Temporary Policies Related to COVID-19

Archived Content

The information on this page is out of date. However, some of the content may still be useful, so we have archived the page.

These temporary policies expired on July 31, 2023.

To view Form I-9 examples that were examined remotely during COVID-19 temporary flexibilities, see Form I-9 Related News.

COVID-19 temporary flexibilities for Form I-9, Employment Eligibility Verification, will end on July 31, 2023. U. S. Immigration and Customs Enforcement (ICE) recently announced that employers must complete in-person physical document inspections for employees whose documents were inspected remotely during the temporary flexibilities by August 30, 2023.

This new announcement gives employers additional time to complete in-person physical inspection of identity and employment authorization documents, and annotate the Form I-9 for this population. These flexibilities were initially announced in March 2020 and updated in March 2021. See I-9 Central Questions and Answers for more information.

DHS published a Notice of Proposed Rulemaking for alternative procedures allowing remote document examination for Form I-9 last year. DHS anticipates publishing a Final Rule in the Federal Register that will implement this proposal.

This temporary guidance was set to expire October 31, 2022. Because of ongoing precautions related to COVID-19, DHS has extended the Form I-9 flexibilities until July 31, 2023.

See the original ICE news release from March 20, 2020, for more information on how to obtain, remotely inspect, and retain copies of the identity and employment eligibility documents to complete Section 2 of Form I-9. Please also consult ICE's guidance for clarification on this provision.

Employers are encouraged to begin, at their discretion, the in-person verification of identity and employment eligibility documentation for employees who were hired on or after March 20, 2020, and who presented such documents for remote inspection in reliance on the flexibilities first announced in March 2020.

Employers must monitor DHS' and ICE's Workforce Enforcement announcements about when the extensions end and normal operations resume.

E-Verify participants who meet the criteria and choose the remote inspection option should continue to follow current guidance and create cases for their new hires within three business days from the date of hire. Please see COVID-19 webpage for more information.

DHS adopted the temporary policy in response to the difficulties many individuals experienced with renewing documents during the COVID-19 pandemic. Now that document-issuing authorities have reopened and/or provided alternatives to in-person renewals, DHS ended this flexibility on May 1, 2022 and employers must only accept unexpired List B documents.

If an employee presented an expired List B document between May 1, 2020, and April 30, 2022, employers are required to update their Forms I-9 by July 31, 2022. See table below for update requirements.

If the employee’s Form I‑9 was completed between May 1, 2020 and April 30, 2022 with an expired List B document and that document expired on or after March 1, 2020, and the employee:	Then:
Is still employed.	Have the employee provide an unexpired document that establishes identity. Employees may present the renewed List B document, a different List B document or a document from List A. In the “Additional Information” field of Section 2, the employer enters the document: Title; Issuing authority; Number; and Expiration date. The employer initials and dates the change. See Form I‑9 example.
Is no longer employed.	No action is required.
The List B document was auto extended by the issuing authority, so it was unexpired when presented.	No action is required because the document was unexpired when presented.

This temporary guidance was set to expire April 30, 2022. Because of ongoing precautions related to COVID-19, DHS has extended the Form I-9 flexibilities until Oct. 31, 2022.

Employers must monitor DHS’ and ICE’s Workforce Enforcement announcements about when the extensions end and normal operations resume.

DHS is ending the COVID-19 Temporary Policy for List B Identity Documents. Beginning May 1, Employers will no longer be able to accept expired List B documents.

DHS adopted the temporary policy in response to the difficulties many individuals experienced with renewing documents during the COVID-19 pandemic. Now that document-issuing authorities have reopened and/or provided alternatives to in-person renewals, DHS will end this flexibility. Starting May 1, 2022, employers must only accept unexpired List B documents.

If an employee presented an expired List B document between May 1, 2020, and April 30, 2022, employers are required to update their Forms I-9 by July 31, 2022. See table below for update requirements.

This temporary guidance was set to expire Dec. 31, 2021. Because of ongoing precautions related to COVID-19, DHS has extended the Form I-9 requirement flexibility policy until April 30, 2022.

See the original news release from March 20, 2020 for more information on how to obtain, remotely inspect, and retain copies of the identity and employment eligibility documents to complete Section 2 of Form I-9. Please also consult ICE’s guidance for clarification on this provision.

Employers must monitor the DHS and ICE's Workforce Enforcement announcements about when the extensions end and normal operations resume.

This temporary guidance was set to expire August 31, 2021. Because of ongoing precautions related to COVID-19, DHS has extended the Form I-9 flexibility policy until December 31, 2021.

See the original news release from March 23, 2020 for more information on how to obtain, remotely inspect, and retain copies of the identity and employment eligibility documents to complete Section 2 of Form I-9. Please also consult ICE’s guidance for clarification on this provision.

Employers must monitor the DHS and ICE's Workforce Enforcement announcements about when the extensions end and normal operations resume.

This temporary guidance was set to expire May 31, 2021. Because of ongoing precautions related to COVID-19, DHS has extended the Form I-9 requirement flexibilities from June 1 to August 31, 2021.

Please see ICE's past news release for more information on how to obtain, remotely inspect, and retain copies of the identity and employment eligibility documents to complete section 2 of Form I-9, as well as clarification on this provision.

Employers must monitor the DHS and ICE's Workforce Enforcement announcements about when the extensions end and normal operations resume.

This temporary guidance was set to expire March 31. Because of ongoing precautions related to COVID-19, DHS has extended the Form I-9 flexibility policy an additional 60 days until May 31, 2021.

This provision only applies to employers and workplaces that are operating remotely. See the original news release from March 23, 2020 for more information on how to obtain, remotely inspect, and retain copies of the identity and employment eligibility documents to complete Section 2 of Form I-9. Please also consult ICE's guidance for clarification on this provision.

Employers must monitor the DHS and ICE's Workforce Enforcement announcements about when the extensions end and normal operations resume.

This temporary guidance was set to expire January 31. Because of ongoing precautions related to COVID-19, DHS has extended the Form I-9 flexibility policy an additional 60 days until March 31, 2021.

Employers must monitor the DHS and ICE's Workforce Enforcement announcements about when the extensions end and normal operations resume.

This temporary guidance was set to expire December 31. Because of ongoing precautions related to COVID-19, DHS has extended this policy an additional 30 days until January 31, 2021.

This provision only applies to employers and workplaces that are operating remotely. See the original news release for more information on how to obtain, remotely inspect, and retain copies of the identity and employment eligibility documents to complete Section 2 of Form I-9.

Employers must monitor the DHS and ICE websites for additional updates about when the extensions end and normal operations resume.

USCIS previously issued a notice indicating that certain Forms I-797, Notice of Action, are acceptable for Form I-9, Employment Eligibility Verification, through Dec. 1, 2020. DHS is now extending the validity of these Forms I-797. To complete Form I-9, new employees and current employees requiring reverification who are waiting for their EAD may continue to present a Form I-797 described below through Feb. 1, 2021 as a List C #7 document issued by the Department of Homeland Security that establishes employment authorization, even though the notice states it is not evidence of employment authorization. 

For the notice to be acceptable, it must include a Notice Date from Dec. 1, 2019, through and including Aug. 20, 2020, and indicate that USCIS has approved the employee’s Form I-765, Application for Employment Authorization. The last day that both new and current employees may present this notice to complete Form I-9 is Feb. 1, 2021. New employees will also need to present an acceptable List B identity document.

Employers who entered a Dec. 1, 2020 expiration date on Form I-9 for employees who presented this Form I-797 as a new hire or for reverification as directed in the original notification must update their employees’ forms to document continued employment authorization. To do so, write Employment Authorization Ext Until 02/01/2021 in the Additional Information box in Section 2 of Form I-9.

By Feb. 1, 2021, employers must reverify employees who presented this Form I-797 as a List C document. These employees must present new evidence of employment authorization -- either their new EAD or any other acceptable documentation they choose -- from either List A or List C.

This temporary guidance was set to expire November 19. Because of ongoing precautions related to COVID-19, DHS has extended this policy until December 31, 2020.

Employers must monitor the DHS and ICE websites for additional updates about when the extensions end and normal operations resume.

Issuance of certain Employment Authorization Documents (Form I-766, EADs) may be delayed due to the COVID-19 global pandemic. To complete Form I-9, new employees who are waiting for their EAD and current employees who require reverification may present certain Forms I-797, Notice of Action, as a List C #7 document issued by the Department of Homeland Security that establishes employment eligibility, even though the notice states it is not evidence of employment authorization. 

For the notice to be acceptable, it must include a Notice Date from Dec. 1, 2019, through and including Aug. 20, 2020, and indicate that USCIS has approved the employee’s Form I-765, Application for Employment Authorization. Both new and current employees may present this notice to complete Form I-9 until Dec. 1, 2020. New employees will also need to present an acceptable List B identity document.

By Dec. 1, employers must reverify employees who presented this notice as a List C document. These employees must present new evidence of employment authorization -- either their new EAD or any other acceptable documentation they choose -- from either List A or List C.

The Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) announced an extension of the flexibility in complying with requirements related to Form I-9, Employment Eligibility Verification, due to COVID-19. This temporary guidance was set to expire September 19. Because of ongoing precautions related to COVID-19, DHS has extended this policy for an additional 60 days.

Employers must monitor the DHS and ICE websites for additional updates about when the extensions end and normal operations resume.

The Department of Homeland Security (DHS) has temporarily extended some of the provisions of the April 20 temporary final rule. On Aug. 20, DHS published a new temporary final rule to extend the amendment that allows all H-2A petitioners with a valid temporary labor certification (TLC) to start employing certain foreign workers who are currently in the United States and in valid H-2A status.

The temporary final rule continues to allows non-E-Verify employers with properly filed H-2A extension of stay petitions to hire H-2A workers currently employed by a different company beginning on or after the date USCIS receives the extension of stay petition (as stated on the Form I-797 receipt notice), but no earlier than the start date of employment listed on the H-2A petition.

The temporary rule applies if USCIS receives the new employer’s extension of stay H-2A petition on or after Aug. 19, 2020, and no later than Dec. 17, 2020.

Under this temporary final rule, you, the new, non-E-Verify employer may employ the H-2A worker while the extension petition is pending, for a period not to exceed 45 days starting from the date of the receipt notice, or until USCIS denies your petition or you withdraw the petition, whichever comes first. The H-2A employee’s unexpired Form I-94, Arrival/Departure Record indicating their H-2A status, along with their foreign passport, qualify as a Form I-9 List A document.

To complete Section 2, enter the following information under List A:

The unexpired foreign passport information;
The unexpired Form I-94 information; and
“45-Day Ext.” and the date you submitted Form I-129 to USCIS in the Additional Information field.

You must reverify the employee’s employment authorization in Section 3 either by the end of the 45-day period from the date USCIS receives your Form I-129 or once you receive a decision on the H-2A petition, whichever comes first. If your petition is denied or withdrawn, count 15 days from the date of the denial or withdrawal request for the date the employee’s employment authorization expires.

Employers of H-2A workers continuing employment with the same employer or with a new employer that is enrolled in E-Verify should continue to follow current Form I-9 guidance provided in the Handbook for Employers – Section 6.6.

DHS is not extending the temporary exception that allows an H-2A worker’s period of stay to be extended beyond the three-year limitation, without first requiring them to remain outside of the United States for an uninterrupted period of three months.

For more information see USCIS H-2A temporary agricultural workers page.

This temporary guidance was set to expire August 18. Because of ongoing precautions related to COVID-19, DHS has extended this policy for an additional 30 days.

Employers must monitor the DHS and ICE websites for additional updates about when the extensions end and normal operations resume.

This temporary guidance was set to expire July 19. Because of ongoing precautions related to COVID-19, DHS has extended this policy for an additional 30 days.

Employers must monitor the DHS and ICE websites for additional updates about when the extensions end and normal operations resume.

Employers and workplaces that are operating remotely may follow the DHS news release that announced flexibility in requirements related to Form I-9.

See the Form I-9 Examples Related to Temporary COVID-19 Policies page for examples showing how DHS recommends you notate Form I-9 when remotely inspecting employment authorization and identity documents, and how to perform the required physical inspection once normal operations resume.

In May, the Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) announced an extension of the flexibility in complying with requirements related to Form I-9, Employment Eligibility Verification, due to COVID-19.

This temporary guidance was set to expire June 18. Because of ongoing precautions related to COVID-19, DHS has extended this policy for an additional 30 days

Employers must monitor the DHS and ICE websites for additional updates about when the extensions end and normal operations resume.

On May 12, the Department of Homeland Security published a temporary final rule to change certain H-2B requirements to help secure the U.S. food supply chain and reduce the economic impact of the coronavirus (COVID-19) public health emergency on H-2B employers. The temporary flexibilities are available through Sept. 11, 2020.

The temporary final rule allows employers that have properly filed H-2B extension of stay petitions and Form ATT-H2B, Attestation for Employers Seeking to Employ H-2B Nonimmigrant Workers Essential to the U.S. Food Supply Chain (PDF) between certain dates to begin employing certain H-2B workers while USCIS adjudicates their petition. The workers must currently be in H-2B status but working for a different employer. If so, a new employer may begin employing the H-2B workers on or after the date that USCIS receives the extension of stay petition (as stated on Form I-797, Notice of Action, receipt notice) or the date USCIS acknowledges in writing receipt of a properly filed attestation, Form ATT-H2B but no earlier than the start date of employment listed on the H-2B petition.

The temporary rule applies if USCIS received the new employer’s extension of stay H-2B petition on or after March 1, and it remains pending as of May 14, or USCIS receives the H-2B petition between May 14 and Sept. 11, 2020. In both cases, USCIS must also receive a Form ATT-H2B

Under this temporary final rule, the new employer may employ the H-2B worker while the extension of stay petition is pending, for a period not to exceed 60 days starting from the:

Received Date on Form I-797 (Notice of Action) acknowledging receipt of the petition requesting an extension of stay, which includes the attestation (Form ATT-H2B
Date USCIS acknowledges in writing receipt of the properly filed attestation (Form ATT-H2B) submitted while the H-2B petition is pending; or
Start date of employment if the start date of employment indicated in the H-2B petition occurs after the filing.

The H-2B employee’s unexpired Form I-94, Arrival/Departure Record, indicating his or her H-2B status, along with the employee’s foreign passport, qualify as a Form I-9 List A document.

To complete Section 2, you, the new employer, should enter under List A:

The unexpired foreign passport information;
Unexpired Form I-94 information; and
In the Additional Information field, “60-Day Ext.” and the date you submitted the extension of stay H-2B petition (Form I-129, Petition for a Nonimmigrant Worker) to USCIS or the date you submitted Form ATT-H2B) if your petition was filed on or after March 1, 2020, and is still pending on May 14, 2020.

If USCIS denies the new petition, or if you withdraw the new petition before the 60-day period expires, USCIS will automatically terminate the H-2B worker’s employment authorization within 15 calendar days of its denial decision or the withdrawal request. You must reverify the employee’s employment authorization in Section 3 by the end of the 60-day period described above or once you receive a decision on the H-2B petition, whichever comes first. If your petition is denied or withdrawn, count 15 days from the date of the denial or withdrawal request for the date the employee’s employment authorization expires.

Employers of H-2B workers continuing employment with the same employer should continue to follow current Form I-9 guidance provided in the M-274, Handbook for Employers - Section 6.7

For more information see USCIS H-2B Temporary Non-Agricultural Workers page.

This temporary guidance was set to expire May 19. Because of ongoing precautions related to COVID-19, DHS has extended this policy for an additional 30 days.

Employers must monitor the DHS and ICE websites for additional updates about when the extensions end and normal operations resume.

On April 20, the Department of Homeland Security published a temporary final rule to amend certain H-2A requirements to help U.S. agricultural employers avoid disruptions in lawful agricultural-related employment during the coronavirus (COVID-19) public health emergency. The temporary final rule expires on August 18, 2020.

The temporary final rule allows non-E-Verify employers that have properly filed H-2A extension of stay petitions between certain dates for workers who are currently in H-2A status but working for a different employer to begin employing such H-2A workers on or after the date that USCIS receives the extension of stay petition (as stated on the Form I-797 receipt notice) but no earlier than the start date of employment listed on the H-2A petition.

The temporary rule applies if:

USCIS received the new employer’s extension of stay H-2A petition on or after March 1, and it remains pending as of April 20 (the effective date of the rule), or USCIS receives the H-2A petition between April 20 and Aug. 18.

Under this temporary final rule, you, the new, non-E-Verify employer may employ the H-2A worker while the extension petition is pending, for a period not to exceed 45 days starting from the date of the receipt notice, or until USCIS denies your petition or you withdraw the petition, whichever comes first. The H-2A employee’s unexpired Form I-94, Arrival/Departure Record, indicating his or her H-2A status, along with the employee’s foreign passport, qualify as a Form I-9 List A document.

To complete Section 2, you should enter under List A:

The unexpired foreign passport information;
Unexpired Form I-94 information; and
“45-Day Ext.” and the date you submitted Form I-129 to USCIS in the Additional Information field.

If USCIS denies the new petition, or if you withdraw the new petition before the 45-day period expires, USCIS will automatically terminate the H-2A worker’s employment authorization within 15 calendar days of its denial decision or the withdrawal request. You must reverify the employee’s employment authorization in Section 3 either by the end of the 45-day period from the date USCIS receives your Form I-129 or once you receive a decision on the H-2A petition, whichever comes first. If your petition is denied or withdrawn, count 15 days from the date of the denial or withdrawal request for the date the employee’s employment authorization expires. Employers of H-2A workers continuing employment with the same employer or with a new employer that is enrolled in E-Verify should continue to follow current Form I-9 guidance provided in the M-274, Handbook for Employers - Section 6.6.

For more information see USCIS H-2A temporary agricultural workers page.

Because many areas are under stay-at-home orders due to COVID-19 and some online renewal services have restrictions, employees may experience challenges renewing a state driver’s license, a state ID card, or other Form I-9, Employment Eligibility Verification, List B identity document. Considering these circumstances, DHS is issuing a temporary policy regarding expired List B identity documents used to complete Form I-9, Employment Eligibility Verification.

Beginning on May 1, identity documents found in List B set to expire on or after March 1, 2020, and not otherwise extended by the issuing authority, may be treated as if the employee presented a valid receipt for an acceptable document for Form I-9 purposes.

Under this temporary policy the expired List B document can be valid for more than 90 days.

When your employee provides an acceptable expired List B document that has not been extended by the issuing authority you should:

Record the document information in Section 2 under List B, as applicable; and,
Enter the word “COVID-19” in the Additional Information Field.

Within 90 days after DHS’s termination of this temporary policy, the employee will be required to present a valid unexpired document to replace the expired document presented when they were initially hired.

Note: It is best if the employee can present the replacement of the actual document that was expired, but if necessary, the employee may choose to present a different List A or List B document or documents and record the new document information in the Additional Information Field.

When the employee later presents an unexpired document, you should:

In the Section 2 Additional Information field:
- Record the number and other required document information from the actual document presented;
- Initial and date the change.

Procedure for List B Documents extended by an Issuing Authority

If the employee’s List B identity document expired on or after March 1, 2020, and the issuing authority has extended the document expiration date due to COVID-19, the document is acceptable as a List B document for Form I-9 (not as a receipt) during the extension timeframe specified by the issuing authority.

When your employee provides an acceptable expired List B document that has been extended by the issuing authority you should:

Enter the document’s expiration date in Section 2; and,
Enter “COVID-19 EXT” in the Additional Information Field.

Employers may also attach a copy of a webpage or other notice indicating that the issuing authority has extended the documents. Employers can confirm that their state has auto-extended the expiration date of state IDs and driver’s licenses by checking the state Motor Vehicle Administration or Department of Motor Vehicles’ website.

Note: For extended documents, the employee is not required to later present a valid unexpired List B document.

E-Verify participating employers should use the employee’s expired List B document number from Section 2 of the Form I-9 to create an E-Verify case as usual within three days of the date of hire.

DHS continues to monitor the ongoing COVID-19 national emergency and will provide updated guidance as needed.

On March 20, the Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) announced flexibility in complying with requirements related to Form I-9, Employment Eligibility Verification, due to COVID-19. See the news release for more information on how employers with remote employees may obtain, remotely inspect, and retain copies of the identity and employment eligibility documents their employees provide to complete Section 2 of Form I-9. This provision only applies to employers and workplaces that are operating remotely.

Employers must monitor the DHS and ICE websites for additional updates about when the extensions will be terminated, and normal operations will resume.

E-Verify participants who choose the remote inspection option should follow current guidance and create cases for their new hires within three business days from the date of hire. Please see the E-Verify website for additional information.

E-Verify is extending the timeframe to take action to resolve Social Security Administration (SSA) Tentative Nonconfirmations (TNCs) due to SSA office closures to the public. E-Verify is also extending the timeframe to take action to resolve Department of Homeland Security (DHS) TNCs in limited circumstances when an employee cannot resolve a TNC due to public or private office closures.

IMPORTANT: You must notify your employee about their TNC result as soon as possible. After your employee is notified of their TNC and decides whether to take action to resolve the TNC, the employee should acknowledge the decision on the Further Action Notice, and the employer should notify E-Verify of their employee’s decision. Employees who choose to take action to resolve a TNC are referred to SSA and/or DHS. Employers may not take any adverse action against an employee because the E-Verify case is in an interim case status, including while the employee’s case is in an extended interim case status.

New Temporary Policies

We have implemented the following policies to minimize the burden on both employers and employees:

Employers are still required to create cases for their new hires within three business days from the date of hire.
Employers must use the hire date from the employee’s Form I-9 when creating the E-Verify case. If case creation is delayed due to COVID-19 precautions, select “Other” from the drop-down list and enter “COVID-19” as the specific reason.
Employers may not take any adverse action against an employee because the E-Verify case is in an interim case status, including while the employee’s case is in an extended interim case status.

Customer Support and Account Access

E-Verify Contact Center representatives are still available. Employers will still be able to access their E-Verify accounts and:

Enroll in E-Verify;
Create E-Verify cases;
Add, delete or edit any user account;
Reset passwords;
Edit company information;
Terminate accounts; and
Run reports or view any information about an account or case.

Resources

Please visit our resources webpage to learn more. Read the E-Verify User Manual for more information on interim case statuses.

For information on Social Security Administration operating status please visit ssa.gov/coronavirus.

Please be sure to check back for updates. We apologize for any inconvenience.

Last Reviewed/Updated:

01/05/2024

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