The Department of Homeland Security has announced the termination of Temporary Protected Status (TPS) for Yemen, effective July 20, 2026, and for Syria and Haiti, effective July 27, 2026. As a result, TPS-based employment authorization associated with these designations may no longer be valid, requiring employers to review affected employees’ work authorization status.
What Can Employers Do Regarding Termination of TPS?
- Employers should review their I-9 records to identify employees who may have presented TPS-related documents from Yemen, Syria, or Haiti. Attention should be given to Employment Authorization Documents (EADs) with category codes A12 or C19, which are commonly associated with TPS.
- If an employee’s TPS-based work authorization has expired due to the termination of the designation, employers should complete reverification in accordance with Form I-9 requirements. Employees must be given the opportunity to present any other valid documentation establishing continued authorization to work in the United States.
- Employers should not assume that an individual has lost work authorization simply because they are from Haiti, Syria, or Yemen. Employees may possess another immigration status or employment authorization category that permits continued employment.
- Consider issuing a neutral communication informing potentially affected employees that TPS designations for these countries have ended and inviting anyone who may be impacted to contact HR confidentially regarding their current employment authorization documentation.
- Given the complexity of TPS-related litigation and ongoing immigration developments, employers should work closely with immigration counsel when addressing impacted populations, particularly in cases involving pending applications, alternative statuses, or unusual documentation scenarios.
A proactive internal audit, timely reverification, and clear communication can help ensure compliance while treating affected employees fairly and respectfully.
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.
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