outsolve insights

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. 

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.

High-volume hiring seasons, whether during the holidays, back to school rush, or company growth spurts, can quickly overwhelm HR departments. When dozens, or hundreds (or more!), of new employees are onboarding all at once, the pressure to balance speed, compliance, and a positive onboarding experience becomes all too real. 

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.