Is Your TPS Work Permit Still Valid? Understanding Impact of Mullin V. Doe

The Department of Homeland Security set short-term employment-document dates after the Supreme Court allowed it to proceed toward ending TPS for Haiti and Syria. A TPS work permit may still support employment, but the controlling answer comes from the worker’s country, EAD category and the notice covering that document.

As of July 2026, the country-level TPS status and the EAD expiration date are not always the same. Some workers remain covered by TPS while their employment documents face an interim date. Others are covered by separate court orders affecting termination.

The Supreme Court’s June 2026 decision in Mullin v. Doe did not cancel every affected EAD immediately. DHS and U.S. Citizenship and Immigration Services then issued short-term guidance for employer reverification through I-9, E-Verify and SAVE.

The dates are close. USCIS set certain Haiti and Syria TPS-related EADs to expire on July 10, 2026. Practitioner summaries later identified July 24, 2026, for some Haiti TPS employees, but that later date should not be treated as applying to every Haiti document.

A country name alone cannot settle the question. The card category and applicable notice control.

Workers and employers reviewing an affected document should separate two issues: whether TPS remains active for that country, and whether the particular EAD remains acceptable for employment verification. The second question can turn on a USCIS notice or Federal Register publication tied to the document category.

The EAD date can arrive before the country’s TPS dispute is resolved

Haiti and Syria received the most direct treatment after the Supreme Court ruling. TPS remained active during the transition period, while DHS gained authority to proceed with termination steps for both countries.

Haiti’s related EAD date first moved to July 10, 2026. Practitioner summaries later placed certain Haiti TPS employees on July 24, 2026. Those summaries describe a country-specific extension for some documents, not a universal replacement date for every Haitian worker.

Syria remained in TPS during the transition period, but post-ruling DHS guidance used July 10, 2026, for the related EAD expiration. The underlying TPS designation and the employment document therefore require separate review.

The ruling triggered administrative work rather than one instant cutoff for all workers. Employers had to address reverification in I-9 systems and in E-Verify and SAVE records while the agency guidance supplied short-term dates.

Five countries remain under separate court orders, with interim EAD dates

The following countries occupied a different legal position from Haiti and Syria. Separate court orders blocked or continued to block TPS termination, yet USCIS guidance still tied related EAD validity to July 10 during the interim period.

The table illustrates the central distinction. A court order may preserve a country’s TPS position, while agency guidance still identifies a date for the related employment document.

That is why employers should not infer indefinite work authorization from the existence of ongoing litigation. The EAD category and the country-specific agency notice remain part of the review.

Lebanon and El Salvador have later country-level dates

Other designations followed their own schedules. Lebanon’s TPS remained active and was reportedly extended through November 27, 2026.

El Salvador’s TPS remained active, with a reported expiration date of September 9, 2026. These country-level dates do not eliminate the need to inspect the individual EAD and its category.

Honduras and Nicaragua already reached the end of TPS on September 8, 2025. Venezuela’s TPS had ended earlier after a prior Supreme Court action lifted a lower-court block.

The different dates show why a single post-ruling rule does not fit every TPS worker. Haiti and Syria were directly affected by the Supreme Court decision, while other countries remained subject to separate court orders or separate designation timelines.

Employers should match the EAD to the notice before reverifying

The post-ruling process centers on the employment document, not only the litigation over the underlying designation. A TPS-based EAD may remain acceptable for I-9 purposes through the particular DHS or USCIS extension date that applies to it, even when litigation continues.

The review should proceed in sequence:

1. Identify the worker’s TPS country.
2. Read the EAD category printed on the document.
3. Locate the relevant Federal Register or USCIS notice for that country and category.
4. Check whether the notice supplies an extension or interim expiration date for that document.
5. Complete any required I-9, E-Verify or SAVE reverification using the applicable agency instructions.

The USCIS-announced EAD date may become the employer’s operative compliance date instead of the date associated with the underlying TPS designation. That distinction is especially important when a country remains in active litigation or when practitioner summaries describe a later date for only some documents.

A document review should also account for the source of the date. The July 24 Haiti date appears in practitioner summaries, while the initial July 10 date came through USCIS guidance described in the material. Employers should compare the employee’s actual card and category with the governing agency notice before making a reverification decision.

The records may point in different directions. A worker could have a country with continuing TPS, an EAD category covered by a short-term instruction and a date that differs from the country’s broader designation timeline. Those details should be evaluated together, particularly when employment authorization is disputed.

This article provides general information and is not legal advice. Consult a qualified immigration attorney about your specific case.