On June 20, 2025, E-Verify issued guidance on certain Employment Authorization Documents (EADs) that DHS has revoked for individuals whose parole has been terminated. The guidance advises employers to regularly generate the Status Change Report to identify E-Verify cases created with an EAD that is now revoked.
This guidance is only applicable to E-Verify employers.
How can employers access the Status Change Report?
Employers can access the Status Change Report by logging into their E-Verify account and clicking on the “Reports” tab at the top of the homepage to select the new Status Change Report. E-Verify Employer Agents may create this report on behalf of their clients using the E-Verify browser.
What should an employer do if a Status Change Report indicates an EAD was revoked?
- E-Verify employers must use Form I-9, Supplement B, to immediately begin reverifying each current employee whose EAD the Status Change Report indicates has been revoked, and complete all reverifications within a reasonable amount of time.
- If an employee voluntarily discloses that their EAD has been revoked, employers should also complete reverification within a reasonable amount of time.
What can an employee present for reverification?
- An employee must present a document that shows current employment authorization, such as any documentation from List A or C of the List of Acceptable Documents.
- Employers should not reverify List B documents.
- Employers should not create a new E-Verify case for reverification.
What risks do employers face for failing to comply with this guidance?
Failing to generate and review the Status Change Report regularly may be seen by the Department of Homeland Security as knowingly employing individuals who are not authorized to work, since the Status Change Reports indicate which EADs have been revoked. These fines can be significant (for a first offence, these fines can range from $716 to $5,724, per employee). Further the E-Verify status report now includes the date the information became available in the E-Verify Status Change Report. The addition of this date suggests that an employer must act within a reasonable length of time.
