As of 2025, significant updates to the U.S. Citizenship and Immigration Services (USCIS) Form I-9 are in effect, impacting how employers verify the employment eligibility of their workforce—including foreign nationals.
Whether you’re a U.S. employer or an international worker, staying compliant with the latest requirements is critical.
In this blog, we break down what’s new in the 2025 Form I-9, what employers need to do, and what foreign workers should be aware of.
What Is Form I-9?
The Form I-9, Employment Eligibility Verification, is a mandatory document for all U.S. employers to complete when hiring any employee. It verifies both the identity and the legal right of an individual to work in the United States.
Both employers and employees must complete the form, with employees providing acceptable documentation (such as a passport, EAD card, or green card), and employers certifying that these documents appear genuine.
What’s New in the 2025 Update?
Here are the key updates introduced in the 2025 version of the Form I-9:
1. Expanded Remote Verification Options
• USCIS has extended the flexibilities for remote document inspection.
• Employers enrolled in E-Verify may now conduct virtual document verification for remote hires—no in-person review required.
• New checkboxes and fields have been added to indicate remote verification status.
2. Revised Document List
• The list of acceptable documents (List A, B, and C) has been updated to include new versions of identity and work authorization documents.
• Expired documents, in some cases, may be accepted with automatic extensions noted.
3. Simplified Form Layout
• The I-9 form has been shortened and streamlined to reduce errors and improve usability.
• Sections for preparers/translators and reverification are easier to navigate.
4. Updated Reverification & Retention Rules
• Guidance on when and how to reverify work authorization has been clarified.
• Record retention policies are now more clearly defined, especially for digital I-9 systems.
What Employers Need to Do
To stay compliant in 2025, employers should:
• Use the newest Form I-9 version available on the USCIS website.
• Update onboarding policies to incorporate remote verification rules (if using E-Verify).
• Train HR staff on new document acceptance guidelines and form changes.
• Conduct internal audits to ensure all past and current I-9s are properly completed and stored.
• Maintain compliance with document retention rules (3 years after hire or 1 year after termination—whichever is later).
What Foreign Workers Should Know
If you’re an international worker:
• Be prepared to provide valid and current work authorization documents.
• If your document has an automatic extension (like an EAD renewal), make sure you understand what documentation must be shown.
• Keep your employer informed of any changes to your immigration status that may affect your work eligibility.
• Don’t hesitate to ask questions during the I-9 process—you have the right to be treated fairly and without discrimination.
Common Mistakes to Avoid
For employers and workers alike, here are a few pitfalls to watch out for:
• Using an outdated I-9 form
• Accepting incorrect or expired documents without verification
• Failing to complete the form within three business days of hire
• Not maintaining I-9 records securely and properly
Final Thoughts
The 2025 updates to Form I-9 reflect a move toward modern, flexible, and efficient hiring processes—especially in today’s increasingly remote and global workforce. For employers, staying on top of compliance is not just about avoiding penalties—it’s about building a strong, legal workforce. For international workers, understanding your rights and responsibilities is key to a smooth hiring experience.