Form I-9, Employment Eligibility Verification, is a U.S. Citizenship and Immigration Services (USCIS) form used to verify the identity and legal authorization of individuals hired for employment in the United States.
Every U.S. employer must complete a Form I-9 for each employee hired after November 6, 1986, including U.S. citizens and noncitizens.
Yes. Employers may use an electronic I-9 system that complies with USCIS requirements. Platforms like PAF-I9 ensure digital compliance and secure storage.
No. Employers must review original, unexpired documents (except for remote verification under DHS-authorized programs).
Employers may not accept expired documents for Form I-9 verification. All documents must be current and valid.
Yes, under certain conditions. DHS has introduced alternative remote document examination procedures for qualified employers (e.g., E-Verify enrolled and in good standing).
Reverification is required when an employee’s temporary work authorization expires. It must be completed by the expiration date listed in Section 1 or on the document presented.
Documents like an Employment Authorization Document (EAD) or temporary I-551 stamp 4 must be reverified.
Section 3 may be used for name changes, rehires within 3 years, and reverification. However, creating a new I-9 is also permissible in some cases.
Retain for 3 years after the hire date or 1 year after employment ends, whichever is later.
Yes. Electronic storage must comply with USCIS requirements for security, audit trails, and retrieval. PAF-I9 offers compliant document retention and role-based access control.
Not required, unless participating in E-Verify, or your company policy mandates it. If you choose to keep copies, you must do so consistently for all employees.
A government review by agencies such as ICE (Immigration and Customs Enforcement) or DOL to assess an employer’s compliance with employment verification laws.
Civil fines can range from hundreds to thousands of dollars per violation, depending on the severity and frequency of noncompliance.
At least annually, or more frequently for large or fast-growing employers. Internal audits help identify and correct errors proactively.
No. Independent contractors are not subject to I-9 requirements, but misclassification risks should be monitored carefully.
Only employees working in the U.S. require I-9 completion. Remote U.S.-based employees are still subject to verification.
If rehired within 3 years, Section 3 may be used for re-verification. Otherwise, a new I-9 should be completed.
Proactive compliance is the best defense. Tools like PAF-I9 help employers avoid costly mistakes and streamline H-1B document management especially for IT consulting firms, high-volume petitioners, and companies scaling globally.
