E-Verify Launches New “Status Change Report” and Website for Employers to Monitor EAD Revocations

On Friday, June 20, 2025, the Department of Homeland Security (DHS) sent the below email to E-Verify employers announcing that it is revoking Employment Authorization Documents (EADs) for certain parolees whose status has been terminated. EAD revocations may be announced individually or as a group, including for Cuban, Haitian, Venezuelan, and Nicaraguan (CHNV) parolees. Employers will have access to a new E-Verify tool, a “Status Change Report,” to identify impacted individuals and then “immediately” reverify their employment authorization.

The below summarizes the DHS communication, highlights a new EAD Revocation Guidance for E-Verify Employers webpage launched by DHS the same day,[1] and identifies the initial compliance considerations employers must be aware of as they operate their businesses going forward.

1. June 20 Email: DHS sent a “What Employers Need to Know” email to E-Verify employers, indicating that the agency had revoked certain parole-based EADs and directly notified affected individuals. DHS “developed a new report to help [employers] identify if any of [their] E‑Verify cases was created with an EAD that has been revoked.”
   Specifically, DHS announced a new “Status Change Report” in E-Verify that identifies employees with revoked EADs and includes the revocation date, case number, and A-number of the affected individual(s). The report is available under the “Reports” tab and replaces Case Status Alerts. DHS will update this report “regularly.” An employer’s agent also can access the report, if the employer relies on an electronic I-9 solution provider to complete the E-Verify process for new joiners.
   DHS goes on to instruct employers “immediately” to use Form I-9, Supplement B to begin reverifying work authorization for any current employee listed in the report. The guidance instructs employers not to create a new E-Verify case and not to accept a revoked EAD, even if “appears” unexpired.
2. New Webpage: In addition to the new report, DHS launched an EAD Revocation Guidance for E-Verify Employers webpage. The webpage includes a chart listing two key dates: the date an employee’s EAD was revoked by DHS, and the date that revocation data became available to employers through the Status Change Report.

The website also indicates that employers “must follow-up on all case alerts and cases in the Status Change Report in E-Verify and reverify each employee on Form I-9 if their EAD was revoked. Your employee may still be employment authorized based on another status or provision of law and may provide other acceptable Form I-9 documentation to demonstrate employment authorization.” In explaining the reverification, the website adds, “You cannot continue employing a person who does not provide proof of current employment authorization.”

3. Compliance Considerations: The new Status Change Report and EAD Revocation Guidance website present several compliance considerations for E-Verify employers. Although the DHS message uses permissive language throughout such as “allows” and “should,” the Verification and Documentation Committee expects DHS to take the position that making individualized revocation data available to employers through the report constitutes constructive notice to employers that the affected individuals were no longer authorized to work. The guidance does not specify how often employers are expected to check the Status Change Report or monitor the EAD Revocation Guidance webpage for updates. It is also silent on how much time an employer should (or must) provide to affected employees to provide alternative documents establishing their work authorization.
   In the absence of clear requirements, employers should consider what is reasonable and feasible based on their operations and resources. Reverification timeframes should be consistent for all affected employees, and employers should document both their process and any actions taken.

Legal practitioners are considering whether the Status Change Report constitutes constructive knowledge of work authorization termination, how frequently employers should monitor the EAD Revocation Guidance webpage, how much time employers should provide employees to present alternative documents, and other related compliance issues.

The email begins:

New "Status Change Report" for E‑Verify Users Following Parole Termination and EAD Revocation

The Department of Homeland Security (DHS) is revoking Employment Authorization Documents (EADs) for certain aliens whose parole has been terminated. These revocations may be on a case-by-case basis or may be for groups, such as aliens paroled through the Processes for Cubans, Haitians, Nicaraguans, and Venezuelans (CHNV). Your organization may have one or more employees whose EAD was recently revoked by DHS. E‑Verify developed a new report to help you identify if any of your E‑Verify cases was created with an EAD that has been revoked.

What Employers Need to Know

1. DHS sent direct notifications to certain individuals who were paroled into the United States terminating their parole and revoking their parole-based EADs.
2. The new Status Change Report allows E-Verify employers to review their aggregated case data for any employees who presented an EAD for employment verification which has now been revoked by DHS. The report contains the document revocation date, case number, and A‑number for each affected case. The data in this report will be regularly updated as DHS revokes EADs, and this report replaces the use of Case Status Alerts for EAD revocations.

What E‑Verify Employers Should Do

1. Log in to E‑Verify regularly to generate the Status Change Report
2. Use Form I‑9, Supplement B, to immediately begin reverifying each current employee whose EAD the Status Change Report indicated was revoked, and complete all reverifications within a reasonable amount of time.
3. Do not create a new E‑Verify case.

To Access the Report

Employers

Log in to your E‑Verify account and click on the “Reports” tab at the top of the homepage to select the new Status Change Report. After you click “Run Report,” you have the option to choose from among a list of revocation dates in the Revocation Date field if you wish to narrow the report to only the EADs revoked on a specific date. If you do not select a date, the report will include data for all affected cases for all revocation dates. After making your selection, click “Generate Report.” When the report generates, you will see a “Report Creation Successful” banner in E‑Verify. You can download it as a CSV file to view the data.

Client of an employer agent

Contact your employer agent. Your employer agent will log in to E‑Verify to generate the report with your company’s case data. 

Employer agents

Log in to your E‑Verify account and click on the “Reports” tab at the top of the homepage to obtain a report for a client company and select the new Status Change Report. Click “Run Report.” You have the option to click “Search For a Company” to narrow the report data to a single client or only for your company. Follow the steps above for Employers to generate the report. Reminder: The E‑Verify MOU requires you to protect the transmission of data containing personally identifiable information (PII), such as the Status Change Report which contains A‑Numbers, when shared between you and your client.

Reverification on Form I‑9, Supplement B

Use Form I‑9, Supplement B, to immediately begin reverifying each current employee whose EAD the Status Change Report indicated was revoked, and complete all reverifications within a reasonable amount of time.

The employee must provide unexpired documentation from List A or List C of the Lists of Acceptable Documents. Do not reverify identity documents (List B). During this process, you must allow employees to choose which acceptable documentation to present for reverification. You may not accept the now-revoked EAD, based on the Status Change Report, even if that EAD appears unexpired. You cannot continue employing a person who does not provide proof of current employment authorization. For more information on reverification of employees, please visit the Completing Supplement B, Reverification and Rehires (formerly Section 3)  page on I-9 Central.

For guidance on these cases, please visit the EAD Revocation Guidance For E-Verify Employers  web page.

If you need additional assistance, please send an email to e-verify@uscis.dhs.gov.

(Note: The above information is courtesy of Klasko Immigration Law Partners LP)

[1]  The website was updated on June 23, 2025.