Employment Eligibility Verification (2024)

Do not file Form I-9 with U.S. Citizenship and Immigration Services (USCIS) or U.S. Immigrations and Customs Enforcement (ICE).

Employers must:

• Have a completed Form I-9 on file for each person on their payroll who is required to complete the form;
• Retain and store Forms I-9 for three years after the date of hire, or for one year after employment is terminated, whichever is later; and
• Make their forms available for inspection if requested by authorized U.S. government officials from the Department of Homeland Security, Department of Labor, or Department of Justice.

You can find the filing fee for Form I-9 by visiting our Fee Schedule page.

The Form I-9 link consists of four parts:

• Page 1 contains the sections that all new employees and their employers must complete.
  • New employees must attest to their employment authorization in Section 1 and present acceptable documents to their employer.
  • Employers must examine the employee’s documents and record the document information in Section 2.
  • Certain employers who choose to remotely examine the employee’s documentation under a DHS-authorized alternative procedure must check the box in Section 2 to indicate they did so.
• Page 2 contains the Lists of Acceptable Documents that employers must provide to employees, either as a hard copy or as a hyperlink to this form.
  • Employers do not need to retain this page with an employee’s Form I-9.
• Page 3 contains Supplement A, Preparer and/or Translator Certification for Section 1.
  • Employers must ensure that preparers or translators who assist an employee in completing Section 1 complete this page, then retain it with the employee’s Form I-9.
  • If the employee does not use a preparer or translator, employers do not need to print, provide, or retain this page with an employee’s Form I-9.
• Page 4 contains Supplement B, Reverification and Rehire (formerly Section 3).
  • Employers must complete and retain this page when an employee requires reverification of their employment authorization or, in some cases, employment authorization document; or if the employer chooses to document a rehire.
  • Employers do not need to print, provide, or retain this page with an employee’s Form I-9 unless and until an employee requires reverification or the employer chooses to document a rehire.

Employers must ensure that employees have access to the Instructions for completing Form I-9, by providing them either a hard copy or a hyperlink. Also, the hyperlink on the main Form I-9 webpage returns you to the Instructions above.

Employers must retain all completed pages of Form I-9 for a designated period and make them available for inspection by authorized government officers.

Only employers located in Puerto Rico may complete the Spanish-language version of Form I-9 instead of the English-language version. Any employer may use the Spanish-language form and instructions as a translation tool.

Form I-9 is a fillable form, which means you can type your answers directly into the form, except for the signature blocks. Employers and employees using this fillable form must print and manually sign it rather than typing or electronically affixing a signature because this fillable form does not meet DHS standards for electronic Form I-9 generation, storage and retention systems. See 8 CFR section 274a.2. Failure to meet DHS standards for electronically generated, stored and/or retained Form I-9 may result in fines and other penalties.