Quick Answer

Yes, Food Lion is known to hire individuals with felony convictions for certain positions. As a major regional grocery retailer with approximately 82,000 associates across over 1,100 stores in 10 Southeastern and Mid-Atlantic states, Food Lion operates under EEOC guidelines requiring individualized assessment of criminal backgrounds. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles.

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 theft, larceny, and fraud (due to cash handling and inventory responsibilities), violent crimes (due to customer and employee safety concerns), and drug offenses (particularly recent convictions). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include stocker, grocery clerk, and produce associate positions. These high-turnover roles offer consistent hiring opportunities for individuals with criminal backgrounds who demonstrate reliability, honesty, and a willingness to work flexible schedules.

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.

  
  

• 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: Must be able to stand for extended periods, lift up to 40 pounds, and work in various temperature environments including refrigerated areas for cold storage positions.

  
  

• Drug Screen: Food Lion has reportedly discontinued routine pre-employment drug testing for most positions. However, reasonable suspicion and post-accident testing may still apply. Certain positions may require screening.

  
  

• 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.

  
  

• Flexible Availability: Willingness to work nights, weekends, and holidays significantly increases hiring chances for entry-level positions.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Food Lion operates in multiple states with varying fair chance hiring laws, but must comply with federal EEOC guidelines nationwide. North Carolina, where Food Lion is headquartered, has Ban the Box protections only for state government employers, not private employers. However, Food Lion must still follow EEOC individualized assessment requirements.

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, Food Lion 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 Food Lion's parent company paid $2.9 million in 2015 to settle FCRA violations related to background check procedures.

State-Specific Considerations

North Carolina has limited Fair Chance protections applying only to state government employers through Executive Order 158 (2020). Private employers like Food Lion are not required to follow Ban the Box provisions, though EEOC guidelines still apply. Other states where Food Lion operates have varying protections. Maryland has stronger fair chance laws applying to private employers with 15+ employees. Virginia extended fair chance hiring to state contractors. Delaware, Pennsylvania, and other states have county or city-specific ordinances that may provide additional protections depending on store location.

Grocery Retail-Specific Considerations

The grocery retail industry involves extensive cash handling, inventory management, and customer interaction, which creates specific regulatory considerations. Unlike healthcare or financial services, grocery retail has no federal licensing requirements that automatically exclude individuals with criminal records. However, positions involving cash handling, high-value inventory, or pharmacy operations face increased scrutiny. Meat cutting positions may require adherence to USDA food safety standards but do not have criminal record exclusions. Delivery driver positions require clean driving records and may face DOT regulations for commercial vehicles.

Company Overview

Food Lion is a major regional grocery retailer operating in the Southeastern and Mid-Atlantic United States. Founded in 1957 as Food Town in Salisbury, North Carolina, the company has grown to operate over 1,100 supermarkets across 10 states: Delaware, Georgia, Kentucky, Maryland, North Carolina, South Carolina, Pennsylvania, Tennessee, Virginia, and West Virginia. The company employs approximately 82,000 associates and serves more than 10 million customers weekly.

Food Lion is a subsidiary of Ahold Delhaize USA, the U.S. division of Zaandam-based Ahold Delhaize, one of the world's largest food retail groups. The company was acquired by the Delhaize Group in 1974 and has since grown to become a cornerstone of community grocery shopping in its operating regions. Food Lion is committed to providing affordable, fresh food through its easy shopping experience and has been recognized as a Top Employer in the United States by the Top Employers Institute in 2025.

Company Fast Facts

• Founded: 1957 (Salisbury, North Carolina)

• Headquarters: Salisbury, North Carolina

• Employees: Approximately 82,000 associates

• Store Count: Over 1,100 stores across 10 states

• Parent Company: Ahold Delhaize USA

• President: Greg Finchum (as of May 2025)

• Operating States: DE, GA, KY, MD, NC, PA, SC, TN, VA, WV

• Community Initiative: Food Lion Feeds (donated over 1.5 billion meals since 2014)

Hiring Policy Analysis

Food Lion has implemented fair chance hiring practices consistent with EEOC guidelines, conducting individualized assessments rather than maintaining blanket exclusions for applicants with criminal records. The company conducts background checks after extending conditional job offers, giving applicants the opportunity to demonstrate their qualifications before their criminal history is reviewed. The hiring process typically includes online application, phone screening, in-person interview, conditional offer, background check authorization, and final hiring decision. Food Lion operates as a non-union employer, giving individual store managers discretion in hiring decisions within company guidelines.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, customer interaction level, inventory access, and supervisory duties.

Available Positions and Pay

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

Career Path Examples

Food Lion emphasizes internal promotion and offers training programs for career advancement. Many management positions are filled through internal promotion based on performance, reliability, and demonstrated leadership.

Store Operations Track: Night Stocker ($11-$14/hr) → Head Stocker ($13-$16/hr) → Grocery Manager ($15-$18/hr) → Assistant Store Manager ($45K-$55K/yr). Advancement requires consistent attendance, demonstrated reliability, and leadership skills.

Fresh Department Track: Deli Associate ($12-$15/hr) → Senior Deli Associate ($14-$16/hr) → Deli Manager ($16-$19/hr) → Perishable Manager ($50K-$60K/yr). Advancement requires food safety certification and customer service excellence.

Front End Track: Cashier ($11-$14/hr) → Front End Lead ($13-$16/hr) → Customer Service Manager ($15-$18/hr) → Front End Manager ($45K-$55K/yr). Advancement requires cash handling accuracy and supervisory capability.

Background Check Process

Understanding Food Lion's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending conditional job offers, which means you'll have the opportunity to demonstrate your qualifications during the interview before your criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification for recent employers; education verification for positions requiring specific credentials.

  
  

• Lookback Period: Standard 7-year criminal lookback for hourly positions. Management positions may extend to 10 years. Employment verification typically extends 3-5 years. Some states like Pennsylvania and Maryland have statutory limitations that may further restrict lookback periods.

  
  

• Timeline: The hiring process averages approximately 7-14 days from application to hire based on employee reports. Background checks typically take 3-7 business days to complete after conditional offer. Some positions may take longer depending on complexity of criminal history or difficulty verifying previous employment.

  
  

• Process Flow: Application submitted → Phone screening (if applicable) → In-person interview conducted → Conditional offer extended → Background check 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 → Orientation scheduled.

Disqualifying Factors

High Risk for Disqualification: Recent theft, larceny, or embezzlement convictions (highly relevant to cash handling and inventory access); violent felonies including assault, battery, or weapons charges (customer and employee safety concern); recent drug convictions, particularly distribution charges; fraud or financial crimes affecting positions with cash office access; sexual offenses (customer-facing environment with minors present).

Lower Risk (Case-by-Case): Non-violent drug possession older than 5 years; property crimes unrelated to theft (such as vandalism) with demonstrated rehabilitation; DUI/DWI for non-driving positions; older misdemeanor convictions with clean record since. All subject to individualized assessment considering rehabilitation evidence, time elapsed, and job relevance.

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. Reasonable time to respond is required.

  
  

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

  
  

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

Application Strategy

1. Target Entry-Level Stock and Produce Positions: Focus on night stocker, grocery clerk, and produce associate positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid cashier positions initially if your record includes theft-related offenses.

   
   

2. Apply Through Official Channels: Submit your application through foodlion.com/careers. Food Lion posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as entry-level positions are posted frequently. Consider applying to multiple locations to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your availability, physical capabilities, and customer service mindset. Research Food Lion's community involvement and commitment to affordability. Emphasize reliability, punctuality, and teamwork.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. 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 Eligibility: Research whether your offense qualifies for sealing or expungement in your state. North Carolina allows expungement of certain first-time offenses after waiting periods. Contact local legal aid for assistance. Expunged records cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with the store if you don't hear back within 1-2 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. Grocery Retail Has Constant Hiring Needs: The grocery industry has consistent turnover in entry-level positions. Food Lion operates over 1,100 stores across 10 states with 82,000 employees. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Food Lion begin in entry-level stock positions. Prove reliability by showing up on time, working your full shift, and being flexible with scheduling. Food Lion promotes from within for management positions.

   
   

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 Grocery Store Operations: Grocery environments require physical stamina, attention to product freshness, and customer service awareness. Demonstrate understanding of food safety basics and inventory rotation principles like FIFO (first in, first out).

   
   

5. Drug Testing Status: Multiple employee reports indicate Food Lion has discontinued routine pre-employment drug testing for most positions. However, be prepared for potential reasonable suspicion or post-accident testing. Some management positions may still require screening.

   
   

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

   
   

7. Network and Use Employee Referrals: Current Food Lion 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. Night stocker positions offer the most flexibility for those preferring overnight work with minimal customer interaction.

Benefits Overview

Food Lion offers a comprehensive benefits package to eligible employees. Benefits begin after meeting eligibility requirements, typically 30-90 days for full-time associates.

• Compensation: Entry-level positions start at $11-$14/hr depending on role and location. Specialized positions (meat cutter, bakery) earn $12-$18/hr. Management positions range from $45K-$70K annually. Performance reviews every 6-12 months with potential for raises of $0.25-$1.00/hr.

  
  

• 401(k) and Retirement: 401(k) plan with company match available to eligible employees. Fidelity Investments administers the retirement plan.

  
  

• Health Benefits: Medical, dental, and vision insurance available for full-time employees. Life insurance and disability coverage included. Coverage begins after eligibility period.

  
  

• Time Off: Full-time employees receive PTO including vacation time based on years of service, holiday pay (12 hours per quarter after first year), and sick time (14 hours per quarter). Part-time employees receive reduced PTO benefits after one year.

  
  

• Additional Benefits: Employee discount on groceries (up to 10% for full-time, 5% for part-time); career development and training programs; flexible scheduling options; paid training and orientation.

  
  

• Employee Perspectives - Pros: Flexible scheduling; supportive management in many locations; opportunities for advancement; good PTO for full-time employees; friendly team environment; consistent hours available.

  
  

• Employee Perspectives - Cons: Pay close to minimum wage for entry-level; limited hours for part-time; inconsistent management quality between stores; physical demands of work; understaffing in some locations.

Frequently Asked Questions

1. Does Food Lion hire people with felonies?

   Yes, Food Lion does hire individuals with felony convictions. The company conducts individualized assessments as required by EEOC guidelines rather than maintaining blanket exclusions. Each case is evaluated based on the nature of the offense, time elapsed since conviction, and relevance to the position. Entry-level positions like night stocker and produce associate offer the best opportunities. Theft-related convictions face higher scrutiny for cash-handling roles.

   
   

2. What is the background check process at Food Lion?

   Food Lion conducts background checks after extending conditional job offers. The process includes criminal history checks at county, state, and federal levels, identity verification through SSN trace, and employment history verification. You must provide written consent before the check. If issues arise, you'll receive a pre-adverse action notice with a copy of the report and opportunity to respond before a final decision is made.

   
   

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

   Standard lookback is 7 years for hourly positions and up to 10 years for management positions. However, some states have statutory limitations that restrict lookback periods. Employment verification typically covers 3-5 years. Expunged or sealed records should not appear on background checks.

   
   

4. What types of convictions make hiring more difficult at Food Lion?

   Theft, larceny, and fraud convictions create the highest barriers due to cash handling and inventory responsibilities. Violent crimes raise safety concerns given customer and employee interaction. Recent drug convictions, especially distribution charges, increase difficulty. Sexual offenses are particularly problematic given the family shopping environment. Older, non-violent offenses with demonstrated rehabilitation are evaluated more favorably.

   
   

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

   Night stocker positions ($11-$14/hr) offer the best entry point with minimal customer interaction and no cash handling. Produce associate and dairy/frozen associate positions are also favorable starting points. These roles demonstrate reliability and can lead to advancement. Avoid cashier positions initially if you have theft-related offenses in your history.

   
   

6. Does Food Lion drug test, and what kind of test do they use?

   Multiple employee reports indicate Food Lion has discontinued routine pre-employment drug testing for most hourly positions. However, reasonable suspicion testing and post-accident testing may still apply. Some management and specialized positions may still require drug screening. When testing is conducted, it typically uses a standard urine panel.

   
   

7. When during the hiring process will Food Lion ask about criminal history?

   Food Lion conducts background checks after extending conditional job offers. This means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed. The application may ask about criminal history, but the detailed check occurs after the conditional offer stage.

   
   

8. Can someone advance to management at Food Lion if they have a felony?

   Yes, advancement is possible but faces increased scrutiny. Management positions involve cash office access, safe/vault responsibilities, and hiring authority, which triggers more extensive background review. Success depends on demonstrated reliability, time elapsed since conviction, nature of offense, and strong performance record. Building a track record of trustworthiness in entry-level positions is essential for advancement.

   
   

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

   The typical hiring process takes 7-14 days from application to start date. Background checks usually complete within 3-7 business days after conditional offer. Some checks may take longer if there are multiple jurisdictions to search or difficulty verifying previous employment. Entry-level positions generally have faster turnaround than management roles.

   
   

10. What can applicants do to improve their chances of getting hired at Food Lion?

    Target night stocker and produce positions for lowest barriers. Be completely honest about your record—dishonesty is an automatic disqualifier. Prepare a brief rehabilitation narrative. Document positive changes since conviction. Offer flexible availability including nights, weekends, and holidays. Apply to multiple locations. Follow up professionally. Highlight stable housing, reliable transportation, and any work history showing dependability.

Alternative Second Chance Employers

If Food Lion doesn't work out, consider these employers known for fair chance hiring practices in grocery and related retail industries:

Conclusion

Food Lion offers genuine opportunities for individuals with criminal records, particularly in entry-level stock and produce positions. As a major regional grocery retailer with over 82,000 employees across 1,100+ stores, the organization provides a realistic pathway to stable employment with competitive benefits. The company follows EEOC guidelines requiring individualized assessment and has not implemented blanket exclusions for applicants with felony convictions.

The work is physically demanding and fast-paced, requiring reliability and flexibility. However, the compensation is competitive for the industry with starting wages of $11-$14/hr for entry-level positions. The benefits package includes health insurance, 401(k) with match, PTO, and employee discounts. Career advancement is possible through internal promotion—many management positions are filled by long-term employees who demonstrated consistent performance.

Key Success Factors: Target night stocker and produce positions for lowest barriers; be completely honest about your record; prepare your rehabilitation narrative; document positive changes; offer flexible availability; apply to multiple locations; follow up professionally.

Biggest Barriers: Recent theft or fraud convictions for cash-handling positions; violent crime history due to safety concerns; dishonesty during application process; inability to work flexible schedules; recent felonies within past 2-3 years.

Your past doesn't define your future. Food Lion's commitment to EEOC guidelines and individualized assessment means you have a real chance at employment. Focus on entry-level positions, demonstrate reliability, and build your track record. Thousands of individuals with records have successfully built careers in grocery retail. With persistence, honesty, and a willingness to start where opportunities exist, you can too.

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 Food Lion.

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: foodlion.com/careers