The short answer

If your First Advantage background report contains information you believe is inaccurate or incomplete, obtain the report, identify the specific item, and use First Advantage’s official US dispute page. The page provides an online form and other contact options. Keep a record of your submission and follow up separately with the employer if a hiring notice has been sent.

This is independent guidance for US candidates. Background Check Explained is not First Advantage and cannot access your report or submit a dispute for you. Do not post your report or identifying information on this site.

1. Get the report and identify the issue

Start with the official First Advantage candidate page, which provides a report-copy request route for US candidates. If an employer sends a pre-adverse-action notice, review the report and rights information supplied with it as well.

Write down the report reference, the section and the exact information you believe is wrong or incomplete. For example, a criminal case might show an outdated disposition; an employment entry might belong to a different employer; or the report might include a record that is not yours. Do not guess at the correct answer if you do not yet know it.

An unfinished information request is different from a dispute about report contents. If the provider is still asking for a document, follow its verified submission instructions and ask what remains open. If a completed report contains inaccurate or incomplete information, identify that item in the dispute.

2. Submit the dispute to First Advantage

The official US dispute page offers a form and lists phone and email alternatives. It asks for information to identify and route the request, the organization that requested the check, the type of concern and details. Check the current page and instructions before sending information; do not use a contact copied from an unverified message.

Describe the specific item, why you believe it is inaccurate or incomplete, and the correction or clarification you seek. Provide relevant supporting copies through an accepted channel when available, and keep your originals. Do not delay raising an identified error merely because you are still obtaining every supporting record. Ask how to supply later evidence and keep your submission confirmation.

For general dispute preparation and follow-up, see how to review and dispute background-check errors.

3. Communicate separately with the employer

The reporting company handles the report dispute; the employer handles its hiring decision. If you receive a notice, read its instructions promptly and tell the employer which report item you are disputing. Ask how to provide an update and keep a record of your communication. Do not assume filing a dispute automatically pauses a hiring decision or guarantees an offer.

When an employer is considering adverse action based on a consumer report, the FTC explains the applicable report and rights-notice requirements. State and local rules may provide additional protections. For a threatened or withdrawn offer, see failed background check after a job offer.

What should you include in a dispute?

Use the official form’s instructions and identify only what is needed for the request. A useful description can state:

  • Which report item you dispute and where it appears.
  • Whether the problem is an incorrect fact, missing update or a record you believe belongs to someone else.
  • What information you believe is accurate, if known, and what remains uncertain.
  • What supporting source or document you have, and how to contact you through the verified process.

For a court-record issue, a current disposition may help address the specific item. For employment or education, an HR or school record may be relevant. Acceptance and verification procedures depend on the provider and issue. Never alter a record to make it match.

How long can the dispute take?

The CFPB’s background-screening guide describes an investigation period generally of 30 days from receipt, with 15 additional days in some circumstances, and notification within five business days after completion. This is not the employer’s response window or a promise of a particular completion date. Ask First Advantage how to check your dispute and follow any employer notice promptly.

What if the response does not resolve the issue?

Compare the response and any revised report with the disputed item and evidence. Ask the provider about remaining questions, preserve your correspondence and inform the employer of a correction. The CFPB guide identifies complaint options. If the issue remains unresolved or a hiring deadline is urgent, consider qualified legal advice. A complaint or dispute does not guarantee a hiring outcome.

Frequently asked questions

Can I dispute a First Advantage background check online?

First Advantage’s US dispute page provides an online form as well as other contact options. Use the current official instructions for your report.

Does “Decisional” mean the report is wrong?

No. First Advantage describes Decisional as a status configured for additional employer review. Check the actual report item before deciding whether an accuracy dispute is appropriate.

Can I dispute accurate information just because it is unfavorable?

Being unfavorable alone does not make information inaccurate. If you believe an item is incomplete, belongs to someone else or should not be reported, identify that specific concern. You can separately provide accurate context to the employer.

Will a dispute stop the employer from withdrawing my offer?

Do not assume it will. Respond to the notice, communicate with the employer and pursue correction with the reporting company. Rules and circumstances can differ.

Your next step

Use the Background Check Prep Packet to organize the facts, questions and supporting records relevant to your situation.