Form I-9 & E-Verify 2025 Updates: What Employers Need To Know Now

USCIS Rolls Out Minor Changes to Form I-9 and E-Verify in April 2025

On April 2, 2025, the U.S. Citizenship and Immigration Services (USCIS) introduced minor updates to Form I-9, the mandatory Employment Eligibility Verification form, and the E-Verify system, impacting how employers verify new hires’ work authorization.

These changes, effective immediately, align with statutory language and include an updated DHS Privacy Notice.

While the updates are small, they’re crucial for compliance, especially with the Trump administration signaling increased I-9 inspections.

Whether you’re an employer or a new employee, understanding these changes ensures a smooth hiring process and avoids penalties.

Let’s dive into what’s new, which Form I-9 versions to use, and actionable steps to stay compliant in 2025.

What Are the Latest Changes to Form I-9 in 2025?

Form I-9, required for every new hire in the U.S. to verify identity and work authorization, received minor updates on April 2, 2025.

The revised form, with an edition date of 01/20/25 and an expiration date of 05/31/2027, includes the following changes:

Updated Language: The citizenship status option in Section 1, previously “A noncitizen authorized to work,” now reads “An alien authorized to work,” aligning with legal terminology under the Immigration and Nationality Act (INA).

List B Document Revisions: Descriptions of two List B documents, which establish identity, have been updated to match statutory standards, ensuring clarity for employers and employees.

Revised Instructions: The form’s instructions now include an updated DHS Privacy Notice, reflecting current privacy policies.

These updates don’t alter how employees complete the form or the documents they must provide—they’re purely linguistic adjustments to ensure legal accuracy.

However, staying updated is key to avoiding compliance issues, especially as enforcement ramps up.

Which Form I-9 Versions Can Employers Use in 2025?

USCIS allows flexibility in using different Form I-9 editions, as long as they’re valid.

Here’s a breakdown of the versions you can use as of April 8, 2025:

01/20/25 Edition (Expires 05/31/2027): This is the newest version, available for download on the USCIS website.

Employers can start using it immediately.

08/01/23 Edition (Expires 05/31/2027): This version remains valid and can be used without any changes.

08/01/23 Edition (Expires 07/31/2026): Also valid, but if you’re using this version in electronic systems, you must update the expiration date to 05/31/2027 by July 31, 2026, to stay compliant.

Employers can choose any of these versions until their respective expiration dates.

However, using an outdated or expired form after its expiration can lead to penalties, especially with heightened scrutiny from Immigration and Customs Enforcement (ICE).

What’s New with E-Verify in April 2025?

E-Verify, the online system that helps employers confirm an employee’s work eligibility by cross-checking Form I-9 data with government records, has also been updated to reflect the Form I-9 changes.

Starting April 3, 2025, the following adjustments apply:

Citizenship Status Update: The E-Verify and E-Verify+ systems now use “An alien authorized to work” instead of “A noncitizen authorized to work” for the citizenship status selection during case creation.

Consistency Across Platforms: If an employee selects “An alien authorized to work” on the new Form I-9, E-Verify will reflect the same language.

However, if an older form is used with “A noncitizen authorized to work,” employers must still select “An alien authorized to work” in E-Verify to align with the updated system.

Web Services Automation: For employers using E-Verify through Web Services applications, the system automatically updates the employee’s status to “An alien authorized to work,” even if the older terminology is submitted.

This change aligns with the current Interface Control Agreement (ICA) version 31.1, requiring no immediate updates for developers but encouraging them to adjust their systems soon.

These updates ensure consistency between Form I-9 and E-Verify, reducing confusion during the verification process.

Why These Changes Matter: The Bigger Picture

The shift from “noncitizen” to “alien” reverses a Biden-era change aimed at softening immigration terminology, reflecting the Trump administration’s push to revert to statutory language under the INA.

This aligns with broader enforcement priorities, as noted in a recent HR Dive report, which highlights the administration’s plan to increase I-9 inspections.

Employers face heightened risks of fines—ranging from $281 to $2,789 for paperwork violations and up to $27,894 for intentional violations—making compliance more critical than ever.

Additionally, the updates come amid other immigration policy shifts, such as the January 20, 2025, Executive Order 14159, which emphasizes alien registration enforcement, signaling a tougher stance on immigration compliance.

What Employers Need to Do to Stay Compliant

To navigate these updates and avoid penalties, employers should take the following steps:

Download the Latest Form I-9: Access the 01/20/25 edition from the USCIS website and integrate it into your hiring process.

Alternatively, continue using a valid earlier version (08/01/23) until its expiration.

Update Electronic Systems: If using the 08/01/23 edition with a 07/31/2026 expiration in electronic systems, update the expiration date to 05/31/2027 by July 31, 2026, to ensure compliance.

Adjust E-Verify Processes: When creating E-Verify cases, always select “An alien authorized to work” to match the updated system, regardless of the Form I-9 version used.

Train your HR team on this change to avoid errors.

Monitor Compliance: Retain completed Form I-9s for three years after the hire date or one year after employment ends, whichever is later, and ensure they’re available for inspection by DHS, the Department of Labor, or the Department of Justice.

Leverage E-Verify+: Consider enrolling in E-Verify+ for a streamlined verification process, as USCIS continues to promote its efficiency.

A sneak peek of new E-Verify+ features was shared on April 4, 2025, promising enhanced usability.

These actions help employers stay ahead of enforcement trends and maintain a compliant hiring process.

What Employees Should Know About the 2025 Updates

For employees starting a new job, the Form I-9 and E-Verify updates are unlikely to impact your hiring experience significantly.

You’ll still need to provide acceptable documents to verify your identity and work authorization, such as a passport or a driver’s license paired with a Social Security card.

However, you might notice different terminology depending on the Form I-9 version your employer uses—“A noncitizen authorized to work” on older forms versus “An alien authorized to work” on the new one.

This change doesn’t affect your eligibility or the documents you need to present; it’s simply a legal alignment.

If you have questions, ask your employer for the Form I-9 instructions, which they’re required to provide.

The Broader Context: Form I-9 and E-Verify Evolution

Form I-9 has undergone several updates in recent years.

In 2023, USCIS introduced a one-page format, added a remote verification option for E-Verify users, and reduced instructions from 15 to 8 pages, aiming to simplify the process.

However, the American Immigration Lawyers Association (AILA) raised concerns about the one-page format, noting potential for errors if employees and employers accidentally fill out each other’s sections.

The 2025 updates don’t address these structural concerns but focus on legal terminology.

Meanwhile, E-Verify has evolved with features like E-Verify+, launched as a pilot in 2024, integrating Form I-9 and E-Verify into a single process.

These changes reflect USCIS’s ongoing efforts to modernize employment verification while balancing enforcement priorities.

Potential Challenges and Criticisms

While the updates are minor, they’re not without challenges.

The terminology shift to “alien” has drawn criticism from immigration advocates who argue it’s a step backward from the Biden administration’s more inclusive language.

Additionally, employers using electronic Form I-9 systems may face vulnerabilities if their platforms don’t comply with federal regulations, as noted by HR Dive.

The increased focus on inspections under the Trump administration adds pressure, especially for small businesses with limited HR resources.

Posts on X reflect mixed sentiment, with some HR professionals appreciating the clarity of the updates, while others see them as unnecessary given the minor nature of the changes.

Staying proactive is key to navigating these challenges.