outsolve insights

Form I-9 is a federal requirement that carries real consequences if handled improperly. With increased scrutiny on immigration by the current presidential administration and steeper penalties for noncompliance, now is the time to take a fresh look at your I-9 process to make sure you would be ready for an audit if ICE came knocking. 

The unpredictability of 2025 has been an uphill trek for HR teams across the U.S. This year brought substantive employment compliance changes to policies that have been in force for decades. 

HR compliance mistakes are one of the biggest and most avoidable drains on your budget. A single error—whether a missing Form I-9, an outdated poster, or a misstep in pay transparency—can lead to fines, lawsuits, reputational damage, or even lost contracts. Enforcement agencies are stepping up audits across industries, and penalties are higher than ever. 

Every U.S. employer, regardless of size or industry, is required by law to confirm each new hire’s identity and verify that they are authorized to work in the United States by completing a Form I-9. Even small mistakes in I-9 management, like an incorrect date or a missing field, can trigger costly I-9 violation penalties.  

Immigration enforcement is back in the spotlight, with employers squarely in the crosshairs. With a growing, large budget for DHS and a renewed focus on workforce audits, businesses of all sizes are discovering how costly even small Form I-9 mistakes can be. From missed reverifications to documentation errors, noncompliance has grown from a quiet, background HR issue to a headline risk with significant financial consequences. 

Getting a Notice of Inspection (NOI) from U.S. Immigration and Customs Enforcement (ICE) can make any HR professional nervous. While it may seem intimidating, understanding what an ICE audit involves and knowing how to respond can make the process less stressful.  

Seasonal surges bring more than increased foot traffic and new faces. They also bring a significant hiring spike. 

The Department of Homeland Security (DHS) just announced an interim final rule related to automatic extensions of employment authorization. Employment authorization documentation (EADs) is no longer automatically extended when an alien files to renew their application on or after October 30, 2025.   

Those in HR know there’s no shortage of forms, compliance checklists, and onboarding tasks, but few are as critical (or as legally risky) as Form I-9. Designed to verify the identity and employment authorization of individuals hired in the United States, the I-9 seems straightforward on the surface; however, even small mistakes can result in I-9 violations and hefty penalties.  

HR Teams are always trying to do it all—we’re compliance partners, onboarding experts, and often the first line of defense in making sure our organizations don’t run afoul of employment laws. One area that’s growing increasingly complex, especially for multi-state or hybrid employers, is Form I-9 and E-Verify compliance.