For I-9 employment verification, employees must present documents proving their identity and authorization to work in the United States. Acceptable documents include a U.S. passport, permanent resident card, or a combination of a state-issued driver's license and Social Security card. Employers must review these documents in person to ensure authenticity and complete the I-9 form accurately.
What Documents Are Required for I-9 Employment Verification?
| Number | Name | Description |
|---|---|---|
| 1 | U.S. Passport or U.S. Passport Card | The U.S. Passport or U.S. Passport Card serves as an acceptable List A document for I-9 employment verification, proving both identity and employment authorization for employees. Employers must examine the unexpired passport or passport card to ensure its authenticity and validity during the hiring process. |
| 2 | Permanent Resident Card (Form I-551) | The Permanent Resident Card (Form I-551) serves as a primary document for I-9 employment verification, proving both identity and employment authorization for lawful permanent residents in the U.S. Employers must examine the original card to verify the employee's eligibility to work and record the card's document title, issuing authority, number, and expiration date (if any) on the Form I-9. |
| 3 | Employment Authorization Document (EAD) (Form I-766) | The Employment Authorization Document (EAD), also known as Form I-766, serves as a crucial document for I-9 verification by proving both identity and employment authorization for noncitizens eligible to work in the United States. Employers must ensure the EAD is unexpired and contains the employee's photograph, name, and authorization category during the I-9 employment verification process. |
| 4 | Foreign Passport with Form I-94 | A valid foreign passport accompanied by Form I-94, Arrival-Departure Record, is essential for I-9 employment verification to establish both identity and employment authorization in the United States. Employers must ensure that the foreign passport includes an unexpired visa or an appropriate endorsement for employment, while Form I-94 confirms the individual's lawful admission status. |
| 5 | Driver’s License or State ID Card | A valid Driver's License or State ID Card serves as acceptable List B documents for I-9 employment verification, establishing the employee's identity but not their work authorization. Employers must pair these with a List C document, such as a Social Security card, to complete the I-9 verification process, ensuring compliance with U.S. Citizenship and Immigration Services regulations. |
| 6 | School ID with Photograph | A School ID with Photograph qualifies as List B identification for I-9 employment verification, establishing an employee's identity but not employment authorization. To complete the I-9 form, this document must be presented alongside a valid List C document, such as a Social Security card or birth certificate, to verify both identity and employment eligibility. |
| 7 | U.S. Social Security Card | The U.S. Social Security Card is an acceptable document for verifying employment eligibility on the I-9 form, typically used alongside a valid photo ID such as a driver's license or state ID card. Employers must ensure the Social Security Card is original and unexpired to confirm an employee's authorization to work in the United States. |
| 8 | Original or Certified Birth Certificate | An original or certified birth certificate is one of the primary documents accepted for I-9 employment verification to establish U.S. citizenship or identity. It must be issued by a recognized governmental authority, displaying the employee's full name, date of birth, and place of birth to comply with U.S. Citizenship and Immigration Services (USCIS) standards. |
| 9 | Temporary Resident Card (Form I-688) | The Temporary Resident Card (Form I-688) serves as an acceptable List A document for I-9 employment verification, establishing both identity and employment authorization. Employers must ensure that the card is original and unexpired to meet the Department of Homeland Security requirements. |
| 10 | Resident Citizen ID Card (Form I-179) | The Resident Citizen ID Card (Form I-179) serves as an acceptable document for I-9 employment verification, confirming both identity and employment authorization in the United States. Employers must ensure the card is valid and unexpired while retaining a copy as part of the employee's Form I-9 records to comply with federal regulations. |
| 11 | Native American Tribal Document | Native American Tribal Documents accepted for I-9 employment verification include the Tribal enrollment card and a certification of Indian blood issued by a federally recognized tribe, which establish identity and employment authorization. These documents comply with USCIS guidelines, ensuring employers properly verify the eligibility of Native American employees. |
| 12 | Voter Registration Card | A Voter Registration Card is an acceptable List A document for I-9 employment verification, proving both identity and employment authorization. Employers must ensure the card is original and unexpired to comply with USCIS regulations. |
| 13 | U.S. Military Card or Draft Record | The U.S. Military Card or Draft Record serves as an acceptable List A document for I-9 Employment Verification, verifying both identity and employment authorization. Employers must ensure the document is original and unexpired when presented to comply with legal requirements. |
| 14 | Military Dependent’s ID Card | The Military Dependent's ID Card serves as an acceptable List C document for I-9 employment verification, confirming the employee's identity but not their employment authorization. Employers must pair it with a List A document, such as a Permanent Resident Card or U.S. Passport, to satisfy Form I-9 requirements. |
| 15 | 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 verification, proving both identity and employment authorization. Employers must ensure the card is unexpired and matches the employee's information to comply with federal regulations. |
| 16 | Certification of Report of Birth (Form DS-1350) | Certification of Report of Birth (Form DS-1350) serves as a primary document to establish both identity and employment authorization for I-9 verification in the United States. Employers must accept this form as evidence when verifying an employee's eligibility to work legally, as it proves U.S. citizenship through birth abroad. |
| 17 | Certificate of U.S. Citizenship (Form N-560 or N-561) | The Certificate of U.S. Citizenship (Form N-560 or N-561) serves as both proof of identity and employment authorization for I-9 employment verification, confirming a worker's eligibility to work in the United States. Employers must examine the original certificate during the hiring process to comply with U.S. Citizenship and Immigration Services (USCIS) regulations and properly complete Section 2 of the I-9 form. |
| 18 | Certificate of Naturalization (Form N-550 or N-570) | Employers must accept the Certificate of Naturalization (Form N-550 or N-570) as valid List A documentation for verifying an employee's identity and employment authorization on the I-9 form. This certificate serves as proof of U.S. citizenship and eliminates the need for additional documents in the Form I-9 process. |
| 19 | Employment Authorization Document (Form I-688A, I-688B) | Employment Authorization Documents (Forms I-688A and I-688B) serve as critical proof of an employee's legal right to work in the United States, fulfilling the requirements for Form I-9 verification. Employers must review these specific documents alongside identity documents to ensure compliance with U.S. Citizenship and Immigration Services (USCIS) regulations during the hiring process. |
| 20 | School Record (for minors under age 18) | School records, such as a report card or transcript, serve as acceptable List C documents for I-9 employment verification when verifying the identity and employment authorization of minors under age 18. These documents must be issued by a recognized educational institution and include the minor's full name and date of birth to comply with U.S. Citizenship and Immigration Services (USCIS) requirements. |
Introduction to I-9 Employment Verification
What documents are required for I-9 employment verification? The I-9 form is a mandatory requirement by the U.S. Citizenship and Immigration Services to confirm an employee's identity and authorization to work. Your employer uses specific documents from List A, or a combination from List B and List C, to complete this verification process accurately.
Understanding Form I-9 Requirements
The Form I-9 Employment Verification process ensures that employers verify the identity and employment authorization of new hires. Understanding the specific documents required helps both employers and employees comply with federal regulations.
Employees must present valid documentation from List A, or a combination of documents from List B and List C, to complete Form I-9. Common acceptable documents include a U.S. passport, driver's license, and Social Security card.
Employee and Employer Responsibilities
The I-9 Employment Verification process ensures that employees are legally authorized to work in the United States. Both employees and employers have specific responsibilities to complete and retain accurate documentation.
- Employee Responsibility - Employees must present valid documents that establish identity and employment authorization within three days of hire.
- Employer Responsibility - Employers must examine the employee's documents to verify authenticity and complete the I-9 form accurately and timely.
- Document Retention - Employers are required to retain the completed I-9 forms for all current employees and for a designated period after employment ends, typically three years after hire or one year after termination, whichever is longer.
Acceptable Documents for Verification
| Document List for I-9 Employment Verification |
|---|
| List A (Documents establishing both identity and employment authorization) |
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| List B (Documents establishing identity only) |
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| List C (Documents establishing employment authorization only) |
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| Employers must examine one document from List A or a combination of one document from List B and one document from List C. All documents must appear genuine and relate to the employee. |
Section 1: Employee Information and Attestation
Section 1 of the I-9 Employment Verification form requires the employee to provide personal information including full name, address, date of birth, and social security number. This section also requires the employee to attest to their citizenship or immigration status under penalty of perjury.
The employee must complete Section 1 on or before their first day of employment to comply with federal regulations. Providing accurate and truthful information in this section ensures proper employment eligibility verification.
Section 2: Employer Review and Verification
Section 2 of the I-9 Employment Verification process requires the employer to physically examine original documents presented by the employee. This step ensures the documents appear genuine and relate directly to the employee's identity and employment authorization.
- Document Examination - Employers must review documents from List A or a combination of List B and List C to verify identity and employment eligibility.
- Timely Completion - Section 2 must be completed within three business days of the employee's first day of work for pay.
- Retention Requirement - Employers are required to retain the completed Form I-9 for either three years after the date of hire or one year after employment ends, whichever is later.
Accurate and thorough completion of Section 2 helps maintain legal compliance in the employment verification process.
Document Retention and Storage Guidelines
The I-9 employment verification process requires employers to retain the completed forms for a specific duration. Proper document retention and storage are essential to comply with federal regulations and avoid penalties.
Employers must retain I-9 forms for either three years after the date of hire or one year after employment ends, whichever is later. Secure storage methods, such as locked cabinets or encrypted digital files, help protect sensitive employee information. Regular audits ensure continued compliance with retention requirements and safeguard against unauthorized access.
Common Mistakes and How to Avoid Them
The I-9 Employment Verification process requires specific documents to confirm identity and employment authorization. Common mistakes can lead to delays or legal issues during verification.
- Missing or incomplete documents - Ensure all required forms, such as a valid passport or driver's license and social security card, are complete and current.
- Accepting expired or incorrect documents - Verify document expiration dates and only accept authorized I-9 documents listed by USCIS guidelines.
- Failing to complete Section 2 timely - Employers must complete Section 2 within three business days of hire to avoid compliance penalties.
Penalties for Non-Compliance
Employers must complete Form I-9 to verify the identity and employment authorization of new hires. Failure to comply with I-9 requirements can result in penalties ranging from fines of $230 to over $2,300 per violation. Repeated or willful violations may lead to criminal charges and increased enforcement actions by the Department of Homeland Security.
What Documents Are Required for I-9 Employment Verification? Infographic
