E-Verify may have notified you via Case Alerts that one or more of your employees has an Employment Authorization Document (EAD) that has been revoked by DHS. These Case Alerts will no longer be used; instead, you should regularly generate the Status Change Report to identify E-Verify cases created with an EAD that is now revoked. To access the report, log in to your E-Verify account and click on the “Reports” tab at the top of the homepage to select the new Status Change Report. E-Verify Employer Agents may create this report on behalf of their clients using the E-Verify browser.
The chart below displays dates that EADs were revoked by DHS with the corresponding date that the data in the Status Change Report was updated.
E-Verify employers must use Form I-9, Supplement B, to immediately begin reverifying each current employee whose EAD the Status Change Report indicated was revoked, or after your employee voluntarily discloses to you that their EAD has been revoked, and complete all reverifications within a reasonable amount of time.
| Date Employee’s EAD Was Revoked | Date Information Available in E-Verify Status Change Report |
|---|---|
| April 9 to June 13, 2025 | June 20, 2025 |
What Employers Need to Know:
- DHS recently sent direct notifications to certain individuals who were paroled into the United States to terminate their parole and revoke their EADs.
- DHS may exercise its authority to terminate parole or other humanitarian programs and revoke aliens’ EADs at any time.
- Employees with revoked EADs may still possess an EAD that appears valid, although their employment authorization has been revoked.
- E-Verify will no longer provide case alerts for EADs that have been revoked. Instead, employers should generate the Status Change Report. E-Verify will continue to provide case alerts for documents that are expiring regularly.
What You Should Do:
You must follow-up on all case alerts and cases in the Status Change Report in E-Verify and reverify each employee on Form I-9 if their EAD was revoked. Your employee may still be employment authorized based on another status or provision of law and may provide other acceptable Form I-9 documentation to demonstrate employment authorization.
Reverification on Form I-9:
- Use Form I-9, Supplement B, to immediately begin reverifying each current employee whose EAD was revoked based on the Status Change Report, and complete all reverifications within a reasonable amount of time. See I-9 Central for more information on completing Form I-9 Supplement B.
- The employee must provide unexpired documentation from List A or List C of the Lists of Acceptable Documents. Do not reverify identity documents (List B). During this process, you must allow employees to choose which acceptable documentation to present for reverification. You may not accept a now-revoked EAD, based on the Status Change Report, even if that EAD appears unexpired. You cannot continue employing a person who does not provide proof of current employment authorization.
- Do not create a new E-Verify case.
The Immigration and Nationality Act prohibits you from treating individuals differently on the basis of national origin, citizenship, or immigration status in the Form I-9 or E-Verify processes. This includes reverifying cases on Form I-9 with case alerts for employees whose EAD was revoked. You may not:
- Request that an employee produce more or different documents than are required by Form I-9 to establish their employment authorization;
- Require affected employees to show the same type of document they presented previously or require that someone present a particular document; or
- Reject documents that reasonably appear to be genuine and to relate to the person presenting them.
For more information on reverification of employees, visit uscis.gov/i-9-central and search for reverification.