E-Verify employers must now use a new reporting system to identify employees whose work authorization documents have been revoked by the Department of Homeland Security, replacing the previous case alert system.
The change affects employers who use the federal E-Verify system to confirm employee eligibility to work in the United States. DHS has revoked Employment Authorization Documents for certain employees, particularly those who were paroled into the country under humanitarian programs.
New reporting requirements take effect
E-Verify will no longer send case alerts when EADs are revoked. Instead, employers must regularly generate the Status Change Report through their E-Verify accounts to identify affected cases.
The report shows EADs revoked between April 9 and June 13, 2025, with the information becoming available in the system on June 20, 2025. E-Verify Employer Agents can create reports for their clients using the E-Verify browser.
Immediate reverification required
Employers must use Form I-9, Supplement B, to immediately begin reverifying any current employee whose EAD appears on the Status Change Report as revoked. The reverification process must be completed within a reasonable timeframe.
Employees with revoked EADs may still possess documents that appear valid, even though their employment authorization has been terminated. DHS maintains the authority to terminate parole or other humanitarian programs and revoke EADs at any time.
Employee documentation options
During reverification, employees must provide unexpired documentation from List A or List C of the acceptable documents list. Employers cannot accept a revoked EAD, even if it appears unexpired, and must not reverify identity documents from List B.
Employees retain the right to choose which acceptable documentation to present for reverification. Some workers may still be authorized to work based on other legal status and can provide alternative acceptable Form I-9 documentation.
Compliance and anti-discrimination requirements
The Immigration and Nationality Act prohibits employers from treating individuals differently based on national origin, citizenship or immigration status during the Form I-9 or E-Verify processes.
Employers cannot request more documents than required by Form I-9, require specific types of documents, or reject documents that reasonably appear genuine and relate to the person presenting them.
Companies that fail to reverify affected employees or continue employing workers who cannot provide proof of current employment authorization face potential compliance violations.
Accessing the new system
Employers can access the Status Change Report by logging into their E-Verify accounts and clicking the “Reports” tab on the homepage. E-Verify continues to provide case alerts for documents that are expiring under normal circumstances.
The change comes as DHS has sent direct notifications to certain paroled individuals to terminate their parole status and revoke their work authorization documents.
