The U.S. Citizenship and Immigration Services (USCIS) has made a significant announcement that will impact employers nationwide. Effective August 1st, a new version of Form I-9, the mandatory Employment Eligibility Verification form, will be introduced. This updated version has undergone streamlining and is now shorter with the goal of improving the user experience and increasing compliance.
Employers are granted a transition period and may continue using the current Form I-9 (Rev. 10/21/19) until October 31, 2023. However, after this date, the continued use of the older form will attract penalties, underscoring the importance of timely adoption of the new version. Although experts expect that USCIS will provide additional resources when they have them available – it’s important for employers to act now.
One primary consideration for employers is the imperative to maintain workplace compliance and avoid potential pitfalls during audits. This should also serve as a reminder to employers that the amount of nationwide I-9 compliance audits has increased since the beginning of this year. These audits are being conducted across all industries and business sizes. It’s important to be prepared. Failure to complete I-9 forms correctly – even using an outdated version – can lead to substantial penalties, which can be detrimental to business operations and reputation.
Employers are encouraged to proactively adapt to the new Form I-9 and ensure seamless integration into their existing hiring and onboarding processes before the deadline. This transition presents an opportune moment for organizations to conduct a comprehensive internal audit of their current I-9 processes.
For businesses seeking professional assistance in conducting a thorough I-9 audit, Rea & Associates offers its HR consulting services, providing expert guidance and support throughout the process and perform a complete on-site audit. To get started or sign up, just contact our HR Consulting Services team.
By Renee West, SHRM-SCP, PHR (New Philadelphia, OH)