When hiring new employees, it’s important to stay on top of Form I-9 and E-Verify compliance requirements. As of January 2025, a new version of the Form I-9 is available, bringing some small but important changes. While these updates don’t affect what documents employees provide or how they complete the form, they do reflect updated legal terminology and privacy guidelines from the Department of Homeland Security.
What’s New with Form I-9?
All U.S. employers must complete a Form I-9 for every new hire, regardless of citizenship or immigration status. The newest version of the form (Edition January 20, 2025) includes:
- A wording change in Section 1: the box previously labeled “A noncitizen authorized to work” now reads “An alien authorized to work.”
- Updated descriptions for two List B identity documents to align with legal standards.
- Revised privacy notice language based on current DHS guidance.
Employers may use any of the following editions of the form:
- Edition January 20, 2025 (expires May 31, 2027) – recommended for immediate use
Edition August 1, 2023 (expires May 31, 2027) – still valid
Edition August 1, 2023 (expires July 31, 2026) – valid, but systems must be updated before that expiration date
Make sure your HR or onboarding systems reflect the correct expiration date if using the August 1, 2023 version.
E-Verify Language Update
If you use E-Verify to electronically confirm employee eligibility, there’s one key terminology update: The citizenship status selection has been changed from “A noncitizen authorized to work” to “An alien authorized to work.” Here’s how it affects you:
- If an employee selects “An alien authorized to work” on the new Form I-9, you’ll see that same language in E-Verify.
- If an older version of the form is used, and the employee selects the previous phrasing, you must still choose “An alien authorized to work” when creating an E-Verify case.
What Employers Should Do Now
To stay compliant, employers should begin using the newest version of Form I-9 or continue with a currently valid edition until its expiration. It’s also important to review internal systems and software to ensure they reflect the correct expiration date and updated terminology. Lastly, take time to train your hiring team on these language changes to prevent confusion and ensure a smooth onboarding process.
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