Last Updated on August 14, 2025

The U.S. Citizenship and Immigration Services (USCIS) has discontinued E-Verify alerts that previously notified employers when a terminated employee’s work authorization had expired or been revoked. This change significantly shifts the responsibility for tracking work authorization status back to employers, requiring more proactive compliance measures to avoid costly violations.

Background: The Role of E-Verify Alerts

On June 20, 2025, the U.S. Department of Homeland Security (DHS) announced a major change in how E-Verify handles notifications for employees whose Employment Authorization Documents (EADs) have been revoked. E-Verify, the federal system that matches Form I-9 data against DHS and Social Security Administration records, has traditionally issued Case Status Alerts to inform employers of such changes.

This process is being replaced with a Status Change Report, which employers or their authorized agents must now generate themselves. The report provides a consolidated view of all employees who originally presented an EAD for verification, but whose work authorization has since been revoked by DHS.

The change follows recent DHS actions ending work authorization for thousands of individuals under Temporary Protected Status and certain parole programs, including those for Cubans, Haitians, Nicaraguans and Venezuelans (CHNV). Employers- especially those in states or industries where E-Verify participation is required- will now need to actively monitor and review these reports to maintain compliance.

How Employers Should Respond

To access the new Status Change Report, employers must log into their E-Verify account, navigate to the “Reports” tab, and select the report. The results will list the dates DHS revoked specific EADs.

If the report shows that an employee’s EAD has been revoked, the employer must promptly complete reverification using Supplement B of Form I-9. Employees may still be authorized to work under a different status and can present any valid List A or List C document to prove continued eligibility.

Employers should not create a new E-Verify case for these situations, as reverification must follow the Form I-9 process. Revoked EADs cannot be accepted, even if the card appears unexpired. All reverification actions should be completed quickly and thoroughly documented to demonstrate compliance.

Compliance Impact on Employers

1. Increased Monitoring Responsibility
Employers must establish their own internal systems to track work authorization expiration dates. This is especially important when considering the rehire or re-engagement of former employees.

2. Greater Legal Exposure
Employers who fail to properly verify employment eligibility risk penalties, including fines and potential enforcement actions from U.S. Immigration and Customs Enforcement (ICE). Even unintentional oversights can result in compliance violations.

3. Record Retention Considerations
Form I-9 and other employment verification records must be retained in accordance with federal requirements– either three years after the date of hire or one year after the date of termination, whichever is later. These records are essential in the event of a compliance audit.

Best Practices for Adapting to the Change

• Establish Tracking Systems: Use HR software, calendars, or secure spreadsheets to record work authorization expiration dates and generate reminders.
• Implement Clear Rehire Protocols: Treat all rehires as new hires under Form I-9 and E-Verify requirements.
• Provide Staff Training: Ensure HR and hiring managers understand the change in policy and the heightened responsibility for tracking work authorization.
• Conduct Regular Audits: Periodically review I-9 forms and internal verification processes to identify and address gaps.
• Engage Legal Guidance: Consult with employment, HR and immigration law professionals to ensure processes meet compliance standards.

MyHRConcierge and MyHRScreens Can Help Your Business Ensure E-Verify Compliance

The removal of E-Verify alerts place the full burden of monitoring work authorization status on employers. Without proactive systems in place, organizations face heightened compliance risks. Developing robust internal procedures, training staff, and conducting regular audits are now essential steps to remain compliant and avoid costly penalties.

MyHRConcierge provides employers with the tools and expertise to navigate these regulatory changes, offering tailored compliance support to protect businesses from potential violations. Navigating the complexities of employment verification and compliance can be daunting, but MyHRConcierge is here to help. We provide E-Verify Support for your organization, so you can ensure your hiring and screening processes remain compliant with state and federal regulations.

MyHRScreens provides a streamlined, online employment screening solution that provides easy and efficient ordering backed by best-in-class customer support. With your online screening platform, you can order screenings 24/7 and have access to your historical screenings at your fingertips. Included in MyHRScreens’ vast array of criminal searches, resume verifications, drug tests and immunization tracking is the ability to compliantly and easily perform E-Verify.

For more information on how we can support your compliance efforts, contact MyHRConcierge today at ccooley@myhrconcierge.com, 855-538-6947 ext. 108, or MyHRScreens at klewis@myhrscreens.com, 866-899-8970 ext. 118. Or, schedule a free consultation below: