June 2025 brought an important compliance development for U.S. employers enrolled in the E-Verify program. The Department of Homeland Security (DHS) has launched a new “Status Change Report” tool aimed at helping employers identify workers whose Employment Authorization Documents (EADs) have been revoked.
This update is especially relevant for employers with workers who previously obtained work authorization through humanitarian parole programs, including those for nationals of Cuba, Haiti, Nicaragua, and Venezuela (CHNV).
What Changed?
DHS is actively revoking EADs for certain parolees whose immigration status has been terminated. To help employers remain compliant with federal hiring requirements, E-Verify now includes a Status Change Report—a downloadable report that lists workers whose EADs were revoked.
This report includes:
- Revocation dates
- Case numbers
- A-numbers (alien registration numbers)
The new tool replaces the older Case Status Alerts and will be updated on a rolling basis as DHS revokes additional EADs.
What Employers Must Do
If your business uses E-Verify, here are the steps you should take:
- Log in to E-Verify and run the Status Change Report regularly.
- Review the list of affected employees whose work permits have been revoked.
- Reverify employment eligibility for listed employees by completing Form I-9, Supplement B.
- Do not accept the revoked EAD—even if it appears unexpired.
- Do not create a new E-Verify case for the reverification process.
Failure to act could place your organization at risk for non-compliance with federal employment verification laws.
What About Employees with Revoked EADs?
Employees whose EADs were revoked may still be authorized to work if they have another valid immigration status. These individuals must present alternative documentation from List A or List C of the Form I-9’s list of acceptable documents. However, the employer must not accept the previously revoked EAD under any circumstance.
Key Considerations for Employers
- The DHS guidance does not specify how often employers should check the Status Change Report.
- Employers should apply a consistent and reasonable policy when reverifying employees.
- Document all actions taken to demonstrate good faith compliance with the law.
- If you use a third-party vendor for E-Verify, ensure your employer agent accesses and shares the report with your HR or legal team securely.
How NPZ Law Group Can Help
At Nachman Phulwani Zimovcak (NPZ) Law Group, we assist businesses across industries with employment verification, Form I-9 compliance, and E-Verify procedures. If you believe one or more of your employees may be affected by this DHS update, our team can guide you through the reverification process and help minimize compliance risks.
Contact us today to schedule a confidential consultation.
Contact Information
If you or your family members have any questions about how immigration and nationality laws in the United States may affect you, or if you want to access additional information about immigration and nationality laws in the United States or Canada, please do not hesitate to contact the immigration and nationality lawyers at NPZ Law Group. You can reach us by emailing info@visaserve.com or by calling us at 201-670-0006 extension 104. We also invite you to visit our website at www.visaserve.com for more information.