E-Verify expands invalidated EAD alerts for employers

The Department of Homeland Security has expanded the E-Verify Status Change Report to include additional categories of invalidated employment authorization documents, according to HRMorning. The change means employers using E-Verify may need to reverify work authorization for more current employees.

The expanded report now covers EADs in the A12 category for Temporary Protected Status beneficiaries, C19 for TPS applicants, C08 for asylum applicants, C09 for adjustment-of-status applicants, and C11 for parolees. Previously, only C11 parolee EADs were included. DHS updates the report every two weeks.

How the expanded report works

When a current employee appears in the report, employers should compare the Revoked Document Number with the EAD number used for the employee’s Form I-9 and E-Verify case. If the numbers match, the employer must immediately begin reverifying the employee’s work authorization using Form I-9, Supplement B, and complete the process within a reasonable timeframe. HRMorning noted that employers should not create a new E-Verify case for reverification.

Employers that knowingly continue to employ individuals not authorized to work in the U.S. may face penalties under the Immigration and Nationality Act. HRMorning advised following the Form I-9 reverification process and avoiding adverse action before completing the required review.

Increased I-9 compliance risks

The expanded report adds another reason for employers to stay on top of Form I-9 requirements. ICE revised its Form I-9 inspection guidance in March 2026, reclassifying more than 10 categories of errors previously treated as technical or procedural violations as substantive violations. Technical or procedural violations generally carry at least a 10-business-day correction period after ICE identifies them; substantive violations may trigger immediate monetary penalties.

For Form I-9 paperwork violations, the penalty range is $288 to $2,861 per violation, effective Jan. 2, 2025, according to HRMorning.

Practical steps for HR teams

HR and payroll teams should review their E-Verify processes and ensure they are monitoring the Status Change Report regularly. When an employee appears on the report, the reverification process must be started promptly. Employers should train staff on the expanded categories and the proper use of Form I-9, Supplement B.

Because rules and enforcement can vary by jurisdiction, employers may want to consult with legal counsel to ensure compliance with federal, state, and local requirements. Staying current with DHS updates and maintaining accurate I-9 records can help reduce the risk of penalties.

More information is available from USCIS I-9 Central, HRMorning noted.

Sources: HRMorning