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 Minnesota, a DUI/DWI (Driving Under the Influence/Driving While Impaired) conviction is a public record and will appear on a criminal background check. This can negatively impact employment prospects, particularly for positions 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. Expungement or sealing of records is the primary method to prevent a DUI/DWI from appearing on background checks, but this is only available under certain conditions and can be a complex legal process. Minnesota is an at-will employment state, meaning employers can terminate employees for any legal reason, including a DUI/DWI arrest or conviction. However, if an employee has a written contract, the terms of the contract may limit the reasons for which they can be terminated, and a DUI/DWI could potentially be a justifiable cause for termination under such a contract.