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EAD Revocation Guidance For E-Verify Employers

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notified you via Case Alerts that one or more of your employees has an Employment Authorization Document (EAD) that has been revoked by DHS.  EADs that have been revoked will no longer appear in Case Alerts; instead, you should regularly generate the Status Change Report to identify E-Verify cases that may have been created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 can create this report on behalf of their clients using the E-Verify browser. The chart below displays date ranges of when EADs were revoked by DHS with the corresponding date that the data in the Status Change Report was updated. 

Date Employee’s EAD Was Revoked*Date Information Available in E-Verify Status Change Report
April 9 to Aug. 19, 2025 Aug. 26, 2025
April 9 to Aug. 5, 2025 Aug. 12, 2025
April 9 to July 24, 2025July 29, 2025
April 9 to July 8, 2025July 15, 2025
April 9 to June 13, 2025June 20, 2025

*Updates to this report include EAD revocations from the specified date range. 

If you have a current employee who appears on the Status Change Report, compare your employee’s EAD card number presented for Form I-9 to the revoked document number in the report. If the numbers match, you must reverify their employment authorization. E-Verify employers must use Form I-9, Supplement B, to immediately begin reverifying every current employee whose EAD the Status Change Report indicates was revoked or who voluntarily discloses that their EAD has been revoked. You must complete the reverifications within a reasonable amount of time.

If you have recently reverified an individual listed on the report, and the employee presented any List A or C document other than the revoked EAD that shows they continue to have employment authorization, then do not reverify the employee again until their employment authorization expires.

The Status Change Report helps employers determine if any EADs they used to create E-Verify cases have been revoked. Employers who find that any of those EADs were revoked must reverify their employees whose revoked EAD was used to create their E-Verify case. The report does not replace an employer’s legal requirement to verify employment eligibility for their employees in accordance with the Form I-9 process.

What Employers Need to Know

  • DHS recently sent direct notifications to certain aliens who were paroled into the United States that DHS was terminating their parole and intended to revoke their parole-based EADs (category (c)(11)).
  • DHS may exercise its authority to terminate parole and revoke aliens’ parole-based EADs.
  • Employers should generate the latest version of the Status Change Report to determine if any of their current employees’ EADs have been revoked.
  • Employees with revoked EADs may still possess an EAD that appears valid on its face and is unexpired, even after their employment authorization was revoked. Employers who are reverifying current employees must not accept the now-revoked EAD if the Card Number appears in the Status Change Report. Employers who create E-Verify cases for new hires may see EADs which appear valid and unexpired, but result in an E-Verify tentative nonconfirmation (mismatch).
  • Do not create a new E-Verify case when reverifying.  

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 current employee on Form I-9 whose 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

  • Do not create a new E-Verify case.
  • Use Form I-9, Supplement B, to begin reverifying each current employee whose EAD was revoked 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). Do not reverify the employee’s identity. During this process, you must allow employees to choose which acceptable documentation to present for reverification. Do not accept a now-revoked EAD, even if that EAD appears unexpired. You cannot continue employing a person who does not provide proof of current employment authorization.
  • For more information on reverification of employees, visit uscis.gov/i-9-central and search for reverification. 

Frequently Asked Questions

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 date of termination since the employer agent is still responsible for those E-Verify cases.

Any shutdown or termination requirements or agreements for ongoing communications are 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 the employer agent to identify any employees who may have presented a now revoked EAD during the I-9 process.

 

Tipo de Alerta Información

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.
 
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