I-9 and E-Verify Regulations Under the Trump Administration

Overview:

Since January 2025, employer-side immigration enforcement has escalated in ways that are directly affecting day-to-day operations—more ICE/HSI activity, more I-9 audit notices, and more “produce your records now” moments. In early May 2025, DHS confirmed visits to 100+ D.C.-area businesses to serve Notices of Inspection (not raids), showing how quickly routine operations can get rattled by an I-9 demand. Recent reporting has also described a sharp rise in employer inspections, adding to the reality that this isn’t isolated to one industry or region.

Looking ahead, the administration’s “One Big Beautiful Bill” has been described as expanding ICE resources, including plans to hire at least 10,000 additional agents—another signal that employer scrutiny may remain elevated.

What makes this high-risk in 2026 is that employers typically don’t get exposed because of intent—they get exposed because processes break under pressure. Once an inspection begins, employers receive at least three business days to produce the requested I-9s, which is exactly when organizations discover missing forms, wrong editions, inconsistent filing, or multiple practices across locations. And even “small” paperwork breakdowns can add up fast when you multiply them across a workforce—especially when teams haven’t been trained, onboarding is decentralized, or old habits are still being used.

The most common failure points are predictable: using an outdated Form I-9, incomplete/late sections, inconsistent document-copying rules, weak retention discipline, and missed follow-ups for expiring work authorization because tracking is informal or owned by nobody. Temporary authorization shifts can intensify that risk—DHS began issuing termination notices tied to the Cuba/Haiti/Nicaragua/Venezuela parole program (CHNV) in June 2025, including revocation of parole-based employment authorization, which forced many employers to reassess their reverification readiness. Remote hiring adds another layer: remote document examination is allowed only under specific DHS/USCIS conditions (the DHS-authorized alternative procedure tied to eligible E-Verify sites), not as a blanket convenience.

This webinar is designed to help employers get a clear, practical compliance picture—without overcomplicating it. We’ll cover what to expect in I-9 audits (and how raids differ operationally), employer responsibilities, review of the current I-9 form and rules (including remote verification requirements), implementing follow-up for temporary work authorizations, setting internal practices on document copying and retention, and conducting a defensible self-audit—including how to correct mistakes properly—ending with clear action items your team can apply immediately.

Areas covered in the session:

• What to Expect From the Trump Administration
• I-9 Audits
• Raids – What They Are And The Effect on Your Operations
• Recent Penalties for Non-Compliance
• Employer Responsibilities
• Review of The New I-9 Form
• Implementing a Follow-Up for Temporary Work Authorizations
• Determining Internal Practices on Retaining I-9 Forms
• Conducting a Self Audit and Correcting Mistakes
• Action Items
• Questions

Why should you attend?

Because I-9 risk in 2026 isn’t just about “having forms on file”—it’s about whether your process holds up under scrutiny. When an inspection notice arrives, most organizations don’t struggle with big legal questions; they struggle with record gaps, inconsistent practices across locations, and simple errors that multiply across the workforce.

This session helps you close the most common failure points that create penalties and disruption: using the correct Form I-9, completing it consistently, setting clear internal rules on document copying and retention, managing remote verification properly, and building a reliable follow-up process for expiring work authorization.

You’ll leave with a clearer compliance picture and practical action items you can apply immediately—how to self-audit, how to correct mistakes the right way, and how to prepare your HR team and managers to respond calmly and consistently if ICE/HSI comes knocking.

Handouts:

Attendees will gain access to exclusive handouts, including presentation materials provided by the speaker and additional resources developed by Amorit Education to aid your teams in post-session implementation.

Who will benefit?

Organizations that hire and onboard employees in the U.S.—especially those with multiple locations, high turnover, remote hires, or a mix of temporary work authorizations—will benefit from this practical I-9 audit and enforcement readiness session. Professionals include:

• HR Director / Head of HR
• HR Manager
• HR Compliance Manager
• HR Operations Manager
• Talent Acquisition Manager / Recruiting Manager
• Onboarding Manager / New Hire Experience Lead
• I-9 Program Manager / Employment Eligibility Verification Lead
• E-Verify Program Administrator
• Employee Relations Manager (HR)
• Corporate Compliance Manager (Employment/Worksite Compliance)
• Risk & Compliance Officer (HR/Workforce Compliance)
• Internal Audit Manager (HR/Operational Compliance)
• Payroll Manager (when payroll/HR owns onboarding controls)
• HRIS Manager / HR Systems Administrator (I-9/E-Verify system owner)