Regulatory Update: New E‑Verify Account Validation Requirement

On June 23, 2026, E‑Verify announced an important update that will affect how employers maintain their accounts and stay compliant. This new requirement introduces annual account validation and certification obligations, something every organization using E‑Verify should begin preparing for now.

What Is the New Requirement?

E‑Verify will soon require employers to validate and certify that their account information is accurate and up to date on an annual basis.

• Only one authorized user per account needs to complete the certification
• This validation must be completed every 12 months

When the requirement rolls out, users will see on-screen prompts upon login directing them to review and confirm their company profile and user details.

Timeline

• Employers will have 60 days from the first notification to complete certification
• The rollout will occur in phases over several months
• If certification is not completed on time, critical account functions such as case creation will be blocked

Additional Requirement for Federal Contractors

If your organization is a federal contractor subject to the FAR E‑Verify clause, there is an important additional step:

• You must ensure your Unique Entity Identifier (UEI) is added to your E‑Verify company profile.
• Failure to do so before certification becomes mandatory will result in loss of access to E‑Verify features, including case creation

The UEI, issued via SAM.gov, has replaced the DUNS number as the official identifier for federal contractors.

Next Steps for Employers

1. Ensure your company profile and user list are current, including:
   • Business name and address
   • Hiring sites
   • Point of Contact
   • Authorized users and roles
   • If you work with vendor, they will have to maintain the accuracy of the information.
2. Designate a primary user responsible for:
   • Monitoring E‑Verify notifications
   • Completing the annual certification
   • If you work with vendor, the program administrator will be the primary user.
3. Because the requirement is annual, implement:
   • Calendar reminders
   • Compliance tracking procedures
4. Confirm Federal Contractor Status, If applicable:
   • Verify whether your organization is subject to the FAR E‑Verify clause
   • Add your UEI to your company profile if required
5. Monitor E‑Verify Communications
   • Since the rollout will occur in phases, stay alert for:
     • System alerts
     • Official email communications
     • Additional guidance from DHS

Legislative Updates

Our Legislative Updates team is powered by Product Intelligence Managers who stay deeply connected not only with state unemployment agencies and departments of labor, but also with federal and state partners involved in employment verification, immigration compliance, and regulatory enforcement—including E‑Verify and related oversight entities. With extensive experience navigating the complex, fast‑moving landscape of HR, payroll, I‑9, and employment law, our authors monitor statutory and regulatory developments as they emerge or are being shaped behind the scenes.

 

Their expertise spans I‑9 and E‑Verify compliance, new‑hire processes, W‑2 and W‑4 requirements, payroll tax optimization, FLSA guidance, and multi‑jurisdictional employment law. Professional backgrounds include Certified Payroll Professionals and active members of organizations such as the APA, SHRM, ACC, and CPA. They bring a practitioner’s perspective to every update. Through strategic insights, best‑practice guidance, and compliance‑focused thought leadership, our team transforms complex regulatory shifts into actionable intelligence that helps employers reduce risk, streamline processes, and stay confidently compliant in an ever‑changing environment.