outsolve insights

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.

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.