Form I-9

Form I-9 (Employment Eligibility Verification) is used by employers to verify the identity and employment authorization of individuals hired for employment in the United States. Every employer must complete an I-9 for each new employee, regardless of citizenship or national origin.

All U.S. employers must complete Form I-9 for every employee hired after November 6, 1986. This applies to citizens and noncitizens alike. The employee completes Section 1, and the employer completes Section 2 after examining the employee's documents.

Section 1 must be completed by the employee no later than the first day of employment. Section 2 must be completed by the employer within three business days of the employee's first day of work. The employer must physically examine the documents the employee presents.

Section 1: Employee Information and Attestation, where the employee provides name, address, date of birth, SSN, and attests to their work authorization status. Section 2: Employer or Authorized Representative Review and Verification, where the employer examines documents and records their details. Supplement A: Preparer/Translator Certification, used when someone helps the employee complete Section 1. Supplement B: Reverification and Rehires, used when updating employment authorization or rehiring a former employee.

Acceptable documents are organized into three lists. List A documents establish both identity and employment authorization (e.g., U.S. Passport, Permanent Resident Card, Employment Authorization Document). List B documents establish identity only (e.g., Driver's License, School ID with photo). List C documents establish employment authorization only (e.g., Social Security card, Birth certificate). The employee must present either one List A document, OR one List B document plus one List C document.

No. The employee chooses which documents to present from the acceptable lists. Employers cannot specify which documents an employee must provide. An employer who requires a specific document may violate the anti-discrimination provisions of the Immigration and Nationality Act.

No. Employers do not send Form I-9 to USCIS or any government agency. The employer retains the form and makes it available for inspection by authorized government officers. Forms must be kept for three years after the date of hire or one year after the date of termination, whichever is later.

Yes, under certain conditions. Employers enrolled in E-Verify and in good standing may use a DHS-authorized alternative procedure for remote document examination. This allows the employer to examine documents via video call and retain copies. The standard in-person examination requirement applies to all other employers.

The employer must reverify the employee's employment authorization using Supplement B (Reverification and Rehires) before the current work authorization document expires. The employee must present a valid document showing continued work authorization. Employers should set up tracking systems to monitor expiration dates.

Penalties vary by violation type. For paperwork violations (missing or incomplete forms), fines range from $288 to $2,861 per form for a first offense. For knowingly hiring or continuing to employ unauthorized workers, penalties are significantly higher, starting at $698 to $5,579 per worker for a first offense. Repeat offenders face higher penalties.

The current edition of Form I-9 is dated 01/20/2025 and is valid through 05/31/2027. The previous edition dated 08/01/2023 is also acceptable if it shows the 05/31/2027 expiration date. Always check the USCIS I-9 page for the latest version.

Yes. You can fill out Form I-9 online with DocuQueue. Enter employee information, review the filled form, and download the completed PDF in seconds. No software installation required. You can also use our AI form filler to auto-populate fields from a photo or document scan.