Key Updates on EAD Terminations and Status Change Reporting for E-Verify Users

Key Takeaways

• On June 20, 2025, DHS launched the E-Verify Status Change Report replacing Case Alerts.
• Employers must proactively check revoked EADs and reverify work authorization using Form I-9, Supplement B.
• The update mainly affects employees under humanitarian parole programs like CHNV parolees.

On June 20, 2025, the Department of Homeland Security (DHS) and U.S. Citizenship and Immigration Services (USCIS) introduced a major change for employers using E-Verify. The new “Status Change Report” tool now replaces the old Case Alerts system for Employment Authorization Document (EAD) revocations tied to changes in temporary immigration status. This update affects thousands of employers and employees across the United States 🇺🇸, especially those connected to humanitarian parole programs. Here’s what you need to know about the new process, why it matters, and how it could impact your workplace.

What Changed and Why?

Who is affected?
Employers enrolled in E-Verify, their agents, and employees who hold EADs based on temporary status—especially those under humanitarian parole programs like the ones for Cubans, Haitians, Nicaraguans, and Venezuelans.

What happened?
DHS and USCIS launched the E-Verify “Status Change Report” tool. This tool now requires employers to proactively check for employees whose EADs have been revoked due to changes in their immigration status. Before this, E-Verify would send out Case Alerts to notify employers when an EAD was revoked.

When did this start?
The new system went live on June 20, 2025. The first batch of reports included EAD revocations that happened between April 9 and June 13, 2025.

Where does this apply?
This change applies nationwide to all E-Verify users in the United States 🇺🇸.

Why was this change made?
According to DHS, shifting the responsibility to employers helps ensure more timely and consistent compliance. With large numbers of EAD revocations happening after changes to parole and humanitarian programs, the old Case Alert system was not enough to keep up.

How does it work now?
Employers must regularly log in to E-Verify, generate the Status Change Report, and take action if any employees appear on the list.

How to Use the New Status Change Report

Step 1: Accessing the Report

• Employers:
  • Log in to your E-Verify account.
  • Go to the “Reports” tab.
  • Select “Status Change Report.”
  • You can filter the report by revocation date or download all data as a CSV file for your records.
• Employer Agents:
  • Log in to your agent account.
  • Select the client company you want to check.
  • Generate the Status Change Report for that client.
  • When sharing the report with clients, make sure you use secure methods to protect sensitive information.
• Clients of Employer Agents:
  • Contact your agent to get the latest Status Change Report for your company.

Step 2: What to Do When an Employee Appears on the Report

If you see an employee’s name on the Status Change Report, follow these steps:

• Do not create a new E-Verify case for the employee. This is not allowed for revoked EADs.
• Immediately reverify the employee’s work authorization using Form I-9, Supplement B.
  • Ask the employee to provide new, valid work authorization. This could be another status or a different document from List A or List C on the I-9 form.
  • If the employee can provide valid documents, update the I-9 form and keep them employed.
  • If the employee cannot provide valid work authorization, you must end their employment to avoid penalties for unauthorized employment.
• If an employee tells you their EAD has been revoked, you must follow the same reverification steps.

Step 3: Protecting Sensitive Data

The Status Change Report contains private information, such as A-Numbers (Alien Registration Numbers), case numbers, and revocation dates. Employers and agents must handle this data carefully:

• Follow E-Verify’s Memorandum of Understanding (MOU) and privacy rules.
• Only share the report with people who need to see it.
• Use secure methods to send or store the report.

Key Policy Changes: What’s Different Now?

• Burden Shift:
  Employers are now responsible for checking the Status Change Report. E-Verify will no longer send Case Alerts for EAD revocations tied to status changes. This means more work for employers, who must regularly check for updates.

• Scope:
  The change mainly affects employees whose EADs were revoked because of group-based or individual status changes. This is especially true for those under humanitarian parole programs, such as the CHNV (Cuban, Haitian, Nicaraguan, Venezuelan) parolees.

• Timeline:
  The first Status Change Reports included EAD revocations from April 9 to June 13, 2025. Reports will continue to be updated as new revocations happen.

Why Does This Matter for Employers?

Employers who use E-Verify now face new responsibilities and risks:

• Regular Review Required:
  Employers must set up a routine to check the Status Change Report. Missing a report could mean keeping someone on staff who is no longer allowed to work, which can lead to fines and other penalties.

• Prompt Action Needed:
  If an employee is listed on the report, employers must act quickly. They need to reverify work authorization right away using Form I-9, Supplement B.

• No New E-Verify Case:
  Creating a new E-Verify case for a revoked EAD is not allowed. The only way to check work eligibility is through the I-9 reverification process.

• Data Security:
  With more sensitive information in the report, employers must be extra careful to protect employee privacy.

What About Employees?

For employees, especially those with EADs based on temporary status, this change could mean:

• Chance to Provide New Documents:
  If your EAD is revoked but you have another way to prove you can work (like a new status or another document from List A or List C), you can show this to your employer during the I-9 reverification.

• Risk of Termination:
  If you cannot provide valid work authorization after your EAD is revoked, your employer must end your employment. This is required by law.

• Know Your Rights:
  Employers must let you present any valid document from List A or List C. They cannot pick and choose which documents they will accept.

Legal and Compliance Perspectives

Legal experts and compliance officers are urging employers to:

• Update Internal Policies:
  Make sure your HR team knows about the new Status Change Report and how to use it.

• Train Staff:
  HR staff should be trained on how to handle reverification, privacy rules, and what to do if an employee is listed on the report.

• Work with Employer Agents:
  If you use an agent or electronic I-9 solution, make sure they are following the new rules and protecting sensitive data.

• Avoid Wrongful Termination:
  Employee advocacy groups warn that some employers might act too quickly or not follow the proper steps, leading to wrongful termination. Always follow the reverification process and give employees a fair chance to present new documents.

Historical Context: How Did We Get Here?

Before June 2025, E-Verify would send Case Alerts to employers when an EAD was revoked due to a status change. This system worked for smaller numbers of revocations but struggled when large groups lost status at once, such as after changes to humanitarian parole programs.

DHS decided that having employers generate their own Status Change Reports would help keep up with the growing number of revocations. This change is meant to make compliance more consistent and timely.

What’s Next? Future Outlook

• Ongoing Updates:
  DHS and USCIS will keep updating the Status Change Report as new EAD revocations happen. Employers should check the report regularly.

• Possible Further Changes:
  While no other big changes have been announced as of July 1, 2025, employers and employees should watch for updates from E-Verify and USCIS.

• Evolving Compliance:
  As immigration policy and enforcement priorities change, E-Verify tools and requirements may also change. Staying informed is key.

Practical Steps for Employers

To stay compliant and avoid penalties, employers should:

• Set a Regular Schedule:
  Decide how often you will check the Status Change Report (for example, weekly or biweekly).

• Document Your Process:
  Keep records of when you run the report and what actions you take.

• Train Your Team:
  Make sure everyone involved in hiring and HR knows the new rules.

• Protect Data:
  Use secure systems to store and share the Status Change Report.

• Consult Official Resources:
  For the latest guidance, visit the E-Verify “What’s New” page and USCIS I-9 Central.

Summary Table: Key Changes for E-Verify Users (2025)

Real-World Example

Let’s say you run a small business and use E-Verify for all your new hires. One of your employees, Maria, is a parolee from Venezuela 🇻🇪 (flag for country only, not for individuals). Her EAD was recently revoked because of a change in her parole status. Under the new system:

1. You log in to E-Verify and run the Status Change Report.
2. Maria’s name appears on the list.
3. You do not create a new E-Verify case for her.
4. You ask Maria to provide new work authorization using Form I-9, Supplement B.
5. If Maria can show a new, valid document, you update her I-9 and she keeps working.
6. If she cannot, you must end her employment to stay compliant.

This process helps you avoid penalties and ensures you are following the law.

Implications for Different Stakeholders

• Employers:
  • Must be more proactive and organized.
  • Face higher compliance risks if they miss a report or fail to act quickly.
  • Need to invest in training and secure data handling.
• Employees:
  • May face sudden job loss if their EAD is revoked and they cannot provide new documents.
  • Should be aware of their rights to present any valid List A or List C document.
• Employer Agents and I-9 Solution Providers:
  • Must support clients with timely reports and secure data practices.
  • Need to update their systems and training materials.
• Advocacy Groups:
  • Are watching for cases of wrongful termination or misuse of the new system.
  • Encourage employees to know their rights and seek help if needed.

Where to Find More Information

For the latest updates, guidance, and access to the Status Change Report, visit the E-Verify “What’s New” page. For help with Form I-9 and reverification, check USCIS I-9 Central.

Employers can also reach out to their legal counsel or designated E-Verify agents for support. As reported by VisaVerge.com, staying up to date with these changes is the best way to avoid compliance problems and protect both your business and your employees.

Actionable Takeaways

• Employers:
  • Start using the Status Change Report right away.
  • Set up a regular review schedule.
  • Train your HR team on the new process.
  • Always use Form I-9, Supplement B for reverification.
  • Protect sensitive data at all times.
• Employees:
  • If your EAD is revoked, ask your employer about reverification.
  • Be ready to present any valid work authorization you have.
  • Know your rights and seek help if you think your employer is not following the rules.
• All Stakeholders:
  • Monitor official E-Verify and USCIS updates for any future changes.

By understanding and following these new requirements, employers and employees can better manage the challenges of EAD revocations and stay compliant with U.S. immigration law.

Learn Today

E-Verify → An online system verifying employees’ eligibility to work in the United States based on federal records.
Employment Authorization Document (EAD) → A document granting temporary work permission to non-citizens in the U.S.
Status Change Report → A new E-Verify tool requiring employers to check for revoked EADs due to status changes.
Form I-9, Supplement B → A USCIS form used to reverify an employee’s work authorization after document revocation.
Humanitarian Parole Programs → Temporary immigration programs allowing entry based on urgent humanitarian reasons or public benefit.

This Article in a Nutshell

On June 20, 2025, DHS replaced E-Verify Case Alerts with the Status Change Report. Employers now must proactively check revoked EADs for employees, especially parolees, and reverify work authorization promptly using Form I-9, Supplement B to avoid penalties and ensure compliance nationwide.
— By VisaVerge.com