health Benefits: Medical insurance with HSA and HRA options. Prescription drug coverage. Dental and vision insurance. Long-term care insurance. Free gym membership at company facilities.

  
  

• Time Off: Generous PTO with summer and winter shutdowns. 8 weeks maternity leave plus 10 weeks parental leave (available to all parents). Holiday pay.

  
  

• Additional Benefits: Life insurance. Employee Assistance Program. Tuition reimbursement. Backup care for child, elder, and pet. Employee discounts on sports, entertainment, travel, and automobiles.

  
  

• Employee Perspectives - Pros: Excellent benefits package; pension is rare; 6% 401k match; generous PTO; good work-life balance in many areas; opportunities for advancement; positive company culture.

  
  

• Employee Perspectives - Cons: Manufacturing roles can have mandatory overtime; 12-hour shifts are demanding; some areas report management issues; contract positions are common in manufacturing.

Overall, employees rate Eli Lilly's compensation and benefits in the top 10% of similar-sized companies. The pension benefit is particularly valuable and increasingly rare in corporate America. Many employees cite the benefits package as a primary reason for staying with the company long-term, even when opportunities elsewhere may offer higher base salaries.

Frequently Asked Questions

1. Does Eli Lilly hire people with felonies?

   Yes, Eli Lilly hires individuals with felony convictions for certain positions, particularly in manufacturing, packaging, and warehouse roles. The company conducts individualized assessments as required by EEOC guidelines. However, individuals on the OIG exclusion list face a permanent bar to employment. Best opportunities exist for those with older, non-violent offenses unrelated to healthcare fraud, controlled substances, or financial crimes.

   
   

2. What is the background check process at Eli Lilly?

   Eli Lilly conducts background checks after extending a conditional job offer. The process includes criminal history at county, state, and federal levels; mandatory OIG/SAM exclusion list check; education and employment verification; and drug screening. You must provide written consent before the check begins. If adverse information is found, you receive pre-adverse action notice with an opportunity to respond before final decision.

   
   

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

   Indiana allows indefinite lookback for criminal convictions. However, FCRA limits reporting of non-conviction records (arrests without disposition) to 7 years for positions paying under $75,000 annually. OIG exclusion is permanent with no time limit. Employment verification typically extends 7-10 years. Sealed or expunged records cannot be reported.

   
   

4. What types of convictions make hiring more difficult at Eli Lilly?

   Highest barriers: OIG exclusion offenses (healthcare fraud, patient abuse); controlled substance manufacturing or distribution; violent felonies; sexual offenses; fraud or falsification. Moderate barriers: financial crimes; theft; recent drug convictions. Lower barriers: non-violent property crimes over 7 years old; DUI (except driving positions); minor drug possession without distribution.

   
   

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

   Production Operator ($17-$25/hr), Packaging Operator ($17-$25/hr), and Warehouse Technician ($17-$22/hr) offer the best opportunities. These positions have high volume hiring needs, lower barriers, and don't require access to controlled substances or financial responsibilities. Manufacturing roles at the Indianapolis, Lafayette, and Concord facilities frequently hire.

   
   

6. Does Eli Lilly drug test, and what kind of test do they use?

   Yes, Eli Lilly requires a mandatory pre-employment urine drug test for all positions. The company maintains a strict drug-free workplace policy and may conduct random testing for current employees. Testing typically screens for common substances including marijuana, cocaine, opioids, amphetamines, and PCP. Failing the drug test results in revocation of the job offer.

   
   

7. When during the hiring process will Eli Lilly ask about criminal history?

   Eli Lilly conducts background checks after extending a conditional job offer. Indiana does not have Ban the Box laws for private employers, but Lilly's practice of post-offer checks gives applicants opportunity to present their qualifications first. Criminal history inquiry occurs during the background check phase, not on the initial application.

   
   

8. Can someone advance to management at Eli Lilly if they have a felony?

   Yes, advancement to supervisory and management positions is possible for individuals with felonies who demonstrate consistent performance, reliability, and leadership skills. Manufacturing supervisors and operations managers often come from internal promotion. However, advancement to positions involving controlled substance handling, financial responsibilities, or regulatory decision-making may face additional scrutiny.

   
   

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

   The hiring process at Eli Lilly averages approximately 30 days from application to start date. Background checks typically take 1-2 weeks after you sign authorization. The process includes: application review (1-2 weeks), phone screen (1 week), interviews (1-2 weeks), conditional offer and background check (1-2 weeks), and start date coordination.

   
   

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

    Key strategies:

    (1) Verify you're not on OIG exclusion list;

    (2) Target entry-level manufacturing positions;

    (3) Pass the drug test;

    (4) Be completely honest about your record;

    (5) Prepare rehabilitation documentation;

    (6) Check expungement eligibility in Indiana;

    (7) Be flexible on shifts and locations;

    (8) Highlight stability and reliability;

    (9) Follow up professionally after applying;

    (10) Network with current employees for referrals.

Alternative Second Chance Employers

If Eli Lilly doesn't work out, consider these employers known for fair chance hiring practices in pharmaceutical, manufacturing, and related industries:

Conclusion

Eli Lilly offers genuine opportunities for individuals with criminal records, particularly in manufacturing, packaging, and warehouse positions. As one of the world's leading pharmaceutical companies with 47,000 employees and continuous growth, the organization provides a pathway to stable employment with industry-leading benefits. The company conducts individualized assessments as required by EEOC guidelines, though it operates under strict federal pharmaceutical regulations that create specific barriers.

Manufacturing work at Lilly involves 12-hour shifts, attention to detail, and compliance with cGMP regulations. However, the compensation is competitive ($17-$32/hr for production roles), and the benefits package is exceptional—including a pension after 5 years, 6% 401(k) match, comprehensive health insurance, and generous paid time off. Career advancement is available through internal promotion, with many supervisors rising from entry-level positions.

Key Success Factors: Not on OIG exclusion list; target entry-level manufacturing roles; pass drug test; complete honesty about record; documented rehabilitation; flexible on shifts; stable work history.

Biggest Barriers: OIG exclusion (permanent bar); healthcare fraud convictions; controlled substance offenses; recent violent crimes; falsification or fraud convictions; Indiana's lack of private-sector Ban the Box protections.

For individuals committed to rebuilding their careers, Eli Lilly represents a legitimate opportunity with one of America's most respected pharmaceutical companies. Focus on entry-level manufacturing positions, be completely honest, and demonstrate reliability. The company's commitment to employee development through programs like Discover creates pathways from entry-level to supervisory roles. Your past conviction need not define your future at Lilly—prove yourself through consistent performance and you can build a meaningful career.

Disclaimer

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

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

Apply Now: https://careers.lilly.com