outsolve insights

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. 

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.