On June 20, 2025, the Department of Homeland Security (DHS) introduced a critical update affecting E-Verify users: the launch of a new Status Change Report designed to help employers identify revoked Employment Authorization Documents (EADs) issued to employees whose parole has been terminated.
This update is particularly relevant for employers who hired individuals under humanitarian parole programs—including the Processes for Cubans, Haitians, Nicaraguans, and Venezuelans (CHNV)—many of whom may now face revoked work authorization as a result of DHS action.
What Changed?
DHS has begun revoking EADs for individuals whose parole into the U.S. has ended, either individually or as part of a broader policy shift. Employers using E-Verify will no longer rely on Case Status Alerts for these revocations. Instead, the newly released Status Change Report allows employers to:
- Track which E-Verify cases involve revoked EADs
- Identify employees by case number and A-Number
- View the revocation date for compliance actions
Why It Matters
Employers are legally required to ensure that every individual on their payroll is authorized to work in the United States. The use of invalid or revoked EADs—knowingly or unknowingly—can expose employers to significant legal liability, including potential audits and fines from the Department of Labor (DOL) or Immigration and Customs Enforcement (ICE).
This development is a reminder that EAD revocation compliance for E-Verify employers must now include regular monitoring of employment authorization statuses, even after an initial Form I-9 has been completed.
Steps Employers Must Take
- Generate the Status Change Report:
- Log into your E-Verify account
- Go to the “Reports” tab and select “Status Change Report”
- Narrow by revocation date (optional) or generate a full report
- Download the report in CSV format for internal use
- Reverify Affected Employees Immediately:
- Use Form I-9 Supplement B for reverification
- Collect unexpired documents from List A or List C
- Do not reverify List B identity documents
- Do not accept revoked EADs, even if they appear unexpired
- Document and Complete in a Timely Manner:
Employers must act within a reasonable period to complete the reverification process. Failing to do so may result in continued employment of unauthorized workers—a violation of federal law. - Do Not Create a New E-Verify Case:
Reverification must be handled exclusively through Form I-9 procedures.
For Employers Working with Employer Agents:
If you use an employer agent for E-Verify services, contact them directly to request your company’s Status Change Report. Employer agents must follow data protection protocols when handling sensitive employee information, such as A-Numbers.
Final Note on Compliance
Failure to act on a revoked EAD—whether due to a lapse in monitoring or improper reverification—can result in worksite enforcement actions. Employers are urged to implement immediate internal checks using the new E-Verify tools and maintain rigorous I-9 procedures to remain in full compliance.
For further details, visit the USCIS I-9 Central Reverification Guidance and E-Verify’s EAD Revocation Guidance for Employers.
If your business employs individuals under parole-based EADs and you need assistance navigating this new compliance landscape, Ahluwalia Law Offices is here to help. Our attorneys offer strategic counsel to ensure your employment practices align with the latest DHS requirements.
