USCIS releases updated Form I-9 with key compliance changes

U.S. Citizenship and Immigration Services released a revised Form I-9 on April 2, 2025, reflecting minor yet significant updates that employers should promptly integrate into their hiring processes.

Here are some key changes to note:

• Terminology adjustment: The fourth checkbox in Section 1 now reads “An alien authorized to work,” reinstating terminology used prior to the 2023 edition, which had adopted “A noncitizen authorized to work.”
• Document description revisions: Updates have been made to the descriptions of two List B documents in the Lists of Acceptable Documents, clarifying acceptable forms of identification.
• Instructional updates: The form’s instructions now include updated statutory language and a revised Department of Homeland Security (DHS) Privacy Notice.

E-Verify system alignment

As of April 3, 2025, the E-Verify and E-Verify+ systems have been updated to reflect the terminology change.

If an employee selects “A noncitizen authorized to work” on an older version of Form I-9, the employer must select “An alien authorized to work” in E-Verify to ensure consistency.

E-Verify cases will display “An alien authorized to work,” regardless of the form version used during the employee’s attestation.

Compliance deadlines

The new Form I-9 bears an edition date of January 20, 2025, and an expiration date of May 31, 2027.

Employers may continue using the August 1, 2023, editions of Form I-9 until their respective expiration dates (either May 31, 2027, or July 31, 2026).

However, electronic systems must be updated to reflect the correct expiration date by July 31, 2026.

Recommendations for employers

In response to the changes, employers should assess and update internal onboarding processes to incorporate the revised Form I-9 and ensure alignment with E-Verify system changes.

They should also educate HR personnel and hiring managers on the updated terminology and procedural requirements to prevent compliance issues.

All electronic I-9 systems should be updated to accommodate the new form and expiration dates within the specified deadlines.

Staying abreast of these updates is crucial for maintaining compliance with federal employment verification requirements and avoiding potential penalties.