U.S. employers must now use a new feature in the E Verify system to check if any current employee’s Employment Authorization Document (EAD) has been revoked by the Department of Homeland Security (DHS). Starting July 15, 2025, the “Revoked Document Number” field in the E Verify Status Change Report helps employers spot revoked EADs and take quick action to keep their workforce legal and compliant.
This update is important because it gives employers a direct way to check if an employee’s EAD, which allows them to work in the United States 🇺🇸, is still valid. If an EAD is revoked—even if it looks unexpired—employers must act right away to reverify the worker’s eligibility. This change aims to stop unauthorized employment and protect both businesses and workers.
What Is the E Verify Status Change Report?
The E Verify Status Change Report is a tool that helps employers keep track of changes in their employees’ work authorization status. Launched on June 20, 2025, this report now includes a “Revoked Document Number” field, added on July 15, 2025. This field lists EAD numbers that DHS has revoked. Employers must compare these numbers with the EADs their employees have provided.
Who Needs an EAD?
Not everyone working in the United States 🇺🇸 needs an EAD. Here’s a simple breakdown:
- Needs an EAD: Most non-U.S. citizens who do not have a green card or a special work visa. This includes people with Optional Practical Training (OPT), asylum seekers, parolees, and those with Temporary Protected Status (TPS).
- Does NOT need an EAD: U.S. citizens, green card holders (permanent residents), and people with certain work visas like H-1B, L-1B, O, or P. Their status already gives them permission to work.
How Employers Use the Status Change Report
Employers must run the Status Change Report regularly—ideally every week or month. Here’s what they need to do:
- Run the Report: Log into E Verify and generate the Status Change Report.
- Check for Matches: Compare each employee’s EAD number with the list of revoked document numbers.
- If There’s a Match: Start the reverification process right away.
The Reverification Process
If an employee’s EAD number matches a revoked number, employers must reverify their work eligibility using Form I-9, Supplement B. Here’s how:
- Do not create a new E Verify case. Instead, update the existing case with the new documentation.
- Accept only documents from List A or List C (these prove work authorization). Do not accept List B documents (which only prove identity).
- Do not accept the revoked EAD, even if it looks valid or has not expired.
You can find the official Form I-9 Supplement B and instructions on the USCIS I-9 Central portal.
Legal Requirements and Employer Responsibilities
Employers must always follow the rules for Form I-9, even with the new Status Change Report. The law says employers cannot discriminate based on national origin, citizenship, or immigration status. This means:
- Don’t ask for extra or different documents than what is required.
- Don’t require the same type of document the employee gave before.
- Don’t reject documents that look real and relate to the person presenting them.
Timeline of Recent Updates
- April 9 – June 13, 2025: DHS revoked some EADs; these were added to the report by June 20.
- June 20, 2025: Status Change Report launched.
- April 9 – July 8, 2025: More EAD revocations included in the July 15 update.
- July 15, 2025: “Revoked Document Number” field added.
- April 9 – July 24, 2025: Further updates reflected by July 29.
- July 29, 2025: USCIS last updated its guidance.
DHS revoked some EADs
Status Change Report launched
Revoked Document Number field added
USCIS last updated its guidance
More EAD revocations included in the July 15 update
Why This Matters
This new process helps employers avoid hiring or keeping workers who are not allowed to work in the United States 🇺🇸. Even if an EAD card looks valid, it might have been revoked. If employers do not check and reverify, they risk breaking the law and facing penalties.
Key Takeaways for Employers
- Run the Status Change Report often.
- Compare EAD numbers from employee records with the revoked list.
- Reverify immediately if there’s a match, using the correct Form I-9 process.
- Let employees choose which acceptable documents to provide from List A or C.
- Follow anti-discrimination rules carefully.
Impacts on Employers and Employees
For employers, this means more work to keep up with regular checks and paperwork. They need to train their staff to use the new E Verify features and follow the rules. Keeping good records is now more important than ever.
For employees, especially those with EADs, this change could mean needing to provide new documents if their EAD is revoked. If they cannot provide valid proof, they may not be able to keep their job. It’s important for workers to know their rights and understand the reverification process.
Expert and Community Perspectives
Government officials say this update is a big step forward in stopping unauthorized work and making sure only people with legal status are employed. They also stress the need to protect workers from unfair treatment.
Some employer groups worry about the extra work and the risk of making mistakes that could lead to discrimination claims. They want clear rules and more training to help them follow the law.
Immigration advocates say it’s important to make sure workers are treated fairly and not punished because of paperwork problems. They call for more support for people who lose their work authorization suddenly, especially those in vulnerable situations like asylum seekers.
What’s Next?
DHS plans to keep updating the revoked EAD list. There may be more changes in the future, such as adding other types of documents or making the system even more automatic. Employers should watch for new rules and updates from USCIS.
USCIS is also working on better training tools and may add features to E Verify that alert employers when action is needed. This could make it easier to stay on top of compliance.
Practical Tips for Employers
- Schedule regular checks of the Status Change Report.
- Train HR staff on the new process and anti-discrimination rules.
- Keep all I-9 and E Verify records up to date and organized.
- Communicate clearly with employees about what is needed if their EAD is revoked.
- Seek help from official sources if you have questions.
Where to Find More Information
For step-by-step instructions on Form I-9, Supplement B, and lists of acceptable documents, visit the USCIS I-9 Central portal. This site has the latest forms, guides, and answers to common questions.
Employers can also find more about E Verify and the Status Change Report on the E Verify official website, which offers resources and support.
Summary Table: Key Points
| What Changed? | Employers must check for revoked EADs using E Verify’s Status Change Report. |
|---|---|
| Who Is Affected? | All employers using E Verify and employees with EADs. |
| What To Do If a Match? | Reverify work eligibility with Form I-9 Supplement B. |
| What Documents Are Accepted? | Only List A or List C documents; revoked EADs are not accepted. |
| Anti-Discrimination Rules | Employers cannot ask for extra documents or treat workers unfairly. |
| Where To Get Help? | USCIS I-9 Central portal and E Verify official website. |
Final Thought
As reported by VisaVerge.com, these changes mean employers must be more careful than ever when checking work authorization. By using the E Verify Status Change Report and following the rules for EADs, E Verify, and the Status Change Report, employers can protect their business and their workers. Staying informed, following the law, and treating all employees fairly will help everyone adapt to these new requirements.
Employers and employees should keep up with official updates and use trusted resources to make sure they are always in compliance. This approach will help avoid problems and keep workplaces legal and fair for everyone.
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