Does Your Employee Need I-9 Reverification?
Enter the employee's work authorization type and document expiration to get an instant answer — including when to start the process and what to do.
Researched by the I9AuditReady Research Team
Last Updated: April 2026
Under USCIS rules, employers must reverify an employee's work authorization before the expiration date on their Form I-9. Failure to reverify is a substantive I-9 violation carrying fines of $252 to $2,507 per employee for first-time violations under the 2026 DHS penalty schedule.
Employee Work Authorization
What type of work authorization does the employee have?
Select a work authorization type to check reverification requirements
Choose the employee's work authorization type on the left.
Disclaimer: This tool is for informational purposes only and does not constitute legal advice. Reverification rules are based on USCIS Form I-9 instructions and applicable federal law (8 U.S.C. § 1324a). TPS guidance may change based on DHS designations. Always consult a qualified immigration attorney for advice specific to your situation. I9AuditReady is not a law firm.
I-9 Reverification — Key Facts
Reverification deadline
Before expiry
USCIS I-9 Instructions
Recommended start window
90 days early
USCIS best practice
Fine per missed reverification
$252–$2,507
8 CFR § 274a.10 (2026)
Form to use
Supplement B
Form I-9 (Rev. 08/01/23)
Under USCIS rules, employers must reverify an employee's work authorization before the expiration date on their Form I-9. Failure to reverify is a substantive I-9 violation carrying fines of $252 to $2,507 per employee for first-time violations under the 2026 DHS penalty schedule (8 CFR § 274a.10).
Reverification is required for Employment Authorization Documents (EADs), foreign passports used with an I-94, H-1B, L-1, TN, and similar nonimmigrant visas, and Temporary Protected Status (TPS) grants. U.S. citizens and lawful permanent residents are permanently exempt from reverification.
Employers who require reverification from exempt employees — specifically U.S. citizens or green card holders — may face discrimination complaints under 8 U.S.C. § 1324b, which prohibits immigration-related employment discrimination.
Frequently Asked Questions About I-9 Reverification
When is I-9 reverification required?
I-9 reverification is required when an employee's work authorization document has an expiration date and that authorization can expire — specifically for EADs, foreign passports with I-94 admission periods, H-1B/L-1 and similar visas, and TPS grants. Reverification must be completed before the expiration date using Supplement B of the current Form I-9.
Do U.S. citizens need I-9 reverification?
No. U.S. citizens are permanently authorized to work and are never subject to I-9 reverification. Requiring reverification from a U.S. citizen may constitute immigration-related employment discrimination under 8 U.S.C. § 1324b.
Do green card holders need I-9 reverification?
Generally no. Lawful permanent residents have permanent, unrestricted employment authorization that does not expire even when the physical green card expires. The card is evidence of status, not a grant of authorization — so employers should not reverify based on card expiration alone.
What form do I use to reverify?
Use Supplement B of the current Form I-9 (Rev. 08/01/23). The employee must present a new unexpired List A or List C document. Record the document details in Supplement B, have the employer representative sign and date it, and attach it to the original I-9.
Internal links: See I-9 Fine Calculator, Document Validator, and Acceptable Documents Reference.
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. Reverification rules are based on USCIS Form I-9 instructions and current federal law and may change. Always consult a qualified immigration attorney for advice on your specific situation.