Immigration & Eligibility
Employment Eligibility & I-9 Tools
Free tools for Form I-9 completion, document verification, deadlines, and recordkeeping.
Reviewed by theComplianceToolsLibrary Editorial Team · Last updated
Employment-eligibility compliance centers on Form I-9, which every U.S. employer must complete for each new hire to verify identity and authorization to work. The rules are deadline-driven and document-sensitive: Section 1 by the employee's first day, Section 2 by the employer within three business days, specific document lists, reverification of expiring authorization, and strict retention.
Errors are common and costly — civil penalties apply to paperwork violations even when every worker is authorized. Anti-discrimination rules also limit what employers can ask for, so over-documenting is its own liability.
Key concepts
- Section 1 vs. Section 2
- The employee attests to their status in Section 1; the employer verifies documents in Section 2.
- Lists of Acceptable Documents
- A List A document proves both identity and work authorization; a List B plus a List C document prove them separately.
- Reverification
- Required when temporary work authorization expires — never for U.S. citizens or permanent resident cards.
- Retention
- Keep I-9s for three years after hire or one year after separation, whichever is later.
Frequently asked questions
Who has to complete Form I-9?
Every employer, for every employee hired to work in the U.S., including citizens.
What are the I-9 deadlines?
The employee completes Section 1 by the first day of work; the employer completes Section 2 within three business days of the start date.
Is E-Verify the same as Form I-9?
No. Form I-9 is mandatory for all employers; E-Verify is a separate, federally voluntary system that is required in some states.