The USCIS I-9 form is a document required by the U.S. government for verifying the identity and employment authorization of individuals hired for work in the United States. This form ensures that employers comply with immigration laws and helps protect the rights of workers. To learn more about filling out the I-9 form, click the button below.
The USCIS I-9 form is a crucial document for both employers and employees in the United States, serving as a verification tool for employment eligibility. This form requires individuals to provide specific information about their identity and work authorization status. Employers must complete the I-9 form for each new hire, ensuring compliance with federal regulations. The process involves collecting various forms of identification, such as a passport or driver's license, alongside documents that establish work eligibility. It is essential for employers to maintain accurate records and complete the form within the designated time frame to avoid potential penalties. Additionally, employees should understand their rights and responsibilities regarding the I-9 process, as it plays a significant role in protecting against unauthorized employment. Overall, the I-9 form is not just a bureaucratic requirement; it represents a fundamental aspect of the workforce landscape in the U.S., fostering lawful employment practices and safeguarding both parties involved.
Employment Eligibility Verification
USCIS
Department of Homeland Security
Form I-9
OMB No.1615-0047
U.S. Citizenship and Immigration Services
Expires 05/31/2027
START HERE: Employers must ensure the form instructions are available to employees when completing this form. Employers are liable for failing to comply with the requirements for completing this form. See below and the Instructions.
ANTI-DISCRIMINATION NOTICE: All employees can choose which acceptable documentation to present for Form I-9. Employers cannot ask employees for documentation to verify information in Section 1, or specify which acceptable documentation employees must present for Section 2 or Supplement B, Reverification and Rehire. Treating employees differently based on their citizenship, immigration status, or national origin may be illegal.
Section 1. Employee Information and Attestation: Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.
Last Name (Family Name)
First Name (Given Name)
Middle Initial (if any)
Other Last Names Used (if any)
Address (Street Number and Name)
Apt. Number (if any)
City or Town
State
ZIP Code
Date of Birth (mm/dd/yyyy)
U.S. Social Security Number
Employee's Email Address
Employee's Telephone Number
I am aware that federal law
Check one of the following boxes to attest to your citizenship or immigration status (See page 2 and 3 of the instructions.):
provides for imprisonment and/or
1. A citizen of the United States
fines for false statements, or the
use of false documents, in
2. A noncitizen national of the United States (See Instructions.)
connection with the completion of
3.
A lawful permanent resident (Enter USCIS or A-Number.)
this form. I attest, under penalty
4.
An alien authorized to work until
(exp. date, if any)
of perjury, that this information,
including my selection of the box
If you check Item Number 4., enter one of these:
attesting to my citizenship or
immigration status, is true and
USCIS A-Number
OR
Form I-94 Admission Number
Foreign Passport Number and Country of Issuance
correct.
Signature of Employee
Today's Date (mm/dd/yyyy)
If a preparer and/or translator assisted you in completing Section 1, that person MUST complete the Preparer and/or Translator Certification on Page 3.
Section 2. Employer Review and Verification: Employers or their authorized representative must complete and sign Section 2 within three business days after the employee's first day of employment, and must physically examine, or examine consistent with an alternative procedure authorized by the Secretary of DHS, documentation from List A OR a combination of documentation from List B and List C. Enter any additional documentation in the Additional Information box; see Instructions.
List A
List B
AND
List C
Document Title 1
Issuing Authority
Document Number (if any)
Expiration Date (if any)
Document Title 2 (if any)
Additional Information
Document Title 3 (if any)
Check here if you used an alternative procedure authorized by DHS to examine documents.
Certification: I attest, under penalty of perjury, that (1) I have examined the documentation presented by the above-named employee, (2) the above-listed documentation appears to be genuine and to relate to the employee named, and (3) to the best of my knowledge, the employee is authorized to work in the United States.
First Day of Employment (mm/dd/yyyy):
Last Name, First Name and Title of Employer or Authorized Representative
Signature of Employer or Authorized Representative
Employer's Business or Organization Name
Employer's Business or Organization Address, City or Town, State, ZIP Code
For reverification or rehire, complete Supplement B, Reverification and Rehire on Page 4.
Form I-9 Edition 01/20/25
Page 1 of 4
LISTS OF ACCEPTABLE DOCUMENTS
All documents containing an expiration date must be unexpired.
* Documents extended by the issuing authority are considered unexpired.
Employees may present one selection from List A or a
combination of one selection from List B and one selection from List C.
Examples of many of these documents appear in the Handbook for Employers (M-274).
LIST A
LIST B
LIST C
Documents that Establish Both Identity
Documents that Establish Identity
Documents that Establish Employment
and Employment Authorization
Authorization
1.
U.S. Passport or U.S. Passport Card
1. Driver's license or ID card issued by a State or
1. A Social Security Account Number card,
unless the card includes one of the following
outlying possession of the United States
2.
Permanent Resident Card or Alien
restrictions:
provided it contains a photograph or
Registration Receipt Card (Form I-551)
information such as name, date of birth,
(1)
NOT VALID FOR EMPLOYMENT
sex, height, eye color, and address
(2)
Foreign passport that contains a
VALID FOR WORK ONLY WITH
temporary I-551 stamp or temporary
INS AUTHORIZATION
2. ID card issued by federal, state or local
I-551 printed notation on a machine-
government agencies or entities, provided it
(3)
readable immigrant visa
contains a photograph or information such as
DHS AUTHORIZATION
Employment Authorization Document
name, date of birth, sex, height, eye color,
and address
that contains a photograph (Form I-766)
Certification of report of birth issued by the
3. School ID card with a photograph
Department of State (Forms DS-1350,
5. For an individual temporarily authorized
FS-545, FS-240)
to work for a specific employer because
Voter's registration card
of his or her status or parole:
Original or certified copy of birth certificate
issued by a State, county, municipal
a. Foreign passport; and
5.
U.S. Military card or draft record
authority, or territory of the United States
b. Form I-94 or Form I-94A that has
6.
Military dependent's ID card
bearing an official seal
the following:
4. Native American tribal document
7. U.S. Coast Guard Merchant Mariner Card
The same name as the
5. U.S. Citizen ID Card (Form I-197)
passport; and
8.
Native American tribal document
An endorsement of the
Identification Card for Use of Resident
9.
Driver's license issued by a Canadian
individual's status or parole as
Citizen in the United States (Form I-179)
long as that period of
government authority
endorsement has not yet
7.
Employment authorization document
For persons under age 18 who are
expired and the proposed
issued by the Department of Homeland
employment is not in conflict
unable to present a document
Security
with any restrictions or
listed above:
For examples, see Section 7 and
limitations identified on the form.
10.
School record or report card
Section 13 of the M-274 on
6. Passport from the Federated States of
uscis.gov/i-9-central.
11.
Clinic, doctor, or hospital record
Micronesia (FSM) or the Republic of the
The Form I-766, Employment
Marshall Islands (RMI) with Form I-94 or
12. Day-care or nursery school record
Authorization Document, is a List A, Item
Form I-94A indicating nonimmigrant
Number 4. document, not a List C
admission under the Compact of Free
document.
Association Between the United States
and the FSM or RMI
Acceptable Receipts
May be presented in lieu of a document listed above for a temporary period.
For receipt validity dates, see the M-274.
●Receipt for a replacement of a lost, stolen, or damaged List A document.
●Form I-94 issued to a lawful permanent resident that contains an I-551 stamp and a photograph of the individual.
●Form I-94 with “RE” notation or refugee stamp issued to a refugee.
Receipt for a replacement of a lost, stolen, or damaged List B document.
Receipt for a replacement of a lost, stolen, or damaged List C document.
*Refer to the Employment Authorization Extensions page on I-9 Central for more information.
Page 2 of 4
Supplement A,
Preparer and/or Translator Certification for Section 1
Supplement A
OMB No. 1615-0047
Last Name (Family Name) from Section 1.
First Name (Given Name) from Section 1.
Middle initial (if any) from Section 1.
Instructions: This supplement must be completed by any preparer and/or translator who assists an employee in completing Section 1 of Form I-9. The preparer and/or translator must enter the employee's name in the spaces provided above. Each preparer or translator must complete, sign, and date a separate certification area. Employers must retain completed supplement sheets with the employee's completed Form I-9.
I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.
Signature of Preparer or Translator
Date (mm/dd/yyyy)
Page 3 of 4
Supplement B,
Reverification and Rehire (formerly Section 3)
Supplement B
Instructions: This supplement replaces Section 3 on the previous version of Form I-9. Only use this page if your employee requires reverification, is rehired within three years of the date the original Form I-9 was completed, or provides proof of a legal name change. Enter the employee's name in the fields above. Use a new section for each reverification or rehire. Review the Form I-9 instructions before completing this page. Keep this page as part of the employee's Form I-9 record. Additional guidance can be found in the
Handbook for Employers: Guidance for Completing Form I-9 (M-274)
Date of Rehire (if applicable)
New Name (if applicable)
Middle Initial
Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.
Document Title
Expiration Date (if any) (mm/dd/yyyy)
I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the
employee presented documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.
Name of Employer or Authorized Representative
Additional Information (Initial and date each notation.)
Check here if you used an
alternative procedure authorized
by DHS to examine documents.
Page 4 of 4
Completing the USCIS I-9 form is an essential step for verifying employment eligibility in the United States. After filling out the form, it is important to ensure that all required documentation is gathered and submitted according to the guidelines provided by the U.S. Citizenship and Immigration Services.
What is the USCIS I-9 form?
The USCIS I-9 form, officially known as the Employment Eligibility Verification form, is a document that employers in the United States must complete for every new employee. This form verifies the identity and employment authorization of individuals hired to work in the U.S. Both employers and employees must fill out the form accurately and completely to comply with federal law.
Who needs to complete the I-9 form?
All employers in the U.S. are required to complete the I-9 form for each employee they hire, regardless of the employee's citizenship status. This includes full-time, part-time, and temporary employees. The form must be completed within three days of the employee's start date.
What documents are required for the I-9 form?
Employees must provide documentation that proves both their identity and their eligibility to work in the U.S. The I-9 form lists acceptable documents in three categories: List A (documents that establish both identity and employment authorization), List B (documents that establish identity), and List C (documents that establish employment authorization). Employees can choose which documents to present from these lists.
How long do employers need to keep the I-9 form?
Employers must retain the I-9 form for three years after the date of hire or for one year after the employee's termination, whichever is longer. It’s important to keep these forms in a secure location, as they may be subject to inspection by government officials.
What happens if an employer fails to complete the I-9 form?
If an employer fails to complete the I-9 form, they may face penalties, including fines. The penalties can vary based on the severity of the violation, such as whether it was a first-time offense or if the employer knowingly hired unauthorized workers. Compliance is crucial to avoid these consequences.
Can an employee refuse to provide documents for the I-9 form?
Employees cannot refuse to provide the necessary documents. However, they can choose which acceptable documents to present from the lists provided on the I-9 form. If an employee does not provide the required documentation, the employer cannot legally hire them.
Is the I-9 form the same as the E-Verify system?
No, the I-9 form and the E-Verify system are not the same. The I-9 form is a paper document that verifies employment eligibility, while E-Verify is an online system that allows employers to confirm the information provided on the I-9 form with federal records. E-Verify is voluntary for most employers but mandatory for certain federal contractors and in some states.
What should I do if I discover an error on the I-9 form?
If you find an error on the I-9 form, it is important to correct it as soon as possible. The employee should draw a line through the incorrect information, write the correct information next to it, and initial and date the correction. If the error is significant, it may be advisable to complete a new I-9 form altogether.
Completing the USCIS I-9 form accurately is crucial for both employers and employees. Mistakes can lead to delays, penalties, or even legal issues. One common error occurs when individuals fail to provide all required information. Each section of the I-9 must be filled out completely. Omitting even a single detail can result in complications during the verification process.
Another frequent mistake is not using the correct documentation to establish identity and employment eligibility. The I-9 form requires specific documents, such as a passport or a driver's license combined with a Social Security card. Submitting the wrong documents or failing to provide the necessary copies can lead to the form being rejected.
People often overlook the importance of completing the form within the designated timeframe. The I-9 must be filled out within three days of the employee's start date. Delays in submission can create compliance issues for employers and may result in fines. Timeliness is key to ensuring that all parties remain in good standing.
Inaccurate dates are another common pitfall. When filling out the I-9, it’s essential to ensure that the dates of employment and document expiration are correct. Errors in these areas can create confusion and may trigger audits or further scrutiny from USCIS.
Lastly, many individuals neglect to sign and date the form. Both the employee and employer must provide their signatures to validate the information provided. Failing to do so can render the form incomplete, leading to potential legal ramifications. Always double-check for signatures before submission to avoid this mistake.
The USCIS I-9 form is essential for verifying an employee's identity and eligibility to work in the United States. However, there are several other forms and documents that often accompany the I-9 to ensure compliance with employment laws and regulations. Below is a list of these important documents.
These forms and documents work together with the I-9 to create a comprehensive employment record. Proper completion and maintenance of these documents can help both employers and employees navigate the complexities of employment regulations smoothly.
The USCIS I-9 form is essential for verifying the identity and employment authorization of individuals hired for work in the United States. Several other documents serve similar purposes in different contexts. Here are five documents that share similarities with the I-9 form:
When filling out the USCIS I-9 form, it's essential to follow specific guidelines to ensure accuracy and compliance. Here’s a helpful list of dos and don’ts to keep in mind.
By following these tips, you can navigate the I-9 form process with confidence and ease.
Misconception 1: The I-9 form is only required for new hires.
Many believe that the I-9 form is only necessary when hiring new employees. In reality, it must be completed for every employee, regardless of their start date, as long as they are working in the U.S.
Misconception 2: Employers can complete the I-9 form at any time.
Some think that employers can fill out the I-9 form whenever they choose. However, the form must be completed within three days of the employee's start date to comply with regulations.
Misconception 3: Only U.S. citizens need to complete the I-9 form.
This is incorrect. All employees, regardless of their citizenship status, must complete the I-9 form. This includes lawful permanent residents and individuals with work visas.
Misconception 4: Employers are responsible for verifying the authenticity of documents.
While employers must review the documents provided by employees, they are not required to be experts in document verification. Employers should accept documents that appear genuine and relate to the employee.
Misconception 5: The I-9 form is only needed for certain types of jobs.
This is false. The I-9 form is necessary for all employees working in the U.S., regardless of the job type or industry. It is a universal requirement.
Misconception 6: The I-9 form does not need to be updated.
Some people think that once the I-9 form is completed, it is done for good. However, if an employee's work authorization expires, the form must be updated to reflect their current status.
Misconception 7: There are no penalties for I-9 form errors.
This is a dangerous assumption. Employers can face significant fines for failing to complete the I-9 form correctly or for not having it on file. It is essential to maintain accurate records.
Filling out and using the USCIS I-9 form is crucial for both employers and employees. Here are key takeaways to ensure compliance and understanding:
Adhering to these guidelines will help ensure that the I-9 process is handled correctly, minimizing the risk of penalties.