On June 20, 2025, the Department of Homeland Security (DHS) launched a significant update for E-Verify employers: a new “Status Change Report” designed to help monitor Employment Authorization Document (EAD) revocations, particularly those issued to certain parolees whose status has been terminated. This development affects employers who may have individuals on staff whose EADs are no longer valid, including those granted under the humanitarian parole programs for Cubans, Haitians, Nicaraguans, and Venezuelans (CHNV).
The change now requires employers to proactively check for expiring and/or revoked EAD cards rather than relying on previous Case Alerts to notify.
Below are the other key updates:
| New Monitoring Tool | The “Status Change Report” in E-Verify replaces previous Case Status Alerts. It lists employees with revoked EADs by case number, A-number, and the date of revocation. Accessible via the “Reports” tab; updated regularly by DHS. | |
| Immediate Reverification Required | Employers must use Form I-9, Supplement B to reverify any employee listed in the report immediately. Do not create a new E-Verify case or accept a revoked EAD, even if it appears unexpired. | |
| Supporting Guidance | DHS launched an EAD Revocation Guidance webpage, which includes a revocation timeline chart. Employees may still be authorized under a different status and may present valid List A or List C documents for reverification. See: https://www.e-verify.gov/ead-revocation-guidance-for-e-verify-employers | |
| Compliance Considerations | Although guidance uses permissive terms, DHS is expected to treat the Status Change Report as constructive notice. No clear directive exists on how often to check the report or how long to give employees to present new documents. | |
| Documenting Your Process | Employers should implement consistent and reasonable practices for reviewing the report and conducting reverifications. Thorough documentation of procedures and actions taken is recommended to support compliance. |
To comply with the new DHS guidance and safeguard against potential employment authorization violations, E-Verify employers should take the following steps:
- Regularly Monitor the “Status Change Report” in E-Verify. Employers should establish a routine schedule—ideally, weekly—to log in to their E-Verify account and review the Status Change Report. Since DHS will update this report regularly, consistent monitoring ensures the timely identification of any employees whose EAD has been revoked. Delegating this task to a trained HR professional or compliance officer can help maintain consistency and accountability.
- Inform Affected Employees of Their Rights and Options. Employers should promptly and professionally notify any affected employees that their EAD has been flagged in the report. It’s essential to clarify that the employee may still be authorized to work under a different legal basis and has the right to present other acceptable documentation from List A or List C of the Form I-9. Employers must avoid suggesting or requiring specific documents, in line with anti-discrimination provisions.
- Initiate Reverification Promptly Using Form I-9, Supplement B. Upon identifying an employee in the Status Change Report, employers must use Form I-9, Supplement B to begin the reverification process without delay. This step is crucial for maintaining compliance, as continuing to employ someone without valid work authorization—even inadvertently—can expose the employer to penalties. DHS advises that all reverification actions be completed within a “reasonable” timeframe, so employers should act swiftly and document the timeline.
- Do Not Accept a Revoked EAD for Reverification. Even if an EAD appears to be unexpired, it should not be accepted if it is listed as revoked in the Status Change Report. Relying on such documentation could be considered a violation of employment verification rules. Employers must follow the DHS directive strictly and refrain from accepting any document DHS has formally invalidated.
- Maintain Detailed Records and Adopt Consistent Practices. Document every step taken in response to the Status Change Report, including the date the report was checked, the date employees were notified, and the outcome of each reverification. Implementing and following a consistent internal protocol not only supports compliance but also provides a strong defense in the event of an audit or investigation.
Need Help Navigating EAD Revocations and E-Verify Compliance?
The new DHS reporting requirements and EAD revocation procedures can pose complex challenges for employers—especially those managing large or multi-location workforces. At GIP, our team is here to help you interpret the latest guidance, develop compliant reverification protocols, and respond effectively to changes in employee work authorization status.
Contact us today to schedule a compliance review or speak with a member of our compliance team. Staying ahead of these updates is key to minimizing legal risk and maintaining workforce stability.