Employees must provide original documents that establish identity and employment authorization for the I-9 Employment Eligibility Verification. Acceptable documents include a U.S. passport, permanent resident card, or a combination of a driver's license and Social Security card. Employers must carefully review documents from List A or from List B and List C to ensure compliance with federal requirements.
What Documents are Necessary for I-9 Employment Eligibility Verification?
| 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 Eligibility Verification, proving both identity and employment authorization. Employers must ensure these documents are unexpired and appear genuine to comply with U.S. Citizenship and Immigration Services (USCIS) requirements. |
| 2 | Permanent Resident Card (Form I-551) | The Permanent Resident Card (Form I-551) serves as a crucial List A document for I-9 Employment Eligibility Verification, proving both identity and employment authorization. Employers must retain a copy of this card to verify an employee's legal right to work in the United States. |
| 3 | Employment Authorization Document (EAD, Form I-766) | The Employment Authorization Document (EAD, Form I-766) serves as a critical document for I-9 Employment Eligibility Verification, proving both identity and authorization to work in the United States. Employers must accept a valid EAD to complete Section 2 of the Form I-9, ensuring compliance with federal employment eligibility requirements. |
| 4 | Foreign Passport with I-551 Stamp or MRIV | A foreign passport with an I-551 stamp or a Machine Readable Immigrant Visa (MRIV) serve as acceptable List A documents for I-9 Employment Eligibility Verification, proving both identity and employment authorization. Employers must verify the authenticity of these documents to ensure compliance with U.S. Citizenship and Immigration Services (USCIS) regulations during the onboarding process. |
| 5 | Foreign Passport with Form I-94 or I-94A | A foreign passport combined with Form I-94 or I-94A establishes identity and employment authorization for I-9 verification, confirming lawful presence in the U.S. This documentation is critical for employers to validate new hires' eligibility under U.S. immigration law. |
| 6 | Driver's License or State ID Card with Photo | A Driver's License or State ID Card with a photo serves as a valid List B document for I-9 Employment Eligibility Verification, confirming the employee's identity. Employers must ensure the document is current and issued by a state or outlying possession of the United States to comply with I-9 requirements. |
| 7 | School ID Card with Photo | A School ID Card with Photo is an acceptable List B document for I-9 Employment Eligibility Verification, confirming the employee's identity but requiring an additional List C document to establish work authorization. This card must be issued by a recognized educational institution and include the employee's name, photograph, and an expiration date if applicable. |
| 8 | Voter’s Registration Card | A Voter's Registration Card is not listed as an acceptable document for completing the I-9 Employment Eligibility Verification form; employers must use documents from List A or a combination from List B and List C. Acceptable documents include U.S. passports, permanent resident cards, or driver's licenses paired with a Social Security card or birth certificate to establish identity and employment authorization. |
| 9 | U.S. Military Card or Draft Record | A U.S. Military Card or Draft Record serves as a valid List A document for I-9 Employment Eligibility Verification, proving both identity and employment authorization. Employers must ensure the presented card is original and contains essential information such as the employee's name, photograph, and service details to comply with federal regulations. |
| 10 | Military Dependent’s ID Card | The Military Dependent's ID Card serves as an acceptable List A document for I-9 Employment Eligibility Verification, establishing both identity and employment authorization. Employers must ensure the card is unexpired and valid to comply with U.S. Citizenship and Immigration Services (USCIS) requirements. |
| 11 | U.S. Coast Guard Merchant Mariner Card | The U.S. Coast Guard Merchant Mariner Card serves as a valid List A document for I-9 Employment Eligibility Verification, proving both identity and employment authorization. Employers must ensure the card is unexpired and contains the employee's photo and biographical information to comply with U.S. Citizenship and Immigration Services requirements. |
| 12 | Native American Tribal Document | Native American Tribal Documents accepted for I-9 Employment Eligibility Verification include tribal enrollment cards or certificates of Indian blood, which establish identity and employment authorization. Employers must ensure these documents are unexpired and issued by a federally recognized tribe to meet Form I-9 requirements. |
| 13 | Canadian Driver’s License (for certain individuals) | A Canadian Driver's License can be used as a List B document to establish identity for I-9 Employment Eligibility Verification, but it must be presented alongside a List C document proving employment authorization. This combination allows certain Canadian employees, such as those authorized to work under specific visa programs, to satisfy the I-9 document requirements without needing a U.S. Social Security card. |
| 14 | Social Security Card (unrestricted) | An unrestricted Social Security Card is a critical document for I-9 Employment Eligibility Verification as it confirms the employee's authorization to work in the U.S. without limitations or restrictions on employment. Employers must ensure the Social Security Card used is not marked with restrictions such as "Valid for work only with DHS authorization" to comply with Department of Homeland Security requirements. |
| 15 | Birth Certificate issued by a U.S. state, county, or territory | A Birth Certificate issued by a U.S. state, county, or territory serves as a primary List A document for I-9 Employment Eligibility Verification, proving both identity and employment authorization. Employers must ensure the certificate is original or a certified copy, containing the full name, date of birth, and place of birth to validate eligibility accurately. |
| 16 | Certification of Birth Abroad (Form FS-545, DS-1350, or FS-240) | The Certification of Birth Abroad (Form FS-545, DS-1350, or FS-240) serves as a crucial document for verifying identity and employment authorization in the I-9 process. These forms, issued by the U.S. Department of State, confirm U.S. citizenship for individuals born abroad and are accepted as valid List A documents for I-9 compliance. |
| 17 | U.S. Citizen ID Card (Form I-197) | The U.S. Citizen ID Card (Form I-197) serves as a valid List A document for I-9 Employment Eligibility Verification, proving both identity and employment authorization. Employers must examine this card along with other acceptable documents to complete the I-9 form and verify an employee's eligibility to work in the United States. |
| 18 | ID Card for Use of Resident Citizen in the United States (Form I-179) | The ID Card for Use of Resident Citizen in the United States (Form I-179) is an acceptable List A document for I-9 Employment Eligibility Verification, proving both identity and employment authorization. Employers must ensure the card is original and unexpired to satisfy federal verification requirements under Form I-9. |
| 19 | (LIST A: Documents establishing identity & employment authorization. | List A documents for I-9 Employment Eligibility Verification include a U.S. passport, Permanent Resident Card (Form I-551), Employment Authorization Document (Form I-766), Foreign passport with Form I-94 or I-94A, and certain state-issued driver's licenses or identification cards with embedded employment authorization features. These documents simultaneously prove both identity and employment authorization for new hires under U.S. immigration law. |
| 20 | LIST B: Documents establishing identity only. | List B documents required for I-9 employment eligibility verification include state-issued driver's licenses or identification cards, U.S. passports, and foreign passports with a U.S. visa and I-94 form, all serving to establish identity only. Other acceptable documents encompass ID cards issued by federal, state, or local governments bearing a photo and school identification cards with a photograph. |
| 21 | LIST C: Documents establishing employment authorization only.) | List C documents for I-9 Employment Eligibility Verification include items that establish employment authorization without proving identity, such as a Social Security card issued by the Social Security Administration, a Certification of Birth Abroad issued by the Department of State, or a Native American tribal document. Other acceptable List C documents include a U.S. Citizen ID Card (Form I-197), an Identification Card for Use of Resident Citizen in the United States (Form I-179), or an original or certified copy of a birth certificate bearing an official seal. |
Introduction to I-9 Employment Eligibility Verification
The I-9 Employment Eligibility Verification process is essential for confirming a new employee's legal right to work in the United States. Employers must properly complete and retain the I-9 form for compliance with federal immigration laws.
- Purpose of Form I-9 - Verifies identity and employment authorization of individuals hired for work.
- Required Documentation - Employees must provide specific documents to establish identity and work eligibility.
- Retention Requirements - Employers must keep I-9 forms on file for a prescribed period after employment ends.
Proper completion of the I-9 form helps prevent unauthorized employment and supports legal workforce standards.
Purpose and Legal Requirements of the I-9 Form
| Document | Purpose | Legal Requirement |
|---|---|---|
| I-9 Employment Eligibility Verification Form | Verifies the identity and employment authorization of individuals hired for employment in the United States. | Required by the U.S. Citizenship and Immigration Services (USCIS) to ensure compliance with the Immigration Reform and Control Act (IRCA). |
| List A Documents (e.g., U.S. Passport, Permanent Resident Card) | Provides proof of both identity and employment authorization. | Employees must present one List A document or a combination of List B and List C documents by the first day of employment. |
| List B Documents (e.g., Driver's License, State ID Card) | Establishes employee identity only. | One List B document is needed if no List A document is provided, combined with a List C document to establish employment authorization. |
| List C Documents (e.g., Social Security Card, Birth Certificate) | Establishes employment authorization only. | Required in combination with List B documents if no List A document is presented by the employee. |
| Section 1 of Form I-9 | Completed by the employee to attest to their employment authorization status. | Must be filled out on or before the first day of employment. |
| Section 2 of Form I-9 | Completed by the employer to verify the documents presented by the employee. | Must be completed within three business days of the employee's first day of employment. |
Who Must Complete the I-9 Form?
Every employer in the United States is required by law to complete the I-9 Employment Eligibility Verification form for each new employee. This form verifies the identity and employment authorization of individuals hired for employment.
- New Hires - All individuals hired after November 6, 1986, must complete the I-9 form to confirm eligibility to work in the U.S.
- Employers - Employers must ensure that the I-9 form is properly completed and maintained for every employee.
- Rehires and Reverifications - Employees rehired after a break in employment or those needing their work authorization verified must also complete or update the I-9 form.
Sections of the I-9 Form Explained
The I-9 Employment Eligibility Verification form requires specific documents to confirm identity and employment authorization. Section 1 must be completed by the employee on the first day of work, including personal information and attesting to their eligibility to work in the United States.
Sections 2 and 3 are completed by the employer, who reviews and records documents presented from Lists A, B, and C to verify identity and employment authorization. List A documents prove both identity and employment eligibility, while List B documents verify identity only, and List C documents confirm employment authorization exclusively.
Acceptable Documents for Identity and Work Authorization
Employment eligibility verification requires completing the Form I-9, which mandates presenting specific documents. Acceptable documents for identity include a U.S. passport, state-issued driver's license, or a government ID card with a photograph. Work authorization can be proven with documents like a Social Security card, birth certificate, or employment authorization document issued by the Department of Homeland Security.
Completing Section 1: Employee Responsibilities
What documents are necessary for completing Section 1 of the I-9 Employment Eligibility Verification? You must provide your full legal name, date of birth, and Social Security number. Signing and dating Section 1 confirms that the information is true and accurate under penalty of perjury.
Completing Section 2: Employer Verification Process
Completing Section 2 of the I-9 form requires the employer to verify the employee's identity and employment authorization. Providing accurate documentation in this step is essential to comply with federal regulations.
- Physical Examination of Documents - The employer must physically inspect original documents presented by the employee that establish identity and employment eligibility.
- Document List Compliance - Acceptable documents must be selected from List A, or a combination of List B and List C, as specified on the I-9 instructions.
- Timely Completion - Section 2 must be completed within three business days of the employee's first day of work for pay to ensure proper verification.
Retention and Storage Guidelines for I-9 Forms
Retention and storage guidelines for I-9 Employment Eligibility Verification forms require employers to keep the form for three years after the date of hire or one year after employment ends, whichever is later. Employers must securely store the forms to protect sensitive information against loss, theft, or unauthorized access. Your compliance with these retention rules is essential to avoid penalties during government inspections or audits.
Common Compliance Mistakes and How to Avoid Them
The Form I-9 employment eligibility verification process requires specific documents to confirm an employee's identity and authorization to work in the United States. Common documents include a U.S. passport, permanent resident card, or a driver's license combined with a Social Security card.
Employers often make compliance mistakes such as accepting expired documents, failing to complete the form timely, or improperly re-verifying employee status. To avoid these errors, retain original documents for review only and complete the I-9 process within three business days of hire. Careful adherence to U.S. Citizenship and Immigration Services (USCIS) guidelines ensures lawful employment verification and prevents costly penalties.
What Documents are Necessary for I-9 Employment Eligibility Verification? Infographic
