outsolve insights

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.

I-9 Audits: If you work in HR, the threat of a Form I-9 audit is a real concern—but it’s also an opportunity to take control. With the current administration intensifying immigration enforcement, now is the time to strengthen your I-9 processes, close compliance gaps, and ensure your documentation is audit-ready. 

Are you still completing your Form I-9s on paper, manually? Do you have a lack of visibility into the status of new hires’ Form I-9s? Do you have a remote or hybrid workforce? 

Flawed I-9 documents can compromise years of otherwise sound compliance efforts, opening the door to legal exposure and financial penalties. Federal enforcement is intensifying under the Trump administration with recent anti-DEI executive orders and evolving immigration policies. Employers are under increasing pressure to validate identity and work eligibility with precision and consistency. Even a single misstep can result in costly fines, reputational harm, or a full-scale audit. 

You’ve finally settled on the right candidate for your position. Next comes the paperwork and new hire onboarding documents that must be completed. One of the most important, and sometimes overlooked steps of the onboarding process, is ensuring your new employee is eligible to work in the U.S. by having them complete a Form I-9, which is a legal requirement for all employers.  

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.

The Form I-9 might seem like just another onboarding form, but it plays a crucial legal role in verifying your employees’ right to work in the United States. With shifting rules and strict documentation standards, staying compliant isn’t always easy. 

OutSolve, a leading provider of HR compliance solutions, announces the launch of their I-9 Employment Verification solution designed to streamline the employment verification process for today’s dynamic and remote workforce. Available to all employers July 2025, this premium I-9 compliance solution integrates with DHS/SSA and E-Verify services.   

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.

Human Resources professionals juggle a long list of responsibilities from recruiting and onboarding to benefits management and legal compliance, the list goes on. One critical, and often overlooked, piece that relates to compliance 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.