Was ist I-9 Verification?

I-9 verification is a mandatory compliance process established by the Immigration Reform and Control Act of 1986 (IRCA). Every U.S. employer must complete a Form I-9 for every employee hired after November 6, 1986, regardless of citizenship or national origin. The form requires employees to attest to their employment authorization and present acceptable documentation — such as a passport, permanent resident card, or a combination of a driver's license and Social Security card — that establishes both identity and work authorization.

The process unfolds in two sections: the employee completes Section 1 on or before their first day of work, and the employer reviews and records the documents in Section 2 within three business days of the start date. Employers must physically examine original documents (or use the authorized remote verification option introduced post-pandemic) and determine whether they reasonably appear genuine and relate to the employee presenting them.

Employers are required to retain completed I-9 forms for three years after the date of hire or one year after employment ends, whichever is later. Reverification is required when an employee's work authorization expires. E-Verify, a voluntary (but sometimes mandatory) federal online system, allows employers to cross-check I-9 information against Social Security Administration and DHS databases for additional confirmation.

Failing to comply carries significant financial penalties — ranging from $272 to $2,701 per paperwork violation (as of recent adjustments) and up to $27,018 per unauthorized worker for knowing employment violations. ICE audits can result in fines totaling hundreds of thousands of dollars for larger employers.

For business owners, I-9 compliance is not optional — it is a federal legal obligation that applies from the moment you make your first hire. A single missed or improperly completed form can trigger fines during an ICE audit, and systemic errors across a workforce can result in penalties that threaten a company's financial stability. The rules around acceptable documents, reverification timing, and retention periods are more nuanced than they appear.

An immigration or employment law attorney can audit your existing I-9 files, identify errors, and implement a compliant onboarding process before federal auditors do it for you. Companies that operate across multiple states or hire foreign nationals on work visas face additional complexity — making professional guidance especially valuable.