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U.S. Citizenship and Immigration Services (USCIS) recently published additional frequently asked questions (FAQs) regarding the E-Verify Status Change Report and Employment Authorization Document (EAD) revocations. Employers are responsible for manually pulling this and need to add calendar reminders every two weeks to get updates to the EAD revocation page. These new changes place additional ongoing responsibilities for employers to monitor and act on this information promptly.   

When ICE issues a Notice of Inspection, you generally have three business days to respond. That timeline alone can make the process overwhelming and stressful. Follow this checklist to learn the actions you must take from the moment the notice lands on your desk, all the way through gathering documents and communicating with ICE officials, to keeping your organization audit-ready in the future.  

Employee onboarding includes so many moving parts, but few are as important as Form I-9 compliance. It doesn’t matter if you're hiring one employee or hundreds, because maintaining a compliant I-9 verification process helps protect your company from costly penalties, ICE audit findings, and operational disruptions. The good news is that with the right processes, technology, best practices, and support, I-9 management can become a seamless part of your onboarding strategy rather than a compliance chore and headache.

Key Takeaways for HR

• Digital systems centralize records, reduce document loss, and automate tracking for reverification and retention deadlines, removing the manual variables that commonly trigger audit penalties.
• Routine internal reviews allow HR to identify and fix errors before an official Notice of Inspection arrives. The internal reviewer should be a member of the HR team who does not regularly manage the I-9 process but can be trusted to ensure continued confidentiality of the information contained on those Forms.
• Because remote and distributed hiring models often rely on external individuals to complete Section 2 verification, HR must establish rigid, consistent guidance and training for these representatives to prevent costly, uncorrected administrative mistakes.

HR professionals already have enough on their plates, from recruiting and onboarding to benefits administration and compliance management. One task that often gets overlooked until it becomes urgent is Form I-9 reverification. Though only a few reverifications might be required per year, failing to properly complete reverification can lead to fines, and even legal trouble.

Top Takeaways for HR

• While failing to reverify temporary visas creates massive liability, reverifying individuals who hold permanent authorization is equally illegal. HR must ensure that recruiters and managers never request updated paperwork for U.S. passports, valid Green Cards, or standard List B identity documents (like driver's licenses) when they expire
• Waiting until 30 or 60 days before a temporary visa expires to alert an employee is an operational failure that can lead to immediate business disruptions. A compliant strategy requires an automated tracking framework that initiates the first notification 120 days out.

Are you completing Section 2 before your employee completes Section 1? Stop.

I-9 errors are common. And costly. Whether it is an incomplete form, a mismatched document number, or a reverification oversight, errors can happen to even the most experienced HR professional.

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.  

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.  

Few HR compliance tasks are as risky as I-9 reverification. One missed expiration date, reverification, a missing signature, or an incorrect document can turn into an audit finding. The good news? With the right approach, I-9 reverification can become an efficient, low-stress part of your HR compliance strategy.

Top Takeaways for HR

• HR must use Supplement B (formerly Section 3) to update existing I-9s rather than creating new forms, ensuring that reverification is only triggered by expiring work authorization and never for U.S. citizens or lawful permanent residents.
• To avoid "fire drills" and audit findings, organizations should implement an automated tracking system that initiates employee notifications at 120, 90-, 60-, and 30-day intervals before employee work authorization documentation expires.
• Employers must avoid "over-reverification" such as requesting specific documents, running reverification through E-Verify, or re-checking List B identity documents, to prevent significant legal risk under federal anti-discrimination provisions.

When it comes to Form I-9 compliance, most employers put effort and thought into form completion and accuracy. Just as important is how long to keep the forms (record retention and purging). Toss them out too early and you risk a compliance violation. Keep them too long, especially if you don’t self-audit them, and you risk that same violation if there are errors on the form during an ICE audit.

Top Takeaways for HR

• Employers are legally required to keep a Form I-9 for every current worker, but once an employee leaves, the record must be kept for either three years from their original hire date or one year from their termination date, whichever is later.
• Holding onto files indefinitely increases data exposure risks, as any technical or procedural errors found on old forms remain fully fineable by ICE during an audit if they were not properly purged from the system.
• Because these documents contain highly sensitive demographic data, national origin details, and citizenship statuses, keeping them separate from employee files ensures internal managers do not have routine access and that government inspectors can easily review them within the mandatory three-business-day window.