The Department of Homeland Security (DHS) has recently exercised its authority to terminate parole or other humanitarian programs, revoking certain Employment Authorization Documents (EAD). This could have implications for employers, making it important to understand how this update may affect employees and recommended actions to stay compliant.
Key Points for Employers Regarding EAD Revocation
- DHS has directly notified affected individuals.
- Even if an employee still possesses a valid physical EAD card, their employment authorization may have been revoked.
- DHS will not collect revoked EADs, so employees may still have them in hand.
- E-Verify will continue to notify employers via case alerts when an employee’s EAD is nearing expiration or has been revoked.
Effective Date
April 24, 2025
Recommended Action
| Step | Action Required |
| Monitor E-Verify | Respond to all case alerts about EAD revocation.If you work with a vendor, please work closely with the provider to ensure the notifications are not missed and immediate action is taken. |
| Change of status | The employee may still be employment authorized based on another status or provision of law and may provide other acceptableForm I-9documentation to demonstrate employment authorization. |
| Reverify Form I-9 | Use Supplement B; request a new List A or C document from the employee. |
| No New E-Verify Case | Do not create a new E-Verify case for the same employee. |
| Employee Status | ACTIVE: If an active employee cannot provide acceptable documentation demonstrating continued employment authorization, you may not continue to employ them.TERMINATED: No action is required if the employee has already been terminated. |
| Avoid Discrimination | Follow anti-discrimination rules; do not request specific or extra documents. |
| Memo | Insert a memo outlining the action taken, answering who, what, why, and when. |
