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Are Equifax, Experian, or Trans Union Reporting You As Deceased?

Posted by Andrew Weiner | Apr 08, 2021 | 0 Comments

Over the last twenty years, Equifax, Experian, and Trans Union have each been sued under the Fair Credit Reporting Act because they reported consumers as deceased when the consumers were, in fact, alive and well.  Misreporting a consumer as deceased can have devastating effects for consumers.  It can lead to mortgage denials, auto loan denials, and other credit issues.

When a consumer is reported incorrectly as deceased, the consumer has steps to take to try and correct the misreporting.  First, the consumer should dispute the erroneous information with the consumer reporting agency.  Once the consumer does so, the consumer reporting agency must conduct an investigation under the Fair Credit Reporting Act to determine whether the deceased notation is correct.  If it cannot verify the deceased notation as correct, it must remove the inaccurate information from the credit report.  If it fails to do so, it might be liable for violations of the Fair Credit Reporting Act.

The Fair Credit Reporting Act attorneys at Weiner & Sand LLC have helped many consumers who have faced issues with an inaccurate deceased notation in their credit and background reports.  If you are having an issue with Equifax, Experian, Trans Union, or another credit reporting agency and its reporting that you are deceased, feel free to reach out to discuss the problem.  

About the Author

Andrew Weiner

Andrew Weiner has represented and counseled clients in numerous areas of employment law, including race, gender, national origin, age, and disability discrimination claims, wage and hour disputes, retaliation and harassment claims, Fair Credit Reporting Act (background report) claims, common law tort claims, the development and implementation of employment contracts, employee handbooks, personnel policies, reductions-in-force, independent contractor agreements and compliance with Title VII, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Family and Medical Leave Act, and other federal, state and local employment statutes. Andrew also has negotiated severance agreements, employment contracts, non-compete agreements, and confidentiality agreements.


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