DHS Issues E-Verify Status Change Report Alerting Employers to Revoked EADs

The Department of Homeland Security has rolled out a major compliance update for E-Verify employers in 2025, launching a new Status Change Report to flag workers whose Employment Authorization Document was revoked after the end of parole or humanitarian programs. The tool went live on June 20, 2025, and was enhanced on July 15, 2025 to include a “Revoked Document Number” field so employers can match the number shown on an employee’s document to the number listed as revoked by DHS.

According to DHS, EADs revoked between April 9 and August 5 appear in the report as of August 12, 2025. The update replaces older, less precise Case Status Alerts and shifts employers toward ongoing, active checks rather than one-time push alerts.

On May 30, 2025, the Supreme Court allowed DHS to end the CHNV parole program (Cuba, Haiti, Nicaragua, Venezuela) and revoke linked work permits. DHS is now feeding those revocations into the E-Verify Status Change Report so employers can act quickly and stay within federal hiring rules. VisaVerge.com reports that this design closes a gap that made it hard for HR teams to confirm which specific cards were no longer valid.

Policy changes overview

The Status Change Report is the new central place for E-Verify employers to see if DHS has revoked an employee’s work authorization tied to parole or a humanitarian grant. The most important updates are:

• Launch of the report on June 20, 2025, replacing prior alerts for EAD revocations.
• Addition of the “Revoked Document Number” on July 15, 2025, which lets employers match the EAD number shown for Form I-9 to the number listed as revoked by DHS.
• Regular data refreshes, including entries for revocations dated April 9–August 5, now visible as of August 12, 2025.

What this means in practice:
– The system no longer pushes a case alert to the employer. Instead, the employer must pull the report on a regular schedule.
– Legal and HR advisers recommend weekly or bi‑weekly checks to reduce risk.

How to access:
1. Sign in to your E-Verify account.
2. Open the Reports tab.
3. Select Status Change Report and filter by revocation dates.
4. Download the CSV for large-team sorting and comparison.

Official program guidance and account access are maintained by DHS at https://www.e-verify.gov.

With the new Revoked Document Number field, the reverification decision is now document-specific. If the number on the employee’s Employment Authorization Document matches the number in the report, the EAD has been revoked and the employer must reverify.

Impact on employers and workers

The reverification process is straightforward but time sensitive. DHS instructs employers not to open a new E-Verify case. Instead, begin reverification immediately using Form I-9, Supplement B (Reverification and Rehire) and ask the employee to present a valid, unexpired document that shows they can still work in the United States.

• Acceptable proof must come from List A (identity and work authorization) or List C (work authorization only).
• Do not reverify List B identity-only documents.

The current Form I-9 is available on USCIS at https://www.uscis.gov/i-9, and step-by-step reverification guidance is at I‑9 Central: https://www.uscis.gov/i-9-central.

DHS has not set a firm deadline for reverification, using the phrase “a reasonable amount of time.” Compliance advisers recommend prompt action—ideally within days to a few weeks—because once an EAD is revoked, the employer bears the risk if the person keeps working without another valid document. If the employee cannot show new proof, the employer must terminate employment.

Key steps for HR teams and employer agents

1. Access the Status Change Report in E-Verify and download the CSV.
2. Use the Revoked Document Number field to compare against the EAD number presented for Form I-9.
3. If there’s a match, start reverification on Supplement B immediately. Do not create a new E-Verify case.
4. Accept only List A or List C documents for continued work authorization. Do not reverify List B.
5. Track timing and document each step to show good‑faith compliance.

DHS says it sends direct notices to affected individuals when parole ends and their EAD is revoked. Some workers may already know they must present new proof; nevertheless, the employer’s duty to reverify stands even if the employee didn’t receive or doesn’t understand the DHS notice.

Example scenario

• A warehouse employs several parolees who completed Form I-9 with EADs last year.
• After running the Status Change Report, the HR lead finds two EAD numbers listed as revoked.
• The company starts Supplement B reverification the same day.
  • One worker presents a new unexpired EAD based on a different status and keeps working.
  • The other cannot show an acceptable document by the follow-up date, so the employer ends employment and records the action.
• This sequence aligns with DHS instructions and reduces exposure to fines.

Reporting timeline and operational recommendations

DHS indicates the data entered into the report arrived in waves:

Because entries are added in waves, missing a week can mean missing an important change. Employers should:

• Assign a team member to run and review the report on a set schedule (weekly or bi‑weekly).
• Document comparisons and reverification steps.
• Launch reverification immediately when a match is found.

Legal exposure includes civil penalties and the risk of government audit findings that someone kept working without authorization. VisaVerge.com’s analysis notes that the new report design helps employers show a strong compliance record if they maintain a steady review cadence, keep clean reverification files, and act quickly after a match.

Worker options and employer obligations

Workers are not always out of options when an EAD tied to parole is revoked. Possible alternatives include:

• Qualifying for another immigration status that provides work authorization (e.g., Temporary Protected Status).
• Having a pending application that supports interim employment authorization.

If a worker can present a new unexpired List A or List C document during reverification, they may continue working. If not, the employer must end employment under federal law.

For questions, DHS directs employers to [email protected]. For detailed reverification rules, USCIS maintains the I‑9 Central library at uscis.gov/i-9-central, where the reverification section explains how to complete Supplement B, what documents are acceptable, and how to handle timing and follow-up.

Employers using software or third‑party agents should confirm that report downloads and Supplement B workflows are updated to match the July 15, 2025 format, including the Revoked Document Number field.

Anticipated updates and final guidance

DHS is expected to keep updating the Status Change Report as litigation and policy shifts affect parole and humanitarian programs. The agency may refine instructions or timing as more EADs are reviewed and more revocations are issued.

For now, the duty is clear:
– Run the report often,
– Compare EAD numbers using the Revoked Document Number,
– Use Form I-9, Supplement B to reverify quickly, and
– If no valid document is shown, end employment to remain in compliance with federal law.