When Are Your I-9 Deadlines?
Enter a hire date to see exact Section 1 and Section 2 due dates with correct business day math — updated instantly.
Researched by the I9AuditReady Research Team
Last Updated: April 2026
Employers must complete Section 1 of Form I-9 on or before the employee's first day of work, and Section 2 within 3 business days of the hire date, per USCIS I-9 instructions.
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When does this employee start?
Affects compliance notes, not the deadlines themselves
Business days are calculated by skipping Saturdays and Sundays. Federal holidays are not automatically skipped — consult counsel for holiday edge cases.
Enter a hire date to see all I-9 deadlines
Section 1, Section 2, and the 90-day monitoring window will appear here with status indicators.
Disclaimer: This calculator is for informational purposes only and does not constitute legal advice. Deadlines are based on USCIS I-9 instructions and 8 CFR § 274a.2. Federal holidays and certain exceptions may affect your actual deadlines. Consult a qualified immigration attorney for guidance specific to your situation. I9AuditReady is not a law firm.
I-9 Completion Deadlines — Key Facts
Section 1 deadline
Day 1
On or before first day of work
USCIS I-9 Instructions
Section 2 deadline
3 business days
From date of hire
USCIS I-9 Instructions
Document expiration monitoring
90 days
Begin monitoring from hire date
USCIS I-9 Instructions
Late Section 2 fine (first offense)
$252–$2,507
Per form with violation
8 CFR § 274a.10 (2026)
Employers must complete Section 1 of Form I-9 on or before the employee's first day of work, and Section 2 within 3 business days of the hire date, per USCIS I-9 instructions.
For an employee hired on a Monday, the Section 2 deadline is Thursday of the same week (Monday + 3 business days). For an employee hired on a Thursday, the Section 2 deadline is the following Tuesday (skipping Saturday and Sunday).
Late completion of Section 2 is a substantive I-9 violation. Under the 2026 DHS penalty schedule (8 CFR § 274a.10), substantive violations carry fines of $252 to $2,507 per form for first offenses, and up to $6,269 per form for repeat offenses.
Frequently Asked Questions About I-9 Deadlines
What counts as a business day for I-9 purposes?
Business days for I-9 purposes are Monday through Friday. Saturdays and Sundays are excluded from the 3-business-day count for Section 2. This calculator automatically skips weekends when computing the Section 2 deadline. Federal holidays are not explicitly excluded by USCIS — consult an immigration attorney for holiday edge cases.
What happens if Section 2 is completed late?
Late completion of Section 2 is a substantive I-9 violation. ICE auditors compare the hire date on the I-9 to the date Section 2 was completed. Forms completed more than 3 business days after hire are flagged as violations, which can result in fines of $252 to $2,507 per form on a first offense under the 2026 DHS penalty schedule (8 CFR § 274a.10).
Are the deadlines different for remote employees?
No. Remote employees have the same Section 1 (first day of work) and Section 2 (3 business days from hire) deadlines as in-person employees. For remote hires, employers may use an authorized representative to physically inspect documents. The employer remains legally responsible for the accuracy of the I-9.
Do weekends count toward the 3-day deadline?
No. Weekends do not count toward the 3-business-day Section 2 deadline. Per USCIS instructions, the Section 2 deadline is calculated using business days only — Saturday and Sunday are excluded from the count. This calculator applies that rule automatically.
I9AuditReady provides compliance tracking tools and informational resources — not legal advice. It is not a law firm and does not create an attorney-client relationship. Deadline calculations are based on USCIS I-9 instructions and 8 CFR § 274a.2. Federal holidays and certain exceptions may affect your actual deadlines. Always consult a qualified immigration attorney for advice on your specific situation.