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Welcome to Part 2 of our 3-part research series, I-9 Compliance Trends: Enforcement Risks and Best Practices. With ICE audits escalating rapidly and fines growing exponentially, I-9 compliance is no longer just an HR issue—it’s a critical executive-level risk. This installment highlights why executive management must take ownership of compliance strategy, resource allocation, and internal governance to protect their organizations from financial penalties, reputational damage, and potential operational disruption. 

Spoiler alert: Just because your new hire's neighbor can verify and sign Section 2 of the Form I-9, doesn’t mean they should. 

Welcome to Part 1 of our 3-part research series, “I-9 Compliance Trends: Enforcement Risks and Best Practices.” 

Ensuring compliance with employment work authorization requirements is a crucial responsibility for employers. A Form I-9 is the official document required by United States law that employers use to verify the identity and employment eligibility of individuals hired to work in the United States. 

Human Resources (HR) professionals know all too well that Form I-9 compliance is one of those non-negotiable requirements that can cause major headaches if not done correctly. With increased enforcement from the Immigration Custom and Enforcement agency (ICE), higher penalties for noncompliance, and the continuation of remote and hybrid work, I-9s are not something you can afford to take lightly. 

HR teams know all too well that compliance is a constant and critical part of daily work.  Ensuring accuracy is essential to avoiding both financial and reputational penalties and damage. In 2025, few documents make the case more compelling than Form I-9—a legally required task in every new hire packet since 1986, and a clear reminder of the importance of compliance. Whether you’ve completed hundreds of Form I-9s or are just getting started, you understand the importance of properly verifying a new employee’s identity and employment eligibility. 

Hiring a new employee should generate momentum, not a compliance minefield. But for many employers, the I-9 process creates legal risk, especially when hiring remotely. An overlooked signature or incomplete form can turn employee verification and onboarding into a liability. Meanwhile, increased federal enforcement under the Trump administration is raising the cost even for minor errors. All of this highlights the importance of a standardized, compliant onboarding process where I-9s are done right the first time, no matter where or how you hire. 

If you’ve worked in Human Resources long enough, then chances are you’ve had at least one moment of panic over Form I-9! Whether it was an incomplete form, a mismatched document number, or a reverification oversight, I-9 errors are surprisingly common, but potentially costly.  

As part of the hiring process, HR understands how critical it is to confirm that every new employee is legally authorized to work in the U.S. Most of us are familiar with Form I-9, the official document that every new hire is required to complete. But are you also aware of a tool where you can double-check eligibility in real time and avoid potential compliance issues down the road? Well, you can. That’s where E-Verify comes in. 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

Employers must verify that every employee they hire has the legal right to work in the U.S. based on U.S. immigration law. With the 2025 presidential administration change, the new Trump administration has declared enforcement of this requirement to be a priority and directed executive agencies to implement changes reflecting that prioritization.