What's New

Now Available! Remote Document Examination Video

If you participate in E-Verify in good standing, you are qualified to remotely examine your employees’ documentation using a DHS-authorized alternative procedure at your E-Verify hiring sites. 

We’re excited to share a new Remote Document Examination Video that demonstrates this process in just two minutes. 

Ukrainian Employees with Parole

USCIS recently announced that beginning Feb. 27, 2024, certain Ukrainian citizens and their immediate family members displaced by the Russian invasion and paroled into the United States, will be able to request an extension of parole (re-parole) for up to two additional years.

Parolees that are approved by USCIS for re-parole should print a copy of their electronic Form I-94, Arrival/Departure Record from the CBP I-94 Website. An unexpired Form I-94 that shows a class of admission of “UHP” and a most recent date of entry on or before Sept. 30, 2023, is an acceptable document that temporarily shows identity and employment authorization for up to 90 days. These employees should provide a printed Form I-94 if they are newly hired employees or during reverification on Form I-9.

E-Verify employers should not create a case in E-Verify for re-paroled employees unless they are a newly hired employee. 

See Which Ukrainian Parolees and Immediate Family Members Are Employment Authorized Incident to Parole on I-9 Central for more information. 

E-Verify is Happy to Share Exciting News!

E-Verify+, our highly anticipated next generation service is coming in 2024!

The “plus” in E-Verify+ represents the benefits the new service provides to employers and employees alike. E-Verify+ provides employers added efficiency and employees more control over their personal information.

E-Verify+ answers the call of the modern workplace by streamlining the Form I-9 and employment eligibility verification process into one seamless experience, and it is on track to be available later this year!

Pilot launch: E-Verify+ is launching the service as a pilot this spring. We look forward to the valuable feedback from the pilot to make this new service best meet your needs!

Be sure to watch for more information coming your way about E-Verify+, its many benefits and updates on E-Verify.gov. Stay tuned!

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TPS for Syria Extended and Redesignated for 18 Months; Certain EADs Automatically Extended Through March 31, 2025

Secretary of Homeland Security Alejandro Mayorkas extended and redesignated Syria for Temporary Protected Status (TPS) from April 1, 2024, through Sept. 30, 2025. Syrian nationals and individuals having no nationality who last habitually resided in Syria may submit an initial registration application under the redesignation of Syria for TPS and apply for an Employment Authorization Document (EAD). Current beneficiaries who want to maintain their status must re-register and may apply for new EADs. 

Given the time frames for processing TPS re-registration and EAD renewal applications, USCIS has automatically extended through March 31, 2025, the validity of certain EADs with Card Expires dates of March 31, 2024; Sept. 30, 2022; or March 31, 2021, issued under the TPS designation for Syria.

Creating an E-Verify Case

After a new employee has completed Form I-9, Employment Eligibility Verification, create a case in E-Verify for this employee. Enter the EAD document number you entered on Form I-9, as well as the automatically extended date of March 31, 2025. You must reverify these employees on Form I-9 before they start work on April 1, 2025.

Find more details about this extension and redesignation on the TPS designation for Syria page and instructions for completing Form I-9 on the I-9 Central TPS page

Reminder: Staffing Agencies Must Not Selectively Verify Employees

Staffing agencies have a variety of business models - they may function as the employer of the employee or serve as a matchmaker for other employers who hire employees.

Staffing agencies must create E-Verify cases for all their new hires. This means that if an E-Verify-enrolled staffing agency is required to complete a Form I-9 when hiring, the staffing agency is also required to create an E-Verify case for that new hire. Staffing agencies cannot avoid creating an E-Verify case for an employee merely because a client requests that the staffing agency not create an E-Verify case.

If the relationship is such that the staffing agency is not the hiring employer (i.e., not required to complete a Form I-9), then the staffing agency is not responsible for E-Verify case creation for that individual.

You may wish to contact your legal counsel for help in determining whether your relationship with the individual requires you to complete Form I-9 and create an E-Verify case.

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