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The displayed USCIS form has an edition date of January 20, 2025 and expires May 31, 2027. USCIS also lists the August 1, 2023 edition bearing the May 31, 2027 expiration date. Its version bearing a July 31, 2026 expiration date has expired for new completions. Use the issuer’s list when completing a new form. A validly completed historical record has its own retention period.
Check accepted editions with USCISWho completes Form I-9?
For covered employees hired to work for pay in the United States after November 6, 1986, the employee completes Section 1 and the employer or an authorized representative completes Section 2. This federal requirement applies in every state and D.C. The employers covered by this guide complete the English-language form. A translation may help the employee. Citizenship or remote work alone does not exempt a hire. Unpaid volunteers, independent contractors, work performed entirely outside the United States, casual domestic service in a private home on a sporadic, irregular or intermittent basis, and certain continued employment situations require a different analysis. The employer of a contractor’s employees handles their forms.
When are Sections 1 and 2 due?
The employee may complete Section 1 after accepting a job offer and must do so by the first day of paid employment. The employer ordinarily completes Section 2 within three business days after that first day. If the job will last less than three business days, complete both by the first day. A job lasting exactly three business days uses the ordinary rule.
Which documents can an employee choose?
The employee chooses one acceptable List A document or permitted List A combination, or one acceptable List B document and one List C document. List A establishes identity and employment authorization, List B identity, and List C employment authorization. Examine the current lists and USCIS receipt or extension rules before rejecting documentation. Do not require a particular document, request extras, or reject documents that reasonably appear genuine and related to the worker because of nationality or citizenship.
Who uses Supplements A and B?
Each preparer or translator who helps with Section 1 completes a separate certification on Supplement A. Supplement B is used for required reverification or to document an eligible rehire within three years of first completing the original Form I-9. Check the original form and any valid extension before deciding reverification is due. Do not reverify solely because a List B identity document or a Permanent Resident Card presented for Section 2 expires.
Can an employer inspect documents remotely?
An authorized representative can physically examine documents with the employee on the employer’s behalf. For the DHS alternative procedure, the employer must qualify, including E-Verify enrollment in good standing at the hiring site. Examine and retain copies of both sides where applicable, conduct a live video interaction with the same documents, mark the appropriate box and comply with E-Verify and inspection rules. Offer physical examination on request. A video call alone does not satisfy the procedure.
Where does the completed form go?
The employer keeps it. Retain it throughout employment and, after employment ends, until the later of three years after hiring or one year after termination. For covered agricultural associations, agricultural employers or farm labor contractors acting as recruiters or referrers for a fee, USCIS specifies three years after the first day of employment. Keep personal information and supporting documents secure. Follow any actual inspection notice or subpoena. A blank form does not respond to such a notice.
Does Form I-9 enroll an employer in E-Verify?
No. E-Verify is a separate federal process. Employer participation may be mandatory because of particular state employer or contractor rules or a covered federal contract. Determine the relevant hiring site, work location, employer type, size and contract. State employee-notice, licensing and verification obligations may exist in addition to the federal form. Do not use E-Verify to screen applicants before hiring.