Based on the Feb. 14, 2024, presidential memorandum on DED for Palestinians, Secretary of Homeland Security Alejandro Mayorkas is implementing employment authorization through Aug. 13, 2025, for Palestinians covered by Deferred Enforced Departure (DED). When an individual covered by DED receives an Employment Authorization Document with a Category Code of A11, they can show that they are authorized to work for Form I-9, Employment Eligibility Verification.
For additional information, see the Federal Register notice implementing DED for Palestinians as well as the USCIS webpage on DED for Palestinians.
Secretary of Homeland Security Alejandro Mayorkas extended and redesignated Ethiopia for Temporary Protected Status (TPS) from June 13, 2024, through Dec. 12, 2025. Nationals of Ethiopia and individuals with no nationality who last habitually resided in Ethiopia may submit an initial registration application under the redesignation of Ethiopia 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 June 12, 2025, the validity of certain EADs with a Card Expires date of June 12, 2024, issued under the TPS designation for Ethiopia.
Completing Form I-9
To complete or update Form I-9, Employment Eligibility Verification, for TPS Ethiopia beneficiaries who present an EAD with a Category Code of A12 or C19 and a Card Expires date of June 12, 2024, enter June 12, 2025, on Form I-9 as the new expiration date of the automatically extended EAD. You must reverify these employees before they start work on June 13, 2025.
Find more details about this extension and redesignation on the TPS designation for Ethiopia page and instructions for completing Form I-9 on the I-9 Central TPS page.
E‑Verify’s upcoming new service, E‑Verify+, will bring you all the great benefits of using E-Verify and more!
Through E‑Verify, an employee’s Form I-9 information is compared with records available to the U.S. Department of Homeland Security and the Social Security Administration. E‑Verify+ is a streamlined employment eligibility verification service that combines the Form I-9 and E-Verify into one seamless digital process for you and your employees.
Check out the added benefits the “plus” in E‑Verify+ is bringing to employees and employers later this year:
Benefits for employers and employees | E‑Verify+ | E‑Verify |
| Free and easy to use. | ✓ | ✓ |
| Instant results – most case results returned in three to five seconds. | ✓ | ✓ |
| Helps combat identity fraud via photo and Social Security number matching capabilities. | ✓ | ✓ |
| Secure 24-hour access; no special software needed. | ✓ | ✓ |
| Peace of mind that your employees are legally authorized to work in the United States. | ✓ | ✓ |
| Dedicated customer service by phone or email. | ✓ | ✓ |
Employer Benefits | E‑Verify+ | E‑Verify |
| Easily manage your E-Verify and E‑Verify+ cases from one location: your E-Verify account. | ✓ | ✓ |
| Conveniently download employees’ Forms I-9 and documentation right from your company’s E-Verify account. | ✓ | |
| Save time and increase efficiency! Employees completing and submitting their Form I-9 electronically means fewer data entry errors. | ✓ | |
| Reduce burden by direct delivery of Further Action Notices to employees via their E‑Verify+ account. | ✓ | |
Employee Benefits | E‑Verify+ | E‑Verify |
| More control of your personal information. | ✓ | |
| Convenience of electronically completing and submitting the Form I-9 and documentation from any mobile device. | ✓
| |
| Further protect your rights with the ability to select and upload the documentation you prefer. | ✓ | |
| E‑Verify+ account protection eliminates the need to encrypt uploaded documents to share with your employer. | ✓ | |
| Stay updated with automatic notifications throughout your employment eligibility verification process. | ✓ | |
| One and done! Your employment eligibility can be reconfirmed and carried through to future E‑Verify+ participating employers, eliminating the need to repeatedly complete the Form I-9. | ✓ |
On April 8, 2024, the Department of Homeland Security published a temporary final rule (89 FR 24628) that temporarily increases the automatic extension period of employment authorization and/or Employment Authorization Document (Form I-766 or EAD) validity from up to 180 days to up to 540 days from the expiration date on the face of the EAD.
The temporary 540-day automatic extension period is available to certain applicants who timely filed Form I-765, Application for Employment Authorization, renewal applications on or after Oct. 27, 2023 and whose applications remain pending on April 8, 2024.
The temporary increase of employment authorization to up to 540 days also applies to eligible applicants who timely file a Form I-765 renewal application on or after April 8, 2024, and on or before Sept 30, 2025. Under the temporary final rule, the automatic extension period for qualifying EADs will revert to up to 180 days for applicants who timely file Form I-765 renewal applications after Sept. 30, 2025.
Employers can use the Employment Authorization Document (EAD) Automatic Extension Calculator on I-9 Central for help calculating their employee’s extension.
See the USCIS announcement for more information and refer to Section 5.0 of the M-274 for updated Form I-9 guidance.
Early EAD Case Alerts in E-Verify
If you created an E-Verify case for an employee with an EAD that has been automatically extended for 180 days, you may receive a “Work Authorization Documents Expiring” case alert more than 90 days prior to the new expiration date of the employee’s EAD. The early alert may occur because the case was created before DHS published a temporary final rule (89 FR 24628) that temporarily increases the employment authorization and/or EAD automatic extension period for certain noncitizens from up to 180 days to up to 540 days from the date on the face of the EAD. The alert is a reminder; no action is required in E-Verify and you may dismiss the alert.
Employers must update Section 2 of the employee’s Form I-9 to reflect the extension increase provided by the temporary final rule. For guidance on updating Section 2 before the employee’s 180-day automatic extension ends, see Section 5.1 of the M-274.
Catch a sneak peek of the new E-Verify+ service coming later this year! E-Verify is excited to share a glimpse of how E-Verify+ will modernize the employment eligibility verification process for employers and individuals. Watch the video here!
Secretary of Homeland Security Alejandro Mayorkas extended and redesignated Burma for Temporary Protected Status (TPS) from May 26, 2024, through Nov. 25, 2025. Nationals of Burma and individuals having no nationality who last habitually resided in Burma may submit an initial registration application under the redesignation of Burma 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 a new EAD.
Given the time frames for processing TPS re-registration and EAD renewal applications, USCIS has automatically extended through May 25, 2025, the validity of certain EADs with Card Expires dates of May 25, 2024, or Nov. 25, 2022, issued under the TPS designation for Burma. If we approve an individual’s application for an EAD related to their TPS, we will issue them an EAD with a Card Expires date of Nov. 25, 2025.
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 May 25, 2025. You must reverify these employees on Form I-9 before they start work on May 26, 2025.
Find more details about this extension and redesignation on the TPS designation for Burma page and instructions for completing Form I-9 on the I-9 Central TPS page.
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.
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+, 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!
Trial 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!
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.
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.