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Even if you rarely rescind an offer, you should be prepared to follow certain best practices before and after the situation arises. What are the five most common reasons for rescinding an offer and the five steps you should consider taking to minimize the impact and your legal risk?  \nTop 5 Reasons for Rescinding an Offer and Key Points to Consider  \n1 . Failed Drug Test  \nIf your company has a comprehensive workplace safety policy, your process may include making job offers contingent upon passing a pre-employment drug test. From the start, itʼs a good idea to let job seekers know what to expect during the recruiting, interviewing, hiring, and onboarding process – and this includes mentioning any background screening, drug testing, or other requirements. Additionally, when applicable, you should make it clear that the job offer is contingent upon passing such tests.  \nWhile employers can generally rescind a conditional job offer if a potential new hire fails a drug test, many states require employers to follow certain steps before taking adverse action. Therefore, you should understand and follow the rules and guidelines in the applicable state. You should also recognize the state-law trend to protect off-duty  \nRelated People  \nRichard A . Millisor  \nRegional Managing Partner 440.838.8800  \nService Focus Counseling and Advice  \nCopyright © 2026 Fisher Phillips LLP. All Rights Reserved. 1  \nuse of cannabis and consider whether you want to continue testing for it, and if so, how you will handle positive test results without running afoul of such laws.  \n2 . Background Check Issues  \nPerhaps you run a criminal background or credit check before an offer is official. If so, you should carefully review applicable rules and regulations if your selected candidate fails to meet your criteria.  \nCompanies that conduct background checks on potential new hires must comply with a host of federal, state, and local laws. For example, under the Fair Credit Reporting Act LFCRAM, you must provide applicants with advance notice (known as a clear and conspicuous stand-alone disclosure) that you will be conducting a background check, and the applicant must provide written consent. Additionally, you must provide the applicant with copy of the report and certain notices before and after taking adverse action.  \nMoreover, many jurisdictions prohibit employers from making decisions based on arrest records, and the U.S. Equal Employment Opportunity Commission LEEOC) has extensive anti-discrimination guidelines for employers that conduct background investigations, including conducting an“individualized assessment” relating to criminal history records.  \nYou should also be aware of any state or local “ban-thebox” laws that dictate when in the hiring process employers can ask about criminal history and what steps they need to take if they intend to take adverse action.  \n3. False Statements on a Resume or Application  \nAlthough research results vary, many studies have found that about a third to half of job seeker admit to lying or making misleading statements on their resume. Common falsehoods involve prior work experience, skills, and education, according to Entrepreneur. For example, an applicant may imply they received a degree from a university they merely attended for a brief period – or they may fudge their dates of employment to inflate their tenure.  \nDo you have processes in place to verify such information? What steps do you take when you find a discrepancy? You should ensure your job applications and background  \nCopyright © 2026 Fisher Phillips LLP. All Rights Reserved. 2  \nscreeni","cbCaijLm9edSRgGS","https://ap.wps.com/l/cbCaijLm9edSRgGS","pdf",282854,"English","# 5 Reasons You Might Rescind a Job Offer - And Top 5 Ways to Ease the Impact\n## Failed Drug Test\n## Background Check Issues\n## False Statements on a Resume or Application\n## Red Flags from References, Social Media, or Other Interactions\n## Budgetary Constraints and Business Restructuring\n## 5 Quick Tips to Ease the Impact and Keep You Compliant","[{\"question\":\"What is the first common reason an employer might rescind a job offer?\",\"answer\":\"A failed pre-employment drug test. The guidance emphasizes making job seekers aware that the offer is contingent on passing such testing and following applicable state procedures for adverse action.\"},{\"question\":\"What compliance steps are highlighted when a candidate fails a background check?\",\"answer\":\"Employers must follow federal, state, and local rules, including providing advance notice and written consent under the Fair Credit Reporting Act, delivering the report and required notices, and applying anti-discrimination guidance such as individualized assessment of criminal history.\"},{\"question\":\"What should employers do when negative information comes from references or social media?\",\"answer\":\"Proceed with caution, document the fair and objective reasons for rescinding, apply them consistently, avoid protected-characteristic bases, and stay mindful of National Labor Relations Board guidance on what posts and exchanges may be protected activity.\"}]","5 Reasons You Might Rescind a Job Offer - And Top 5 Ways to Ease the Impact | PDF",13]