New I-9 Form 2024

The I-9 form was recently revised, and the new version will be effective on January 1, 2024. The new form has several changes, including:

These changes are designed to make the I-9 form easier to complete and more accurate.

The Form I-9, Employment Eligibility Verification, is a document that employers must complete for all newly hired employees. It is used to verify the identity and employment eligibility of employees, and to ensure that they are authorized to work in the United States. The I-9 form was recently revised, and the new version will be effective on January 1, 2024. The new form has several changes, including:

New fields for employee contact information
Revised instructions
New List C
Updated List B
Removal of expiration date for Form I-9
New attestation for employees who are not U.S. citizens or permanent residents
New penalty for knowingly hiring an unauthorized worker
New requirement for employers to retain Form I-9s for three years
New electronic signature option

These changes are designed to make the I-9 form easier to complete and more accurate.

New fields for employee contact information

The new I-9 form includes new fields for employee contact information, including an email address and phone number. This information is optional, but it is recommended that employers collect it in case they need to contact the employee in the future.

Email address
The employee’s email address is not required, but it is recommended that employers collect it in case they need to contact the employee in the future. For example, if the employee’s Form I-9 is incomplete or if there is a problem with the employee’s work authorization, the employer can use the email address to contact the employee and resolve the issue.
Phone number
The employee’s phone number is also not required, but it is recommended that employers collect it in case they need to contact the employee in the future. For example, if the employer needs to verify the employee’s identity or if there is a problem with the employee’s work authorization, the employer can use the phone number to contact the employee and resolve the issue.
Address
The employee’s address is required, but it is not necessary to collect the employee’s full address. Employers can collect the employee’s street address, city, and state. This information is used to verify the employee’s identity and to ensure that the employee is authorized to work in the United States.
Date of birth
The employee’s date of birth is required. This information is used to verify the employee’s identity and to ensure that the employee is authorized to work in the United States.

These new fields are designed to make the I-9 form easier to complete and more accurate.

Revised instructions

The new I-9 form includes revised instructions. These instructions are designed to make the form easier to complete and more accurate. Some of the key changes to the instructions include:

Clarification of the definition of “authorized to work”
The new instructions clarify the definition of “authorized to work” to include individuals who are authorized to work in the United States for any period of time, including those who are authorized to work for a specific employer or for a specific period of time.
New guidance on completing Section 1
The new instructions provide new guidance on completing Section 1 of the form, including how to complete the new fields for employee contact information.
New guidance on completing Section 2
The new instructions provide new guidance on completing Section 2 of the form, including how to complete the new List C and how to update List B.
New guidance on completing Section 3
The new instructions provide new guidance on completing Section 3 of the form, including how to complete the new attestation for employees who are not U.S. citizens or permanent residents.

These revised instructions are designed to make the I-9 form easier to complete and more accurate.

New List C

The new I-9 form includes a new List C. List C is a list of acceptable documents that employees can use to prove their identity and employment eligibility. The new List C is shorter and more user-friendly than the old List C. It also includes some new documents, such as:

Permanent resident card
The permanent resident card is a new document that can be used to prove identity and employment eligibility. The permanent resident card is issued to individuals who have been granted permanent residency in the United States.
Foreign passport with Form I-94 or I-94A
A foreign passport with Form I-94 or I-94A can be used to prove identity and employment eligibility for individuals who are not U.S. citizens or permanent residents. Form I-94 is the Arrival-Departure Record, which is issued to individuals who are admitted to the United States for a temporary period of time. Form I-94A is the Arrival-Departure Record for Automated Inspection, which is issued to individuals who are admitted to the United States through an automated inspection kiosk.
Employment Authorization Document (EAD)
The Employment Authorization Document (EAD) is a new document that can be used to prove employment eligibility for individuals who are not U.S. citizens or permanent residents. The EAD is issued to individuals who are authorized to work in the United States for a specific period of time.
Form DS-2019
Form DS-2019 is a new document that can be used to prove employment eligibility for individuals who are not U.S. citizens or permanent residents. Form DS-2019 is the Certificate of Eligibility for Exchange Visitor Status, which is issued to individuals who are admitted to the United States on an exchange visitor visa.

These new documents are designed to make it easier for employees to prove their identity and employment eligibility.

Updated List B

The new I-9 form includes an updated List B. List B is a list of acceptable documents that employees can use to prove their identity. The updated List B is shorter and more user-friendly than the old List B. It also includes some new documents, such as:

State-issued driver’s license or ID card
A state-issued driver’s license or ID card is an acceptable document to prove identity on List B. However, the document must be unexpired and contain a photograph of the employee.
U.S. passport
A U.S. passport is an acceptable document to prove identity on List B. However, the passport must be unexpired and contain a photograph of the employee.
Permanent resident card
A permanent resident card is an acceptable document to prove identity on List B. However, the card must be unexpired and contain a photograph of the employee.
Foreign passport
A foreign passport is an acceptable document to prove identity on List B. However, the passport must be unexpired and contain a photograph of the employee.

These new documents are designed to make it easier for employees to prove their identity.

Removal of expiration date for Form I-9

The new I-9 form does not have an expiration date. This means that employers do not need to reverify employees’ work authorization every few years. The new I-9 form is valid for the entire time that the employee is employed by the employer.

Reduced burden on employers
The removal of the expiration date for Form I-9 reduces the burden on employers. Employers no longer need to track the expiration dates of their employees’ I-9 forms and reverify their work authorization every few years.
Increased flexibility for employees
The removal of the expiration date for Form I-9 provides increased flexibility for employees. Employees can now change jobs without having to worry about their I-9 form expiring.
Improved accuracy
The removal of the expiration date for Form I-9 improves accuracy. Employers are less likely to make mistakes when they do not have to track the expiration dates of their employees’ I-9 forms.
Consistency with other employment forms
The removal of the expiration date for Form I-9 makes it consistent with other employment forms, such as the W-4 form and the I-94 form.

The removal of the expiration date for Form I-9 is a positive change that benefits both employers and employees.

New attestation for employees who are not U.S. citizens or permanent residents

The new I-9 form includes a new attestation for employees who are not U.S. citizens or permanent residents. This attestation requires employees to attest that they are authorized to work in the United States. The attestation is located in Section 3 of the form.

Improved accuracy
The new attestation improves accuracy by requiring employees to attest that they are authorized to work in the United States. This helps to ensure that employers are only hiring employees who are authorized to work in the United States.
Reduced burden on employers
The new attestation reduces the burden on employers by making it easier to verify the work authorization of employees who are not U.S. citizens or permanent residents. Employers no longer need to collect and review multiple documents to verify the work authorization of these employees.
Increased flexibility for employees
The new attestation provides increased flexibility for employees by allowing them to choose which documents they use to prove their work authorization. Employees can use any of the documents listed on List C to prove their work authorization.
Consistency with other employment forms
The new attestation is consistent with other employment forms, such as the W-4 form and the I-94 form. This makes it easier for employers to complete the I-9 form and reduces the risk of errors.

The new attestation for employees who are not U.S. citizens or permanent residents is a positive change that benefits both employers and employees.

New penalty for knowingly hiring an unauthorized worker

The new I-9 form includes a new penalty for knowingly hiring an unauthorized worker. This penalty is in addition to the existing penalties for hiring an unauthorized worker. The new penalty is a fine of up to $10,000 per unauthorized worker.

Increased deterrence
The new penalty increases the deterrence against hiring unauthorized workers. Employers are now more likely to be fined if they knowingly hire an unauthorized worker.
Increased revenue for the government
The new penalty will generate increased revenue for the government. The fines collected from employers who knowingly hire unauthorized workers will be used to fund immigration enforcement efforts.
Level playing field for employers
The new penalty creates a level playing field for employers. Employers who comply with the law and do not hire unauthorized workers will not be penalized.
Consistency with other immigration laws
The new penalty is consistent with other immigration laws. Employers who knowingly hire unauthorized workers are subject to fines under other immigration laws, such as the Immigration Reform and Control Act of 1986.

The new penalty for knowingly hiring an unauthorized worker is a positive change that will help to deter the hiring of unauthorized workers and protect American jobs.

New requirement for employers to retain Form I-9s for three years

The new I-9 form includes a new requirement for employers to retain Form I-9s for three years. This requirement is an increase from the previous requirement to retain Form I-9s for one year. The new requirement applies to all Form I-9s completed on or after January 1, 2024.

The new requirement is designed to give the government more time to investigate potential immigration violations. Form I-9s are used to verify the identity and employment eligibility of employees. By retaining Form I-9s for three years, the government will have more time to investigate potential cases of fraud or abuse.

The new requirement is also consistent with the retention requirements for other important employment records, such as payroll records and W-4 forms. By requiring employers to retain Form I-9s for three years, the government is ensuring that employers are complying with the law and that employees are authorized to work in the United States.

Employers can retain Form I-9s in any format, including paper, electronic, or microfiche. Employers must also make Form I-9s available for inspection by authorized government officials upon request.

The new requirement for employers to retain Form I-9s for three years is a positive change that will help the government to enforce immigration laws and protect American jobs.

New electronic signature option

The new I-9 form includes a new electronic signature option. This option allows employers and employees to complete and sign the I-9 form electronically. The electronic signature option is available through a variety of third-party vendors.

Increased efficiency
The electronic signature option can increase efficiency by reducing the time it takes to complete and sign the I-9 form. Employers and employees can complete and sign the form electronically from anywhere with an internet connection.
Reduced costs
The electronic signature option can reduce costs by eliminating the need for paper forms and postage. Employers and employees can also save money on printing and storage costs.
Improved accuracy
The electronic signature option can improve accuracy by reducing the risk of errors. The electronic signature option includes built-in error checks that help to ensure that the form is completed correctly.
Increased security
The electronic signature option can increase security by protecting the I-9 form from fraud and tampering. The electronic signature option includes security features that help to ensure that the form is authentic and has not been altered.

The new electronic signature option is a positive change that can benefit both employers and employees. The electronic signature option can increase efficiency, reduce costs, improve accuracy, and increase security.

FAQ

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These are just a few of the most frequently asked questions about the new I-9 form. For more information, please visit the USCIS website.

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If you have any further questions, please consult with an immigration attorney or other qualified professional.

Tips

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By following these tips, you can help to ensure that your I-9 forms are completed correctly and on time.

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The new I-9 form is designed to be easier to complete and more accurate. By following these tips, you can help to make the process even easier.

Conclusion

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The new I-9 form is a significant change from the previous version. The new form is designed to be easier to complete and more accurate. It also includes several new features, such as a new electronic signature option and a new attestation for employees who are not U.S. citizens or permanent residents.

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These changes are designed to make it easier for employers to comply with the law and to protect American jobs. Employers should familiarize themselves with the new I-9 form and make sure that they are completing the form correctly.