A DUI/DWI conviction will appear on a criminal background check requested by a prospective employer and may adversely affect employment opportunities in some professions, industries, and occupations—especially jobs (1) for which a commercial driver’s license (CDL) is required, (2) for which a person must operate heavy equipment or machinery, or (3) in which a person is entrusted with ensuring the safety of others (air traffic controller, police officer) or safeguarding sensitive information or data. Generally, the only way to remove a DUI/DWI conviction from appearing in some or all of such background checks is to have it expunged or sealed—which is only possible in limited circumstances.

In states in which employment is at-will an employer may terminate an employee for a DUI/DWI arrest or conviction. If the employee has a written employment contract there may be limitations on the grounds on which the employee may be terminated, and a DUI/DWI arrest or conviction may fall within those grounds of termination for cause—in other words, termination for an identified reason, and not for no reason, which is permissible under employment at will.

In Colorado, a DUI/DWI conviction is considered a criminal offense and will appear on a criminal background check, which can be accessed by prospective employers. Such a conviction can indeed negatively impact employment opportunities, particularly for jobs that require a commercial driver's license (CDL), involve operating heavy machinery, or entail a high degree of responsibility for public safety or sensitive information. In Colorado, expungement or sealing of criminal records, including DUI/DWI convictions, is possible under certain conditions, but it is not guaranteed and is subject to eligibility criteria and judicial discretion. Regarding employment, Colorado is an at-will employment state, meaning employers can terminate employees for any legal reason, including a DUI/DWI arrest or conviction, unless there is a written employment contract that specifies the conditions under which termination is allowed. If such a contract exists, it may provide some protection against termination for a DUI/DWI, but this would depend on the specific terms of the contract.