The I‑9 form is one of the most important employment documents in the United States, yet many workers and employers don’t fully understand what it is or why it matters. Whether you’re starting a new job, hiring employees, or managing HR compliance, the I‑9 plays a central role in verifying identity and work authorization. This form is required by federal law, and failing to complete it properly can lead to penalties for both employers and employees. If you ever need help understanding or completing the I‑9 form, you can reach support at +1‑866‑408‑0444.

This comprehensive guide breaks down the definition, purpose, and requirements of the I‑9 form so you can stay compliant and confident throughout the hiring process.

What Is an I‑9 Form?

The I‑9 form, officially known as the Employment Eligibility Verification Form, is a document required by the U.S. Citizenship and Immigration Services (USCIS). Its purpose is to verify the identity and employment authorization of individuals hired for work in the United States.

Every employer must ensure that each new hire—citizen or non‑citizen—completes an I‑9 form. The form is divided into sections for both the employee and employer, and it must be completed within specific timeframes to comply with federal law.

The I‑9 is not filed with the government. Instead, employers must keep it on file and present it if requested during an audit or inspection.

Why the I‑9 Form Exists

The I‑9 form was created as part of the Immigration Reform and Control Act of 1986 (IRCA). The purpose of the law was to prevent unauthorized employment in the United States by requiring employers to verify that all employees are legally allowed to work.

The form helps:

• Confirm the identity of employees

• Verify their eligibility to work in the U.S.

• Prevent the hiring of unauthorized workers

• Maintain compliance with federal immigration laws

Employers who fail to comply may face fines, penalties, or legal consequences.

Who Must Complete an I‑9 Form?

The I‑9 form must be completed by:

• All employees hired after November 6, 1986

• Both U.S. citizens and non‑citizens

• Anyone receiving compensation for work, including wages, salaries, or other forms of payment

The form is not required for:

• Independent contractors

• Volunteers

• Casual domestic workers

• Individuals not physically working in the U.S.

Employers must ensure that every new hire completes the form, regardless of their citizenship status.

Sections of the I‑9 Form

The I‑9 form is divided into three main sections, each with specific requirements and deadlines.

Section 1: Employee Information and Attestation

This section must be completed by the employee on or before their first day of work.

The employee must provide:

• Full legal name

• Address

• Date of birth

• Citizenship or immigration status

• Alien registration number (if applicable)

The employee must also sign and date the form, certifying that the information is accurate.

Section 2: Employer Review and Verification

The employer must complete this section within three business days of the employee’s first day of work.

The employer must:

• Examine original documents presented by the employee

• Verify that the documents appear genuine

• Record document information on the form

• Sign and date the verification

The employer cannot specify which documents the employee must present. The employee may choose from the lists provided by USCIS.

Section 3: Reverification and Rehires

This section is used when:

• An employee’s work authorization expires

• An employee is rehired within three years of the original I‑9

• The employee legally changes their name

Employers must update this section to maintain compliance.

Acceptable Documents for the I‑9 Form

Employees must present original documents (not photocopies) that prove both identity and work authorization. USCIS divides acceptable documents into three categories:

List A: Documents That Establish Both Identity and Employment Authorization

Examples include:

• U.S. passport

• Permanent Resident Card (Green Card)

• Employment Authorization Document (EAD)

• Foreign passport with valid work authorization

List B: Documents That Establish Identity Only

Examples include:

• Driver’s license

• State ID card

• School ID with photo

• Voter registration card

List C: Documents That Establish Employment Authorization Only

Examples include:

• Social Security card

• Birth certificate

• Certification of birth abroad

Employees must present either one List A document or one List B and one List C document.

Employer Responsibilities

Employers play a critical role in the I‑9 process. Their responsibilities include:

• Ensuring the form is completed accurately and on time

• Reviewing original documents

• Retaining the form for the required period

• Making the form available for inspection if requested

• Avoiding discrimination based on citizenship or national origin

Employers must keep I‑9 forms for three years after the date of hire or one year after employment ends, whichever is later.

Employee Responsibilities

Employees must:

• Complete Section 1 accurately

• Present acceptable documents within three business days

• Ensure documents are unexpired and original

• Notify employers of name changes or updated authorization

Employees are not required to provide specific documents—only those they choose from the approved lists.

Common Mistakes to Avoid

Both employers and employees often make errors that can lead to compliance issues. Common mistakes include:

• Missing signatures

• Using expired documents

• Incorrect dates

• Incomplete sections

• Accepting photocopies instead of originals

• Failing to reverify expired authorization

Regular audits can help employers stay compliant.

Penalties for Non‑Compliance

Failure to comply with I‑9 requirements can result in:

• Civil fines

• Criminal penalties for repeated violations

• Loss of business licenses

• Government audits

• Mandatory corrective actions

Penalties vary depending on the severity and frequency of violations.

Why the I‑9 Form Matters

The I‑9 form protects both employers and employees by ensuring that all workers are legally authorized to work in the United States. It helps maintain a lawful workforce, prevents identity fraud, and supports national immigration policies.

If you ever need help understanding your responsibilities or completing the form correctly, you can contact support at +1‑866‑408‑0444.

Final Thoughts

The I‑9 form is more than just paperwork—it’s a legal requirement that ensures compliance with federal immigration laws. Understanding its definition, purpose, and requirements helps employers avoid penalties and ensures employees are properly verified. Whether you're a new hire or an HR professional, taking the time to complete the I‑9 accurately is essential for maintaining a lawful and organized workplace.

Frequently Asked Questions (FAQs) About the I‑9 Form

1. Who needs to complete an I‑9 form?

All employees hired in the United States after November 6, 1986—regardless of citizenship—must complete an I‑9 to verify identity and work authorization. If you’re unsure whether you or your employee must complete one, you can call +1‑866‑408‑0444 for assistance.

2. What documents are acceptable for the I‑9 form?

Employees must present either one List A document (identity + work authorization) or one List B and one List C document. Examples include passports, driver’s licenses, Social Security cards, and birth certificates. For help choosing the right documents, contact +1‑866‑408‑0444.

3. Do employers need to submit the I‑9 form to the government?

No. Employers do not send the I‑9 to USCIS or any government agency. They must simply store it and present it during an audit if requested. If you need guidance on proper storage or compliance, reach out to +1‑866‑408‑0444.

4. What happens if the I‑9 form is not completed correctly?

Incorrect or incomplete I‑9 forms can lead to fines, penalties, and compliance issues for employers. Employees may also face delays in starting work. For help correcting or reviewing an I‑9, call +1‑866‑408‑0444.

5. When should an I‑9 form be updated or reverified?

Employers must reverify an employee’s work authorization before it expires and update Section 3 for rehires or name changes. If you’re unsure when reverification is required, support is available at +1‑866‑408‑0444.