EAD Revocation Guidance For E-Verify Employers

E-Verify developed a new report to help employers determine if any of their E-Verify cases were created using a now-revoked EAD. The Status Change Report is available on demand to provide aggregated data about cases created using an EAD that has been revoked by DHS. The report contains the document revocation date, case number, A-number, and revoked document number for each affected case. For guidance on these cases, visit the EAD Revocation Guidance For E-Verify Employers web page.

E-Verify employers are responsible for regularly accessing the Status Change Report to review E-Verify case data to see if they have cases that were created with an EAD that was since revoked by DHS. Access to the report is available on the employer’s dashboard.

If an employer is a client of an employer agent, the employer should contact their employer agent. The employer agent can log in to E-Verify to generate the report with the company’s case data. 

Whether the employer uses E-Verify or not, the employee must be reverified using Form I-9, Supplement B, Reverification and Rehires, within a reasonable amount of time after the employer becomes aware that an employee’s work authorization has been revoked. Even if the employee’s parole-based EAD was revoked, the employee may still have employment authorization based on another status or provision of law and may provide other acceptable Form I-9 documentation to demonstrate employment authorization.

For more information on reverification of employees, visit the Completing Supplement B, Reverification and Rehires (formerly Section 3) page on I-9 Central.

E-Verify updated the Status Change Report to include the document number of each revoked EAD so employers can confirm which EAD is revoked. 

Employers should compare the Revoked Document Number field listed in the Status Change Report to the card number listed on the employee’s EAD that was used to create their E-Verify case. If the employee’s EAD card number matches the revoked document number listed in the report, then the employer must reverify the employee using Supplement B. If the employee’s EAD card number is different than the revoked document number, then the employer does not need to reverify until the employee’s employment authorization expires.

The report data posted on June 20, 2025, had initially included employees who possessed an EAD that had been revoked, although in some cases, they had presented a different EAD during the Form I-9, Employment Eligibility Verification, process. USCIS updated the report on July 15, 2025, to only include cases where the now-revoked EAD was used for their Form I-9, and the report now includes the card number.

The report data posted on June 20, 2025, had initially only included E-Verify cases where the employer selected “Employment Authorization Document” (EAD) as the List A document type. USCIS updated the report on July 15, 2025, to add E-Verify cases when the employee presented a now-revoked EAD, but the employer had incorrectly selected “Permanent Resident Card” instead of EAD as the document type. If the employer had incorrectly selected “Permanent Resident Card” when they created the E-Verify case, but the employee had actually presented an EAD that is now revoked, then this case will now appear on the report.

If the case does not appear in the Status Change Report, it is possible that the employee was paroled into the United States outside of the CHNV program, and their EAD may still be valid. 

The employer should reverify the employee even if they do not appear in the report.

Employers must reverify employees who appear on the Status Change Report if their EAD card number presented for Form I-9, which was used to create the E-Verify case matches the revoked document number in the Status Change Report. The employee’s EAD may still appear on its face to be valid, but it has been revoked and therefore triggers the reverification requirement for Form I-9. The employer should not allow the employee to continue working if the employee does not have other acceptable documentation showing their authorization to work.

Once the employer becomes aware that their employee’s EAD is revoked, the employer should reverify the employee using Supplement B and complete the reverification within a reasonable amount of time. 

The employer is not able to remove a former employee from the Status Change Report, but if the employee no longer works for the employer, there is no requirement to reverify or otherwise update the employee’s Form I-9.

An updated Status Change Report posts approximately every two weeks.

Yes, an employer agent should not see data about cases they are no longer responsible for. If a client company is being terminated in the future, they are given 30 days before termination. Cases with future termination dates of the associated client company should still be included in the employer agent’s report until the actual termination date since the employer agent is still responsible for those E-Verify cases. The employer should request a Status Change Report from the employer agent before account termination to identify any employees who may have presented a now revoked EAD during the Form I-9 process. 

Any shutdown or termination requirements or agreements for ongoing communications are managed between an employer agent and their terminated client. If a company changes or terminates an employer agent, the employer can request a Status Change Report from their employer agent before account termination to identify any employees who may have presented a now revoked EAD during the Form I-9 process. If the client account is in active or pending termination status, the employer agent can generate the Status Change Report.