E-Verify Begins Alerting Employers on CHNV Parole Terminations

Key Takeaways

• As of June 27, 2025, DHS ended the CHNV Parole Program affecting over 530,000 workers from four countries.
• E-Verify replaced Case Alerts with Status Change Reports requiring employers to manually check revoked EADs.
• Employers must reverify work authorization, request valid documents, and terminate employment if no proof is provided.

E-Verify Alerts Employers as CHNV Parole Program Ends: What It Means for Businesses and Workers

As of June 27, 2025, a major shift is underway for employers and workers across the United States 🇺🇸. The Department of Homeland Security (DHS) has officially ended the CHNV Parole Program, which provided temporary legal status and work authorization to people from Cuba 🇨🇺, Haiti 🇭🇹, Nicaragua 🇳🇮, and Venezuela 🇻🇪. This change affects over 530,000 individuals and thousands of businesses that rely on their labor. The E-Verify system, used by many employers to confirm work eligibility, has started notifying businesses about the termination of Employment Authorization Documents (EADs) for these workers.

This article explains who is affected, what employers must do, how the new E-Verify process works, and what both employers and employees should expect in the coming weeks. The information is based on the latest government updates, legal decisions, and expert analysis.

What Happened: The End of the CHNV Parole Program

On June 12, 2025, DHS began sending out termination notices to both CHNV parolees and their employers. This action follows a Supreme Court decision on May 30, 2025, which allowed DHS to move forward with ending the program. The Trump administration had announced its intention to terminate the CHNV Parole Program in early 2025, and after a period of legal back-and-forth, the process is now underway.

The CHNV Parole Program was started in 2023 by the Biden administration to provide humanitarian relief to people from Cuba, Haiti, Nicaragua, and Venezuela. It allowed them to live and work in the United States 🇺🇸 for two years. Now, with the program’s end, these individuals are losing both their parole status and their right to work.

E-Verify’s New Role: Status Change Reports Replace Case Alerts

E-Verify is a government-run system that helps employers check if their workers are allowed to work in the United States 🇺🇸. Until recently, E-Verify would send “Case Alerts” to employers if there was a problem with an employee’s work authorization. Now, with the end of the CHNV Parole Program, E-Verify has introduced a new tool called the “Status Change Report.”

Key changes for employers:

• No more Case Alerts: E-Verify will not send individual alerts for revoked EADs.
• Status Change Report: Employers must now log in and generate this report themselves to see which employees have lost work authorization.
• No employee names: The report lists A-numbers and case numbers, but not employee names, so employers must match these numbers to their own records.

This new process began on June 20, 2025. According to analysis from VisaVerge.com, this change puts more responsibility on employers to stay up to date and act quickly.

Who Is Affected?

CHNV Parolees

• Over 530,000 people from Cuba, Haiti, Nicaragua, and Venezuela are losing their parole status and work authorization.
• These individuals received direct notices from DHS by email and through their myUSCIS accounts.
• Unless they qualify for another type of legal status, they must stop working immediately.

Employers

• Any business that hired CHNV parolees using EADs under this program is affected.
• Employers using E-Verify must now regularly check for updates and take action if an employee’s EAD is revoked.
• Companies that do not use E-Verify may not get direct notice, increasing the risk of accidental non-compliance.

Government Agencies

• DHS and U.S. Citizenship and Immigration Services (USCIS) are leading the notification and enforcement process.
• The government expects employers to act quickly to avoid penalties.

Legal and Immigration Experts

• Attorneys and compliance experts are advising employers to be extra careful, document every step, and seek legal advice if unsure.

What Employers Must Do: Step-by-Step Guide

Employers have new and urgent responsibilities. Here’s what they need to do to stay compliant:

1. Log in to E-Verify Regularly

• Employers must log in to E-Verify and generate the Status Change Report often to check for any changes in employee work authorization.
• The report will show A-numbers and case numbers for employees whose EADs have been revoked.

2. Match Numbers to Employee Records

• Since the Status Change Report does not include employee names, employers must manually match the A-numbers and case numbers to their own HR records.
• This step can be time-consuming, especially for large companies.

3. Reverify Work Authorization

• For each affected employee, employers must use Form I-9, Supplement B to reverify work authorization.
• The official Form I-9, Supplement B can be found on the U.S. Citizenship and Immigration Services website.
• Employers must act within a “reasonable amount of time,” though DHS has not given a specific deadline.

4. Request Alternative Documentation

• If an employee’s EAD has been revoked, the employer must ask for alternative proof of work authorization.
• Acceptable documents include those from List A (such as a new EAD based on asylum or another status) or List C (such as a valid Social Security card with other required documents), but not the revoked EAD.

5. Terminate Employment if Needed

• If the employee cannot provide valid alternative documentation, the employer must terminate employment to avoid legal penalties.

6. Document All Actions

• Employers should keep detailed records of every step taken, including when they checked E-Verify, what documents were reviewed, and any communications with employees.

Why Compliance Matters: Legal Risks and Penalties

Employers who fail to act after receiving notice—either directly from E-Verify or by checking the Status Change Report—risk violating the Immigration Reform and Control Act (IRCA). This law requires employers to only hire people who are authorized to work in the United States 🇺🇸.

Possible consequences for non-compliance:

• Fines and penalties: DHS can impose significant fines on employers who keep unauthorized workers on the payroll.
• Increased scrutiny: With the high-profile nature of the CHNV program’s end, DHS is expected to closely monitor employer actions.
• Legal action: Employers may face lawsuits or government enforcement actions if they do not follow the rules.

Immediate Impact on Employers and Workers

For Employers

• Workforce disruption: Many businesses, especially those in industries that rely on CHNV parolees, may lose a large part of their workforce overnight.
• Administrative burden: The new process requires more manual work, as HR teams must match numbers and reverify documents.
• Risk of mistakes: The lack of employee names in the Status Change Report increases the chance of errors.

For Employees

• Loss of income: CHNV parolees who lose their EADs must stop working immediately unless they have another legal status.
• Limited options: Only those who qualify for another type of work authorization (such as asylum) can continue working.
• Uncertainty: Many affected workers may not fully understand their rights or the steps they need to take.

Background: How We Got Here

The CHNV Parole Program was launched in 2023 to help people fleeing difficult conditions in Cuba, Haiti, Nicaragua, and Venezuela. It allowed them to enter the United States 🇺🇸, live here for two years, and work legally.

In January 2025, the Trump administration signed an executive order to end the program. A Federal Register notice was published in March 2025, making the termination official. Legal challenges followed, and a federal court temporarily blocked the termination in April 2025. However, on May 30, 2025, the Supreme Court lifted the block, allowing DHS to proceed.

DHS began sending out termination notices on June 12, 2025. E-Verify updated its system on June 20, 2025, to help employers identify affected workers.

Multiple Perspectives: What Different Groups Are Saying

Employers

Many businesses are worried about losing valuable workers and facing new compliance challenges. Some employers are frustrated by the extra administrative work and the risk of making mistakes.

Employees/CHNV Parolees

For many CHNV parolees, this change is devastating. They face sudden job loss and uncertainty about their future in the United States 🇺🇸. Some may try to apply for asylum or other forms of relief, but many will have no immediate options.

Government Agencies

DHS and USCIS stress the importance of following the law and keeping the workforce legal. They have provided guidance and support through the E-Verify system and official websites.

Legal Community

Immigration attorneys are advising employers to be careful, document everything, and seek legal help if unsure. They warn that the government is likely to enforce the rules strictly due to the high-profile nature of the CHNV program’s end.

Practical Guidance: What to Do Next

For Employers

• Check E-Verify often: Log in regularly and generate the Status Change Report.
• Act quickly: Reverify affected employees using Form I-9, Supplement B.
• Ask for new documents: If an employee’s EAD is revoked, request alternative proof of work authorization.
• Terminate if necessary: If no valid documents are provided, end employment to avoid penalties.
• Keep records: Document every step for your files.
• Seek legal advice: If you have questions or complex cases, consult an immigration attorney.

For Employees

• Check your email and myUSCIS account: Look for official notices about your status.
• Gather documents: If you have another way to work legally (such as asylum), prepare your paperwork.
• Talk to your employer: Let them know if you have new work authorization.
• Seek help: If you’re unsure about your options, contact a legal aid group or immigration attorney.

Where to Find Official Information

For the latest updates and official guidance, visit the E-Verify website. This site provides news, instructions, and contact information for employer support. You can also find alerts and updates on the USCIS Newsroom.

Employers with questions can contact E-Verify Customer Support through the official website. Employees can check their myUSCIS accounts for personal notices.

Looking Ahead: What’s Next?

• More EAD revocations: DHS will continue to update the Status Change Report as more EADs are revoked.
• Possible lawsuits: Legal challenges to the program’s end are ongoing, but for now, DHS is moving forward.
• Closer monitoring: DHS is expected to watch employer compliance closely and may take action against those who do not follow the rules.
• Further guidance: DHS and USCIS may issue more instructions as new questions and problems come up.

Summary Table: Key Dates and Actions

Final Takeaways

The end of the CHNV Parole Program and the new E-Verify notification process mark a major change for both employers and workers in the United States 🇺🇸. Employers must be proactive, check E-Verify often, and follow the steps to stay compliant. Employees affected by the change should check their status, gather any new documents, and seek help if needed.

For more information and the latest updates, visit the official E-Verify website.

By staying informed and acting quickly, both employers and employees can better handle the challenges brought by these sudden changes.

Learn Today

CHNV Parole Program → Temporary legal status for Cubans, Haitians, Nicaraguans, and Venezuelans allowing work for two years.
E-Verify → Government system employers use to confirm that workers are authorized to work in the United States.
Employment Authorization Document (EAD) → Official document proving a foreign worker’s legal right to be employed in the US.
Status Change Report → New E-Verify report listing revoked work authorizations without employee names, requiring manual verification.
Form I-9, Supplement B → IRS form employers use to reverify employee work authorization after changes in status.

This Article in a Nutshell

The CHNV Parole Program ended in June 2025, revoking work rights for over 530,000 people. E-Verify now requires employers to use Status Change Reports to monitor employees and comply with new verification steps to avoid legal penalties and workforce disruptions.
— By VisaVerge.com