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Download USCIS I-9 Form in PDF

The USCIS I-9 form is a crucial document used by employers to verify the identity and employment authorization of individuals hired for work in the United States. This form ensures compliance with federal immigration laws and helps maintain a legal workforce. For guidance on filling out the I-9 form, click the button below.

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The USCIS I-9 form is a crucial document for employers and employees alike, playing a key role in verifying the identity and employment eligibility of individuals hired for work in the United States. This form requires both the employer and the employee to provide specific information, including personal details, citizenship status, and proof of identity through various acceptable documents. Employers must complete the I-9 form within three days of hiring a new employee, ensuring that they maintain compliance with federal regulations. Additionally, the form serves as a safeguard against illegal employment practices, helping to protect the rights of workers while also holding employers accountable. Understanding the I-9 process is essential for anyone involved in hiring, as it not only impacts legal compliance but also contributes to a fair and equitable workplace environment.

Preview - USCIS I-9 Form

	Employment Eligibility Verification	USCIS
	Department of Homeland Security	Form I-9
	Department of Homeland Security	OMB No.1615-0047
	U.S. Citizenship and Immigration Services	OMB No.1615-0047
	U.S. Citizenship and Immigration Services	Expires 05/31/2027

START HERE: Employers must ensure the form instructions are available to employees when completing this form. Employers are liable for failing to comply with the requirements for completing this form. See below and the Instructions.

ANTI-DISCRIMINATION NOTICE: All employees can choose which acceptable documentation to present for Form I-9. Employers cannot ask employees for documentation to verify information in Section 1, or specify which acceptable documentation employees must present for Section 2 or Supplement B, Reverification and Rehire. Treating employees differently based on their citizenship, immigration status, or national origin may be illegal.

Section 1. Employee Information and Attestation: Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Other Last Names Used (if any)

Address (Street Number and Name)

Apt. Number (if any)

City or Town

State

ZIP Code

Date of Birth (mm/dd/yyyy)

U.S. Social Security Number

Employee's Email Address

Employee's Telephone Number

I am aware that federal law		Check one of the following boxes to attest to your citizenship or immigration status (See page 2 and 3 of the instructions.):
provides for imprisonment and/or		1. A citizen of the United States
fines for false statements, or the		1. A citizen of the United States
fines for false statements, or the
use of false documents, in		2. A noncitizen national of the United States (See Instructions.)
connection with the completion of	3.		A lawful permanent resident (Enter USCIS or A-Number.)
this form. I attest, under penalty
this form. I attest, under penalty	4.		An alien authorized to work until			(exp. date, if any)
of perjury, that this information,	4.		An alien authorized to work until			(exp. date, if any)
including my selection of the box		If you check Item Number 4., enter one of these:
attesting to my citizenship or		If you check Item Number 4., enter one of these:
immigration status, is true and		USCIS A-Number		OR	Form I-94 Admission Number			OR	Foreign Passport Number and Country of Issuance
correct.				OR				OR
correct.

Signature of Employee							Today's Date (mm/dd/yyyy)

If a preparer and/or translator assisted you in completing Section 1, that person MUST complete the Preparer and/or Translator Certification on Page 3.

Section 2. Employer Review and Verification: Employers or their authorized representative must complete and sign Section 2 within three business days after the employee's first day of employment, and must physically examine, or examine consistent with an alternative procedure authorized by the Secretary of DHS, documentation from List A OR a combination of documentation from List B and List C. Enter any additional documentation in the Additional Information box; see Instructions.

	List A	OR	List B	AND	List C
Document Title 1

Issuing Authority

Document Number (if any)

Expiration Date (if any)

Document Title 2 (if any)			Additional Information

Issuing Authority

Document Number (if any)

Expiration Date (if any)

Document Title 3 (if any)

Issuing Authority

Document Number (if any)

Expiration Date (if any)			Check here if you used an alternative procedure authorized by DHS to examine documents.

Certification: I attest, under penalty of perjury, that (1) I have examined the documentation presented by the above-named employee, (2) the above-listed documentation appears to be genuine and to relate to the employee named, and (3) to the best of my knowledge, the employee is authorized to work in the United States.

First Day of Employment (mm/dd/yyyy):

Last Name, First Name and Title of Employer or Authorized Representative		Signature of Employer or Authorized Representative	Today's Date (mm/dd/yyyy)

Employer's Business or Organization Name	Employer's Business or Organization Address, City or Town, State, ZIP Code

For reverification or rehire, complete Supplement B, Reverification and Rehire on Page 4.

Form I-9 Edition 01/20/25

Page 1 of 4

LISTS OF ACCEPTABLE DOCUMENTS

All documents containing an expiration date must be unexpired.

* Documents extended by the issuing authority are considered unexpired.

Employees may present one selection from List A or a

combination of one selection from List B and one selection from List C.

Examples of many of these documents appear in the Handbook for Employers (M-274).

		LIST A			LIST B					LIST C
Documents that Establish Both Identity			OR		Documents that Establish Identity	AND			Documents that Establish Employment
	and Employment Authorization		OR		Documents that Establish Identity	AND				Authorization
	and Employment Authorization									Authorization
1.	U.S. Passport or U.S. Passport Card			1. Driver's license or ID card issued by a State or				1. A Social Security Account Number card,
1.	U.S. Passport or U.S. Passport Card			1. Driver's license or ID card issued by a State or				unless the card includes one of the following
					outlying possession of the United States			unless the card includes one of the following
2.	Permanent Resident Card or Alien				outlying possession of the United States			restrictions:
					provided it contains a photograph or			restrictions:
					provided it contains a photograph or
	Registration Receipt Card (Form I-551)				information such as name, date of birth,				(1)	NOT VALID FOR EMPLOYMENT
					sex, height, eye color, and address				(2)
3.	Foreign passport that contains a				sex, height, eye color, and address					VALID FOR WORK ONLY WITH
3.	Foreign passport that contains a									VALID FOR WORK ONLY WITH
	temporary I-551 stamp or temporary									INS AUTHORIZATION
	temporary I-551 stamp or temporary			2. ID card issued by federal, state or local						INS AUTHORIZATION
	I-551 printed notation on a machine-			2. ID card issued by federal, state or local
	I-551 printed notation on a machine-				government agencies or entities, provided it				(3)	VALID FOR WORK ONLY WITH
	readable immigrant visa				government agencies or entities, provided it				(3)	VALID FOR WORK ONLY WITH
	readable immigrant visa				contains a photograph or information such as					DHS AUTHORIZATION
					contains a photograph or information such as					DHS AUTHORIZATION
4.	Employment Authorization Document				name, date of birth, sex, height, eye color,
4.	Employment Authorization Document				and address
	that contains a photograph (Form I-766)				and address		2.		Certification of report of birth issued by the
	that contains a photograph (Form I-766)						2.		Certification of report of birth issued by the
				3. School ID card with a photograph					Department of State (Forms DS-1350,
5. For an individual temporarily authorized									Department of State (Forms DS-1350,
									FS-545, FS-240)

	to work for a specific employer because
	to work for a specific employer because			4.	Voter's registration card
	of his or her status or parole:			4.	Voter's registration card		3.		Original or certified copy of birth certificate
	of his or her status or parole:						3.		Original or certified copy of birth certificate
									issued by a State, county, municipal
	a. Foreign passport; and			5.	U.S. Military card or draft record				issued by a State, county, municipal
	a. Foreign passport; and			5.	U.S. Military card or draft record				authority, or territory of the United States
	b. Form I-94 or Form I-94A that has			6.	Military dependent's ID card				bearing an official seal
	the following:							4. Native American tribal document
	the following:			7. U.S. Coast Guard Merchant Mariner Card

	(1)	The same name as the
	(1)	The same name as the						5. U.S. Citizen ID Card (Form I-197)
	(2)	passport; and		8.	Native American tribal document			5. U.S. Citizen ID Card (Form I-197)
		passport; and		8.	Native American tribal document
		An endorsement of the					6.		Identification Card for Use of Resident
		An endorsement of the		9.	Driver's license issued by a Canadian		6.		Identification Card for Use of Resident
		individual's status or parole as		9.	Driver's license issued by a Canadian				Citizen in the United States (Form I-179)
		long as that period of			government authority
		long as that period of			government authority
		endorsement has not yet					7.		Employment authorization document
		endorsement has not yet		For persons under age 18 who are			7.		Employment authorization document
		expired and the proposed		For persons under age 18 who are					issued by the Department of Homeland
		employment is not in conflict			unable to present a document				Security
		with any restrictions or			listed above:				For examples, see Section 7 and
		limitations identified on the form.							For examples, see Section 7 and
		limitations identified on the form.		10.	School record or report card				Section 13 of the M-274 on
				10.	School record or report card				Section 13 of the M-274 on
6. Passport from the Federated States of									uscis.gov/i-9-central.
6. Passport from the Federated States of				11.	Clinic, doctor, or hospital record				uscis.gov/i-9-central.
	Micronesia (FSM) or the Republic of the			11.	Clinic, doctor, or hospital record				The Form I-766, Employment
	Marshall Islands (RMI) with Form I-94 or								The Form I-766, Employment
	Marshall Islands (RMI) with Form I-94 or			12. Day-care or nursery school record					Authorization Document, is a List A, Item
	Form I-94A indicating nonimmigrant			12. Day-care or nursery school record					Number 4. document, not a List C
	admission under the Compact of Free								document.
	Association Between the United States								document.
	Association Between the United States
	and the FSM or RMI

Acceptable Receipts

May be presented in lieu of a document listed above for a temporary period.

For receipt validity dates, see the M-274.

●Receipt for a replacement of a lost, stolen, or damaged List A document.

●Form I-94 issued to a lawful permanent resident that contains an I-551 stamp and a photograph of the individual.

●Form I-94 with “RE” notation or refugee stamp issued to a refugee.

Receipt for a replacement of a lost, stolen, or damaged List B document.

Receipt for a replacement of a lost, stolen, or damaged List C document.

*Refer to the Employment Authorization Extensions page on I-9 Central for more information.

Form I-9 Edition 01/20/25

Page 2 of 4

Supplement A,	USCIS
Preparer and/or Translator Certification for Section 1	Form I-9
Department of Homeland Security	Supplement A
Department of Homeland Security	OMB No. 1615-0047
U.S. Citizenship and Immigration Services	Expires 05/31/2027

Last Name (Family Name) from Section 1.

First Name (Given Name) from Section 1.

Middle initial (if any) from Section 1.

Instructions: This supplement must be completed by any preparer and/or translator who assists an employee in completing Section 1 of Form I-9. The preparer and/or translator must enter the employee's name in the spaces provided above. Each preparer or translator must complete, sign, and date a separate certification area. Employers must retain completed supplement sheets with the employee's completed Form I-9.

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator			Date (mm/dd/yyyy)

Last Name (Family Name)	First Name (Given Name)				Middle Initial (if any)

Address (Street Number and Name)		City or Town		State	ZIP Code

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator

Date (mm/dd/yyyy)

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Address (Street Number and Name)

City or Town

State

ZIP Code

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator

Date (mm/dd/yyyy)

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Address (Street Number and Name)

City or Town

State

ZIP Code

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator

Date (mm/dd/yyyy)

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Address (Street Number and Name)

City or Town

State

ZIP Code

Form I-9 Edition 01/20/25

Page 3 of 4

Supplement B,	USCIS
Reverification and Rehire (formerly Section 3)	Form I-9
Department of Homeland Security	Supplement B
Department of Homeland Security	OMB No. 1615-0047
U.S. Citizenship and Immigration Services	Expires 05/31/2027

Last Name (Family Name) from Section 1.

First Name (Given Name) from Section 1.

Middle initial (if any) from Section 1.

Instructions: This supplement replaces Section 3 on the previous version of Form I-9. Only use this page if your employee requires reverification, is rehired within three years of the date the original Form I-9 was completed, or provides proof of a legal name change. Enter the employee's name in the fields above. Use a new section for each reverification or rehire. Review the Form I-9 instructions before completing this page. Keep this page as part of the employee's Form I-9 record. Additional guidance can be found in the

Handbook for Employers: Guidance for Completing Form I-9 (M-274)

Date of Rehire (if applicable)	New Name (if applicable)
Date (mm/dd/yyyy)	Last Name (Family Name)	First Name (Given Name)	Middle Initial

Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.

Document Title		Document Number (if any)		Expiration Date (if any) (mm/dd/yyyy)

I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the
employee presented documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.

Name of Employer or Authorized Representative		Signature of Employer or Authorized Representative			Today's Date (mm/dd/yyyy)

Additional Information (Initial and date each notation.)					Check here if you used an
					alternative procedure authorized
					by DHS to examine documents.


Date of Rehire (if applicable)	New Name (if applicable)
Date (mm/dd/yyyy)	Last Name (Family Name)		First Name (Given Name)			Middle Initial

Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.
Document Title		Document Number (if any)		Expiration Date (if any) (mm/dd/yyyy)

I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the
employee presented documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.

Name of Employer or Authorized Representative		Signature of Employer or Authorized Representative			Today's Date (mm/dd/yyyy)

Additional Information (Initial and date each notation.)					Check here if you used an
					Check here if you used an
					alternative procedure authorized
					by DHS to examine documents.


Date of Rehire (if applicable)	New Name (if applicable)
Date (mm/dd/yyyy)	Last Name (Family Name)		First Name (Given Name)			Middle Initial

Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.
Document Title		Document Number (if any)		Expiration Date (if any) (mm/dd/yyyy)

I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the
employee presented documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.

Name of Employer or Authorized Representative		Signature of Employer or Authorized Representative			Today's Date (mm/dd/yyyy)

Additional Information (Initial and date each notation.)					Check here if you used an
					Check here if you used an
					alternative procedure authorized
					by DHS to examine documents.

Form I-9 Edition 01/20/25

Page 4 of 4

▼ PDF

Document Specifics

Fact Name	Description
Purpose	The USCIS I-9 form is used to verify the identity and employment authorization of individuals hired for employment in the United States.
Who Must Complete	All employers must have new employees complete the I-9 form within three days of their start date, regardless of their citizenship status.
Retention Requirement	Employers are required to retain completed I-9 forms for three years after the date of hire or one year after the employee's termination, whichever is longer.
State-Specific Forms	Some states may have additional requirements. For example, California requires employers to comply with state laws regarding employee verification, including the California Labor Code Section 2802.

USCIS I-9: Usage Instruction

Completing the USCIS I-9 form is an important step in the employment process. After filling out the form, employers must verify the identity and employment eligibility of their employees. This process involves collecting necessary documents and ensuring compliance with federal regulations.

Obtain the I-9 form from the USCIS website or your employer.
Fill out Section 1 of the form. This section requires personal information such as your name, address, date of birth, and Social Security number. Ensure all information is accurate.
Indicate your citizenship or immigration status by checking the appropriate box in Section 1.
Sign and date Section 1 to certify that the information provided is true and complete.
Provide the form to your employer. They will complete Section 2.
In Section 2, your employer will examine the documents you present to verify your identity and eligibility to work. Common documents include a passport, driver's license, or Social Security card.
Your employer will fill out the details of the documents in Section 2, including document titles, issuing authorities, and expiration dates.
Your employer will sign and date Section 2 to certify that they have verified your documents.
Keep the completed I-9 form on file with your employer for the required retention period.

Learn More on USCIS I-9

What is the USCIS I-9 form?

The USCIS I-9 form, officially known as the Employment Eligibility Verification form, is used by employers to verify the identity and employment authorization of individuals hired for employment in the United States. All employers must complete this form for each employee, regardless of their citizenship status.

Who needs to fill out the I-9 form?

Every individual hired for employment in the U.S. must fill out the I-9 form. This includes citizens, non-citizens, and lawful permanent residents. Employers are responsible for ensuring that the form is completed properly and retained for their records.

What information is required on the I-9 form?

The I-9 form requires the following information:

Employee's name and address
Date of birth
Social Security number (if applicable)
Citizenship or immigration status
Document numbers from the identification documents provided

Employees must present acceptable documents that prove their identity and employment eligibility. The list of acceptable documents is provided on the form itself.

When should the I-9 form be completed?

The I-9 form must be completed within three days of the employee's start date. The employee must fill out Section 1 of the form on or before their first day of work. Employers must complete Section 2 after reviewing the employee's identification documents.

How long should employers keep the I-9 form?

Employers must retain the I-9 form for three years after the employee's hire date or one year after the employee's termination date, whichever is longer. This ensures that employers have documentation available for any audits or inspections by immigration officials.

What are the penalties for not completing the I-9 form?

Failure to complete the I-9 form can result in significant penalties for employers. Fines may range from hundreds to thousands of dollars per violation, depending on the severity and frequency of the infractions. Additionally, employers may face legal consequences if they knowingly hire unauthorized workers.

Can employees correct errors on the I-9 form?

Yes, employees can correct errors on the I-9 form. If an employee discovers an error after submitting the form, they should notify their employer immediately. The employer can then correct the error by drawing a line through the incorrect information, writing the correct information next to it, and initialing and dating the correction.

Common mistakes

Filling out the USCIS I-9 form can be a straightforward process, but mistakes often occur. One common error is failing to complete the form within the required timeframe. Employees must fill out the I-9 form on or before their first day of work. If this deadline is missed, it can lead to complications for both the employer and the employee.

Another frequent mistake involves not providing the correct identification documents. The I-9 form requires specific types of identification to verify a person’s identity and work eligibility. If the documents presented do not meet the criteria outlined in the form, it may result in delays or denials in employment verification.

Inaccurate information is also a common pitfall. When filling out the form, every detail matters. Employees should ensure that their names, addresses, and dates of birth are entered correctly. A simple typo can lead to significant issues down the line, including difficulties in obtaining employment or legal status.

Some individuals overlook the importance of signing and dating the form. The I-9 must be signed by both the employee and the employer. If either party neglects this step, the form will be considered incomplete, which can lead to legal consequences.

Another mistake is not keeping the I-9 form updated. If an employee’s work authorization changes or if they receive a new identification document, it is essential to update the I-9 accordingly. Failing to do so can create problems during audits or inspections.

Lastly, many people do not retain copies of the completed I-9 form. Employers are required to keep these forms for a certain period. Keeping a copy helps ensure compliance with regulations and provides a reference in case of any future inquiries.

Documents used along the form

The USCIS I-9 form is a critical document used by employers to verify the identity and employment authorization of individuals hired for work in the United States. Along with the I-9 form, several other documents and forms are commonly utilized to ensure compliance with immigration and employment laws. Below is a list of these documents, each accompanied by a brief description.

Form W-4: This form is used by employees to indicate their tax situation to their employer. It helps determine the amount of federal income tax withholding from their paycheck.
Form 1040: This is the standard individual income tax return form used by U.S. taxpayers to report their annual income and calculate their tax liability.
Form I-797: This notice is issued by USCIS to communicate the approval of a visa petition or change of status. It serves as an important document for employees transitioning to a new visa category.
Form I-20: Issued to international students, this form certifies that a student has been accepted into a U.S. educational institution and is eligible for a student visa.
Form DS-2019: This document is used for exchange visitors to apply for a J-1 visa. It outlines the program details and duration of stay in the U.S.
Employment Authorization Document (EAD): This card serves as proof that an individual is authorized to work in the U.S. It is often required for certain visa holders.
Social Security Card: This card displays an individual's Social Security number, which is necessary for tax reporting and benefits eligibility.
State Identification Card or Driver’s License: These forms of identification establish a person's identity and residency and may be required for employment verification.
Passport: A valid passport is an essential travel document that also serves as proof of identity and citizenship when completing the I-9 form.

These documents play a vital role in the employment process, ensuring that both employers and employees meet legal requirements. Understanding the purpose of each document can facilitate smoother hiring practices and compliance with immigration laws.

Similar forms

The Form W-2, or Wage and Tax Statement, is similar to the I-9 form in that both are used in the employment process. The W-2 provides information about an employee’s earnings and the taxes withheld from their pay. Employers must complete this form for each employee, just as they must complete the I-9 to verify eligibility to work in the United States. Both forms are essential for tax purposes and ensure compliance with federal regulations.

The Form W-4, Employee's Withholding Certificate, also shares similarities with the I-9 form. Employees complete the W-4 to indicate their tax withholding preferences, which affects how much tax is taken from their paychecks. Employers must collect this form from employees, similar to how they collect the I-9. Both forms play a crucial role in the employment relationship and financial responsibilities.

The Form 1099 is another document that parallels the I-9 form. While the I-9 is used to verify employment eligibility, the 1099 reports income for independent contractors and freelancers. Employers must issue a 1099 to report payments made to non-employees, ensuring that all income is documented for tax purposes. Both forms are vital for compliance with IRS regulations.

The Form 1040, U.S. Individual Income Tax Return, is related to the I-9 form in that it is used to report income earned during the year. While the I-9 is focused on employment eligibility, the 1040 summarizes an individual’s overall financial situation, including income from employment verified by the I-9. Both documents are integral to the tax system and require accurate information to avoid penalties.

The Form I-765, Application for Employment Authorization, is directly connected to the I-9 form. Individuals who are not U.S. citizens or permanent residents may need to file the I-765 to obtain permission to work. Once approved, they will receive a work permit, which can then be presented when completing the I-9 form. Both documents are essential for non-citizens navigating the employment landscape.

The Form I-20, Certificate of Eligibility for Nonimmigrant Student Status, also relates to the I-9. International students use the I-20 to show their eligibility to study in the U.S. While the I-9 verifies work eligibility, the I-20 is a prerequisite for students seeking employment under specific conditions. Both documents are crucial for maintaining legal status in the U.S.

The Form DS-2019, Certificate of Eligibility for Exchange Visitor Status, is similar to the I-9 in that it pertains to individuals in the U.S. under a specific visa category. Exchange visitors must present the DS-2019 to demonstrate their eligibility for work during their program. Like the I-9, it is vital for ensuring compliance with immigration laws while allowing individuals to engage in authorized employment.

The Form I-131, Application for Travel Document, connects to the I-9 form through its role in the immigration process. Individuals may use the I-131 to apply for a re-entry permit, refugee travel document, or advance parole. While it does not directly relate to employment, having a valid travel document can affect an individual's ability to maintain their work eligibility, as verified by the I-9.

The Form G-28, Notice of Entry of Appearance as Attorney or Accredited Representative, is relevant to the I-9 in the context of legal representation. Individuals may seek assistance with their immigration status or employment eligibility issues. If an attorney files an I-9 on behalf of a client, they may need to submit a G-28 to show their authority to act. Both forms underscore the importance of proper representation in legal matters.

Finally, the Form I-9 itself is often compared to state-level employment verification forms. Many states have their own requirements for verifying an employee's eligibility to work. While the I-9 is a federal requirement, state forms may require similar information. Both are designed to prevent unauthorized employment and ensure that employers comply with labor laws.

Dos and Don'ts

When filling out the USCIS I-9 form, it is essential to follow specific guidelines to ensure accuracy and compliance. Here are four things you should do and four things you should avoid.

Do provide accurate information. Ensure that all details, such as your name, address, and Social Security number, are correct.
Do complete the form in a timely manner. The I-9 form must be filled out within three days of starting a new job.
Do present valid identification. Make sure to provide the necessary documents that prove your identity and eligibility to work in the United States.
Do keep a copy for your records. Retaining a copy of the completed form can be beneficial for future reference.

Don't leave any sections blank. Each part of the form must be filled out completely to avoid delays or issues.
Don't use outdated versions of the form. Always ensure you are using the most current version of the I-9 form as provided by USCIS.
Don't falsify information. Providing incorrect or misleading information can lead to serious consequences, including termination of employment.
Don't forget to sign and date the form. An unsigned I-9 form is considered incomplete and may result in penalties for the employer.

Misconceptions

The USCIS I-9 form is a crucial document for employers in the United States, but several misconceptions surround it. Understanding these misconceptions can help ensure compliance and avoid potential issues. Here are five common misconceptions about the I-9 form:

Only new hires need to complete the I-9 form.
This is not true. While the I-9 form is primarily associated with new employees, all employees must complete it regardless of when they were hired. Employers must have a completed I-9 on file for every employee.
Employers can choose which documents to accept.
Employers must adhere to the lists of acceptable documents provided by the USCIS. Employees can present any document from List A or a combination of one document from List B and one from List C. Employers cannot dictate which documents an employee must provide.
The I-9 form is only for U.S. citizens.
This misconception is misleading. The I-9 form is required for all employees, regardless of their citizenship status. Non-citizens must provide appropriate documentation to verify their work eligibility.
There is no deadline for completing the I-9 form.
In reality, the I-9 form must be completed within three days of an employee's start date. Failing to meet this deadline can lead to penalties for the employer.
Once completed, the I-9 form does not need to be updated.
This is incorrect. If an employee's work authorization expires, the employer must reverify their employment eligibility using Section 3 of the I-9 form. Keeping this information current is essential for compliance.

Addressing these misconceptions can help employers maintain compliance with immigration laws and ensure a smoother hiring process. It is vital to stay informed about the requirements surrounding the I-9 form.

Key takeaways

When dealing with the USCIS I-9 form, it is essential to understand its importance and the correct way to fill it out. Here are some key takeaways to guide you:

Purpose of the I-9 Form: The I-9 form is used to verify the identity and employment authorization of individuals hired for employment in the United States.
Who Must Complete the I-9: All employers must have their employees complete the I-9 form, regardless of the employee's citizenship status.
Timing of Completion: The I-9 form must be completed within three days of the employee's start date.
Sections of the Form: The I-9 consists of three sections: employee information and attestation, employer review and verification, and re-verification.
Acceptable Documents: Employees must provide documents that establish their identity and employment eligibility. A list of acceptable documents is provided on the I-9 form.
Document Review: Employers must examine the documents presented by the employee to ensure they appear genuine and relate to the employee.
Record Keeping: Employers should retain completed I-9 forms for at least three years after the employee's hire date or one year after the employee's termination, whichever is later.
Penalties for Non-Compliance: Failing to complete or maintain I-9 forms can result in significant penalties, including fines.
Use of E-Verify: Employers may choose to use E-Verify, an online system that verifies the information provided on the I-9 against government databases.
Confidentiality: Employers must handle I-9 forms confidentially and should not disclose the information to unauthorized individuals.

Understanding these key points can help ensure compliance with employment verification requirements and protect both employers and employees in the hiring process.