TPS Terminations in Nepal, Honduras & Nicaragua: Employer Takeaways

A federal appeals court decision has set in motion the end of Temporary Protected Status for thousands of long-time residents from Nepal, Honduras, and Nicaragua living in the United States 🇺🇸. After the Ninth Circuit Court of Appeals stayed a lower court’s order on August 20, 2025, the Department of Homeland Security moved ahead with the original timeline: TPS for Nepal ended on August 20, 2025, and TPS for Honduras and Nicaragua will end on September 8, 2025, unless another court order blocks it.

More than 60,000 TPS holders from these three countries now face immediate changes to their ability to live and work in the country. Many will lose permission to work and, for some, face the risk of removal if they have no other legal status. The government’s public guidance remains that TPS is a temporary program for people displaced by crises, while worker groups and civil rights advocates warn of sudden harm to families and employers who have relied on these workers for years.

Case status and immediate timeline

The appeals court action overturned a July 31, 2025 district court ruling that had allowed TPS to continue, possibly through November 18, 2025. While the core lawsuit continues and a full hearing is set for November 18, 2025, the Ninth Circuit’s stay means terminations proceed now.

Key dates:
– July 31, 2025: District court temporarily extended protections and work authorization for TPS recipients from Nepal, Honduras, and Nicaragua until at least November 18, 2025.
– August 20, 2025: Ninth Circuit stayed that district court order; DHS enforced earlier termination notices. TPS for Nepal ended on this date.
– September 8, 2025: Scheduled end date for TPS for Honduras and Nicaragua, unless a court intervenes again.
– November 18, 2025: Merit hearing scheduled in district court.

The stay means employers and TPS holders must act based on the current end dates, not on the possibility of a late court reversal. Practically, that means work permits tied to TPS expire when TPS ends—already passed for Nepal and forthcoming for Honduras and Nicaragua.

Who is affected

• The affected population is over 60,000 across Nepal, Honduras, and Nicaragua.
• Many have lived in the United States 🇺🇸 for years—more than a decade for many from Nepal and over 25 years for many from Honduras and Nicaragua.
• Children born in the U.S. to TPS holders are U.S. citizens, but parents may lose status and work permission.
• Some TPS holders have other pending immigration paths (e.g., asylum, family-based filings, employment-based visas) and may be less affected if those paths provide work authorization. Many others rely solely on TPS.

Impact on workers and employment authorization

An Employment Authorization Document (EAD) tied to TPS is valid only while TPS is in effect. When TPS ends, so does that work permit.

Immediate employment implications:
– Nepali TPS holders: Work permits tied to TPS expired on August 20, 2025.
– Honduran and Nicaraguan TPS holders: Employment authorization will end after September 8, 2025, unless they have another lawful status that permits work.

Common scenarios:
– A Nepali caregiver with 12 years at a nursing home on a TPS-based EAD must either have another status (for example, work permission from a pending asylum application) or stop working.
– A Honduran construction supervisor with 25 years in the U.S. can work only until his EAD expires after September 8, 2025, unless he shows another valid employment document.
– A Nicaraguan home health aide who is key to client care must present another valid status by September 8, 2025 or be taken off the schedule.

Important employer obligations and cautions:
– Use Form I-9 to reverify work authorization. Employers must reverify expiring EADs and must not allow employees to continue working without valid authorization.
– Employers must avoid discrimination. The same I-9 rules apply to everyone—do not target employees from a particular country or request extra documents beyond what the law allows.
– Failing to reverify or allowing unauthorized work can lead to fines and penalties.

For official updates, check the USCIS TPS webpage.

Practical steps for employers

Employers should act now to reduce legal risk and operational disruption:

1. Identify affected staff
   • Find employees with TPS-based EADs from Nepal, Honduras, or Nicaragua.
   • Confirm document categories, country of origin, and expiration dates.
2. Reverify work authorization
   • Reverify on or before the expiration date using Form I-9.
   • Accept any valid document or permitted combination of documents that meet I-9 requirements.
3. Communicate respectfully and early
   • Notify impacted employees about timelines and the company’s process.
   • Encourage employees to seek legal advice; do not provide case-specific legal counsel.

1. Prepare staffing contingency plans
   • Create backup schedules, client coverage, and overtime plans—especially in healthcare, long-term care, construction, and building services.
2. Consult counsel for key workers
   • Explore whether employees qualify for alternative paths (family petitions, employer sponsorship, asylum-based work authorization). Early review helps determine options.

Practical steps for workers and families

If you are affected, act quickly and carefully:

• Talk to a qualified immigration attorney or trusted legal organization. Timing matters; do not rely on rumors.
• Keep copies of any immigration filings (asylum, family petitions, employment-based cases).
• If you have work permission through a path other than TPS, present it to your employer promptly so they can reverify.
• If your work permission ends and you have no valid alternative, do not continue working without documents; that risks immigration consequences.
• Seek reputable sources for updates—avoid misinformation.

Sector and community impacts

• Healthcare and long-term care: Many TPS holders provide steady patient support; their sudden absence may create staffing shortages and interrupt care continuity.
• Construction and building services: Replacement of experienced workers on short notice can delay projects, increase costs, and affect safety.
• Families and communities: TPS families juggle mortgages, school schedules, healthcare, and community ties. Sudden loss of status has ripple effects beyond employment—childcare, housing stability, and caregiving are all affected.

Legal fight and viewpoints

The lawsuit continues with a district court merits hearing on November 18, 2025. Potential future paths include further appeals and possibly Supreme Court review. For now, without another stay, terminations proceed.

Key perspectives:
– Government officials (DHS under Secretary Kristi Noem) contend TPS was never intended to be permanent, arguing that long extensions risk converting a temporary tool into indefinite status.
– Advocacy groups (including the National TPS Alliance and civil rights organizations) argue terminations ignore dangerous country conditions and the deep integration of TPS holders in U.S. life.
– Employers and industry associations warn of lost talent and immediate operational strain, especially where on-the-job experience and trust are critical.

Some members of Congress and advocacy coalitions are pushing for legislative fixes to create a path to permanent residence for long-term TPS holders, but success is uncertain.

Actions to take now (concise checklist)

• Workers:
  • Consult an immigration attorney.
  • Gather and preserve documentation of any pending filings.
  • Present any non-TPS work authorization to your employer.
• Employers (HR/legal):
  • Identify employees with TPS-based EADs from the affected countries.
  • Reverify using Form I-9 on or before expiry.
  • Apply I-9 rules uniformly; avoid discriminatory practices.
  • Prepare contingency staffing plans and coordinate with counsel.

Important: For Nepal, TPS and TPS-linked EADs already ended on August 20, 2025. For Honduras and Nicaragua, TPS and related EADs will end on September 8, 2025, unless a new court order stops the termination.

Final takeaways

Temporary Protected Status provided safety and work authorization for many—but was always designed as a temporary measure. The Ninth Circuit’s stay moved the policy outcome into effect now, producing immediate consequences for workers, families, and employers. While the legal battle continues and a November hearing could alter the long-term picture, the present reality is determined by the calendar and existing court orders. Stakeholders should act quickly: workers should seek legal guidance and assemble documents; employers should complete reverification and plan for staffing changes; community groups can assist with resources and legal referrals.