The USCIS I-9 form is a document that verifies an employee's identity and eligibility to work in the United States. Employers must complete this form for every new hire to ensure compliance with federal immigration laws. To get started on filling out the I-9 form, click the button below.
The USCIS I-9 form is an essential document for employers in the United States, serving as a verification tool for the employment eligibility of their workers. This form requires both employees and employers to provide specific information, ensuring compliance with immigration laws. Employees must present valid identification and work authorization documents, which can include a U.S. passport, a permanent resident card, or a driver’s license, among others. Employers, on the other hand, are responsible for completing their section of the form and retaining it for a designated period. The I-9 form not only helps prevent unauthorized employment but also protects the rights of workers by confirming their eligibility to work. Understanding the nuances of the I-9 process is crucial for businesses, as failure to comply can lead to significant penalties. With proper completion and retention of the form, both employers and employees can navigate the hiring process with confidence.
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
Filling out the USCIS I-9 form is an essential step for employers and employees alike. Once you have completed the form, it will help verify your eligibility to work in the United States. Here’s how to fill it out properly:
After filling out the I-9 form, it’s important to ensure that all information is accurate and up to date. This process helps maintain compliance with employment laws and protects your rights as a worker.
The USCIS I-9 form, officially known as the Employment Eligibility Verification form, is used by employers to verify the identity and employment authorization of individuals hired for employment in the United States. This form helps ensure that employers are compliant with immigration laws by confirming that their employees are legally allowed to work in the country.
All employers in the United States must complete the I-9 form for each employee they hire. This requirement applies to both citizens and non-citizens. Employees must fill out Section 1 of the form, while employers are responsible for completing Section 2. It’s important to note that the form must be completed within three days of the employee's start date.
The I-9 form requires employees to present documents that establish both identity and employment eligibility. These documents are categorized into three lists:
Employees can choose to present documents from List A or a combination of one document from List B and one from List C.
Employers must retain the I-9 form for a specific period. The form should be kept for three years after the date of hire or for one year after the employee's termination, whichever is longer. It’s essential for employers to keep these forms in a secure location, as they may be subject to inspection by U.S. immigration officials.
Failure to comply with I-9 requirements can lead to significant penalties for employers. Civil fines can range from hundreds to thousands of dollars, depending on the severity of the violation. Employers may face fines for not completing the form, failing to retain it properly, or not ensuring that the documents presented are valid. In extreme cases, criminal penalties may also apply, particularly for knowingly hiring unauthorized workers.
Incorrect Personal Information: Many individuals fail to provide accurate personal details, such as their name, address, or Social Security number. Even a small typo can lead to significant delays or issues.
Missing Signatures: One common mistake is neglecting to sign the form. Both the employee and employer must sign the I-9 form. Without these signatures, the form is incomplete.
Improper Document Selection: When proving identity and employment eligibility, individuals sometimes present documents that do not meet the requirements. It is crucial to choose valid documents from the lists provided by USCIS.
Failure to Complete Sections: Each section of the I-9 form must be filled out completely. Skipping sections can result in the form being rejected or considered invalid.
Incorrect Dates: Entering the wrong dates for employment or document verification can create confusion. It is essential to ensure that all dates are accurate and reflect the correct timeline.
Not Updating the Form: If there are changes in employment status or personal information, individuals often forget to update their I-9 form. Keeping this information current is vital for compliance.
The USCIS I-9 form is essential for verifying the employment eligibility of individuals in the United States. Along with the I-9 form, several other documents may be required to ensure compliance with employment verification processes. The following is a list of forms and documents often used in conjunction with the I-9 form.
These documents play a crucial role in the employment verification process, ensuring that both employers and employees comply with federal regulations. Proper documentation helps maintain a transparent and lawful hiring process.
The USCIS I-9 form is similar to the Employment Eligibility Verification process in various ways. Just like the I-9, this process requires employers to confirm that their employees are legally allowed to work in the United States. Both documents serve as a means to prevent unauthorized employment and ensure compliance with immigration laws. Employers must collect specific documentation from employees to verify their identity and work authorization, making the I-9 form an essential part of the hiring process.
The W-4 form, which employees fill out to determine their tax withholding, shares similarities with the I-9 form. Both documents require personal information from employees, such as name, address, and Social Security number. While the I-9 focuses on employment eligibility, the W-4 centers on tax obligations. Each form is crucial for employers to ensure they are fulfilling legal requirements regarding employee information and withholding.
The Form 1099 is another document that relates to the I-9 form in the context of employment. While the I-9 is used for verifying eligibility to work, the 1099 form is utilized to report income earned by independent contractors or freelancers. Both documents require accurate information about the individual, but they serve different purposes in the employment landscape. Employers must manage both forms to ensure compliance with tax and labor regulations.
Similarly, the Form W-2 is an important document that aligns with the I-9 form. The W-2 reports an employee's annual wages and the taxes withheld from their paycheck. Like the I-9, it requires accurate employee information and is essential for tax reporting. Both forms help maintain transparency and accountability in the employer-employee relationship, ensuring that all parties meet their legal obligations.
The Form I-20, used by international students in the U.S., also bears resemblance to the I-9 form. The I-20 is issued to students to confirm their eligibility to study in the U.S. and provides essential information about their program. While the I-9 verifies employment eligibility, both forms are critical for individuals navigating immigration and employment in the U.S. educational system.
The EAD (Employment Authorization Document) is another document comparable to the I-9 form. The EAD serves as proof that an individual is authorized to work in the U.S. for a specific period. Like the I-9, it requires personal information and is a key component in the employment verification process. Employers often request a copy of the EAD to ensure compliance with immigration laws.
The Form DS-2019, which is used for J-1 visa holders, is also similar to the I-9 form. This document is essential for individuals participating in exchange visitor programs. Both the DS-2019 and the I-9 require verification of eligibility, whether for work or study. They play a crucial role in ensuring that individuals comply with U.S. immigration regulations.
Lastly, the Form I-751, which is used to remove conditions on permanent residence for certain immigrants, shares a connection with the I-9 form. Both forms require detailed personal information and documentation to verify an individual's status. While the I-9 focuses on employment eligibility, the I-751 is critical for those seeking to maintain their legal residency. Each form represents a step in the broader process of immigration and employment law.
When filling out the USCIS I-9 form, it is essential to approach the task with care and attention to detail. This form is crucial for verifying the identity and employment authorization of individuals hired for employment in the United States. Below is a list of things you should and shouldn't do when completing this important document.
Completing the I-9 form correctly is not just a bureaucratic requirement; it is a fundamental step in ensuring compliance with employment laws. By following these guidelines, individuals can navigate the process with confidence and clarity.
Misconception 1: The I-9 form is only for new employees.
This is not true. The I-9 form must be completed for all employees hired after November 6, 1986, regardless of whether they are new or returning to a position.
Misconception 2: Employers do not need to keep I-9 forms on file.
In fact, employers are required to retain completed I-9 forms for three years after the date of hire or for one year after the employee's termination, whichever is longer.
Misconception 3: Only U.S. citizens can complete the I-9 form.
This is incorrect. The I-9 form can be completed by any employee, regardless of citizenship status, as long as they can provide the necessary documentation to prove their identity and employment eligibility.
Misconception 4: The I-9 form does not require any supporting documents.
This is a misunderstanding. Employees must present valid documents that establish both identity and employment authorization. Employers must review these documents and record the information on the I-9 form.
Misconception 5: The I-9 form is the same as a work permit.
This is not accurate. The I-9 form is used to verify employment eligibility, while a work permit is a specific document that allows a non-citizen to work in the United States.
Misconception 6: Employers can discriminate based on the documents presented on the I-9 form.
This is false. Employers must accept any valid documents that establish identity and employment eligibility. They cannot choose which documents to accept based on the employee's nationality or appearance.
When it comes to completing the USCIS I-9 form, understanding the requirements and processes is essential for both employers and employees. Here are some key takeaways to keep in mind:
By keeping these points in mind, both employers and employees can navigate the I-9 process more effectively and ensure compliance with federal regulations.