Employment verification for I-9 compliance requires employees to present documentation proving identity and authorization to work in the United States. Acceptable documents include a U.S. passport, Permanent Resident Card (Green Card), or a combination of a driver's license and Social Security card. Employers must examine the original documents and retain copies to ensure compliance with federal regulations.
What Documents Are Necessary for Employment Verification (I-9 Compliance)?
| Number | Name | Description |
|---|---|---|
| 1 | U.S. Passport or U.S. Passport Card | The U.S. Passport or U.S. Passport Card serves as a List A document for I-9 employment verification, establishing both identity and employment authorization. Employers must ensure it is unexpired and genuine to comply with U.S. Citizenship and Immigration Services (USCIS) regulations. |
| 2 | Permanent Resident Card (Form I-551) | The Permanent Resident Card (Form I-551) serves as an essential List A document for employment verification, proving both identity and authorized work status. Employers must examine the original card carefully to ensure compliance with Form I-9 requirements and retain records to verify lawful employment. |
| 3 | Employment Authorization Document (Form I-766) | The Employment Authorization Document (Form I-766) serves as a critical document for employment verification, proving an employee's legal authorization to work in the United States. Employers rely on this document to fulfill I-9 compliance requirements by confirming an individual's identity and employment authorization. |
| 4 | Foreign Passport with Form I-94 or I-94A | For I-9 employment verification, a foreign passport accompanied by Form I-94 or I-94A serves as a valid List A document establishing both identity and employment authorization. Employers must ensure the I-94 or I-94A indicates a valid nonimmigrant status allowing work in the U.S. aligned with the foreign passport. |
| 5 | State-issued Driver’s License | A state-issued driver's license is a primary identification document accepted for employment verification to satisfy Form I-9 requirements, proving both identity and employment authorization in the United States. Employers must ensure the license is valid and issued by a state government to establish the employee's eligibility to work legally. |
| 6 | State-issued ID Card | A state-issued ID card is a crucial document for Employment Eligibility Verification (Form I-9) as it establishes both identity and employment authorization for U.S. employees. Employers must accept valid state-issued ID cards listed on List A or, when combined with other documents, to remain compliant with U.S. Citizenship and Immigration Services (USCIS) regulations. |
| 7 | School ID Card with Photograph | A School ID Card with a photograph can serve as List B identification for employment verification under I-9 compliance, confirming the employee's identity but not their work authorization. Employers must also obtain List C documents, such as a Social Security card, to complete the I-9 form and verify employment eligibility. |
| 8 | U.S. Military Card or Draft Record | The U.S. Military Card or Draft Record serves as a valid List A document for employment verification under I-9 compliance, establishing both identity and employment authorization for new hires. Employers must ensure these documents are unexpired and authentic to meet federal requirements during the hiring process. |
| 9 | Native American Tribal Document | Native American Tribal Documents acceptable for Employment Verification under I-9 compliance include Tribal enrollment cards or membership cards that confirm identity and employment authorization. Employers must ensure these documents meet the Department of Homeland Security's list of acceptable documents to satisfy Form I-9 requirements. |
| 10 | Birth Certificate (issued by State, County, or Municipal Authority) | A birth certificate issued by a State, County, or Municipal Authority serves as a primary document for Employment Eligibility Verification (Form I-9) by confirming U.S. citizenship and identity. Employers use this document to comply with I-9 requirements, ensuring lawful employment eligibility through government-issued proof of birth and identity. |
| 11 | Social Security Card (unrestricted) | A Social Security Card (unrestricted) is essential for employment verification under I-9 compliance as it proves the employee's Social Security number and work authorization status. Employers must ensure the card is original and unrestricted--without any annotations like "Valid for work only with DHS authorization"--to satisfy federal documentation standards. |
| 12 | Certification of Birth Abroad (Form FS-545 or DS-1350) | Certification of Birth Abroad (Form FS-545 or DS-1350) serves as a primary document for employment verification, confirming the employee's U.S. citizenship without the need for a passport. Employers must include Certification of Birth Abroad in their I-9 compliance process to validate identity and employment authorization under the U.S. Citizenship and Immigration Services (USCIS) guidelines. |
| 13 | U.S. Citizen Identification Card (Form I-197) | The U.S. Citizen Identification Card (Form I-197) serves as an acceptable List A document for Employment Eligibility Verification (Form I-9), proving both identity and employment authorization. Employers must ensure the Form I-197 is original, unexpired, and matches the employee's information to comply with U.S. Citizenship and Immigration Services (USCIS) I-9 regulations. |
| 14 | Temporary Resident Card (Form I-688, expired, with Form I-797) | For employment verification under I-9 compliance, a Temporary Resident Card (Form I-688) that has expired must be accompanied by a valid Form I-797, Notice of Action, to establish continued authorization to work in the United States. Employers must review both the expired I-688 and the current I-797 to confirm the employee's work eligibility and maintain accurate I-9 documentation. |
| 15 | Employment Authorization Card (Form I-688A, I-688B) | Employment Authorization Cards (Forms I-688A and I-688B) serve as critical documents for I-9 compliance, providing proof of an employee's legal authorization to work in the United States. Employers must ensure these cards are valid and unexpired when verifying identity and employment eligibility during the hiring process. |
| 16 | Passport from the Federated States of Micronesia or the Republic of the Marshall Islands with Form I-94 | For I-9 compliance, employees presenting a Passport from the Federated States of Micronesia or the Republic of the Marshall Islands must also provide Form I-94, which serves as evidence of their lawful admission to the United States. These documents collectively verify identity and employment authorization, satisfying the requirements for Sections 1 and 2 of the Form I-9. |
| 17 | Voter’s Registration Card | A Voter's Registration Card is an acceptable List A document for employment verification under the I-9 form when it is accompanied by valid photo identification. Employers must ensure the card is current and issued by a U.S. government entity to confirm the employee's identity and employment authorization. |
| 18 | U.S. Coast Guard Merchant Mariner Card | The U.S. Coast Guard Merchant Mariner Card serves as an acceptable List A document for I-9 employment verification, proving both identity and employment authorization. Employers must ensure the card is valid and unexpired to comply with U.S. Citizenship and Immigration Services regulations for Form I-9. |
| 19 | Consular Report of Birth Abroad (Form FS-240) | The Consular Report of Birth Abroad (Form FS-240) serves as a critical document for I-9 employment verification, providing proof of U.S. citizenship for individuals born abroad to American parents. Employers must accept this document as valid evidence of both identity and employment authorization when completing the I-9 form to maintain compliance with federal regulations. |
Introduction to Employment Verification
Employment verification is a critical process ensuring that all hires are legally authorized to work in the United States. Proper documentation under I-9 compliance helps verify identity and employment eligibility.
- Form I-9 Completion - You must complete and retain Form I-9 for each employee hired to confirm work authorization.
- Acceptable Documents - Documents are categorized into List A, List B, and List C, verifying identity and employment eligibility respectively.
- Retention and Inspection - Employers are required to keep I-9 forms for a specified period and present them during government audits.
Understanding I-9 Compliance Requirements
Understanding I-9 compliance is essential for lawful employment verification in the United States. Employers must collect and verify specific documents to confirm the identity and work authorization of new hires.
- Section 1 Completion - Employees must complete Section 1 of the I-9 form by their first day of employment, providing personal information and attesting to their work eligibility.
- Acceptable Documents - Employers must review valid documents from Lists A, B, or C to verify identity and employment authorization.
- Document Retention - Employers are required to retain completed I-9 forms for either three years after the date of hire or one year after employment ends, whichever is later.
Your adherence to these I-9 verification requirements ensures compliance with federal law and avoids potential penalties.
Key Documents Required for I-9 Verification
Employment verification through the I-9 form requires specific documents to confirm a worker's identity and authorization to work in the United States. The U.S. Citizenship and Immigration Services (USCIS) categorizes acceptable documents into List A, List B, and List C for this purpose.
List A documents establish both identity and employment authorization, including a U.S. passport or Form I-551 Permanent Resident Card. List B documents prove identity only, such as a state-issued driver's license or ID card. List C documents demonstrate employment authorization, like a Social Security card or a birth certificate issued by a U.S. authority.
List A Documents: Establishing Identity and Employment Authorization
What documents are required from List A for employment verification (I-9 compliance)? List A documents must establish both identity and employment authorization for new hires. These documents include a U.S. passport or a Permanent Resident Card (Green Card).
List B Documents: Identity Verification Explained
List B documents are required to verify an employee's identity for I-9 compliance. These documents include a valid driver's license, state identification card, or a U.S. school ID card with a photograph. Employers must ensure these documents are genuine and unexpired to confirm the individual's identity accurately.
List C Documents: Proving Employment Authorization
List C documents are essential for proving employment authorization during the I-9 verification process. These documents confirm that an individual is legally allowed to work in the United States without providing additional evidence of identity. Examples of List C documents include a Social Security card, a birth certificate, and a certification of report of birth issued by the Department of State.
Employer Responsibilities in Document Verification
Employers must verify the identity and employment authorization of new hires using the I-9 form. Acceptable documents include a U.S. passport, permanent resident card, or a combination of a driver's license and Social Security card.
Careful examination of original documents is required to prevent fraud and ensure compliance with immigration laws. Your responsibility is to complete Section 2 of the I-9 within three business days of the employee's start date.
Avoiding Common I-9 Compliance Mistakes
Employment verification requires accurate completion of the Form I-9 to confirm a worker's eligibility to work in the United States. Avoiding common I-9 compliance mistakes ensures legal adherence and reduces the risk of penalties.
- Proper Document Examination - Employers must carefully examine original documents presented by employees to verify identity and employment authorization.
- Timely Completion - The Form I-9 must be completed within three business days of the employee's start date to remain compliant with federal regulations.
- Consistent Record Keeping - Maintaining organized and updated I-9 records enables efficient audits and prevents compliance risks associated with lost or incomplete forms.
Recordkeeping Best Practices for I-9 Forms
Employment verification through I-9 compliance requires accurate document collection and careful recordkeeping. Ensuring all forms are completed timely and legibly is essential for legal adherence.
Store I-9 forms securely for three years after the hire date or one year after employment ends, whichever is later. Maintaining organized records helps avoid penalties during audits and supports smooth verification processes.
What Documents Are Necessary for Employment Verification (I-9 Compliance)? Infographic
