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Form I-9, Employment Eligibility Verification, is used by U.S. employers to document the identity and employment authorization of individuals hired for employment in the United States. It is issued by U.S. Citizenship and Immigration Services (USCIS), part of the Department of Homeland Security—not by the IRS.
Download the current official Form I-9 PDF from USCIS
Check the USCIS Form I-9 page for the accepted edition
Edition warning: Form I-9 edition acceptance can change. Check the edition date at the bottom of the form against the USCIS page on the day you complete it. Do not rely only on the expiration date.
Form I-9 Quick Facts
| Official name | Employment Eligibility Verification |
|---|---|
| Issuing agency | USCIS, Department of Homeland Security |
| Who completes it | Employee and employer or authorized representative |
| Sent to USCIS? | No; employers generally retain it for inspection |
| Employee deadline | Section 1 no later than the first day of employment, after accepting the job offer |
| Employer deadline | Section 2 generally within three business days of the first day of employment |
| Last verified | August 6, 2026 |
Which I-9 Edition Is Valid in 2026?
USCIS has issued multiple edition and expiration-date notices in recent years. The current government PDF should display the edition accepted by USCIS, but employers must compare its edition date with the “Edition Date” section on the official I-9 page. A saved PDF can become obsolete even when it looks nearly identical.
Use the current USCIS instructions together with the form. Employers must make the instructions available to employees completing Form I-9.
Who Must Complete Form I-9?
Employers must complete and retain a Form I-9 for each person hired for employment in the United States after November 6, 1986, subject to the exceptions in USCIS guidance. U.S. citizens and noncitizens complete the form; it is not limited to foreign workers.
Independent contractors do not complete Form I-9 for the contracting business merely because of the contract, but knowingly using contract labor that is not authorized to work can create legal exposure. Classification must reflect the actual working relationship.
How to Complete Form I-9
Section 1 — Employee Information and Attestation
The employee completes Section 1 after accepting the job offer and no later than the first day of employment. The employee provides identifying information, selects the appropriate citizenship or immigration-status attestation, supplies additional information when required, and signs and dates the form.
A preparer or translator who assists must complete the appropriate certification. Employers should not ask employees to complete Form I-9 before a job offer is accepted.
Section 2 — Employer Review and Verification
The employer or authorized representative examines documents presented by the employee and completes Section 2, generally within three business days after employment begins. The employer records document information, the employee’s first day of employment, and the certification.
The employee chooses which acceptable documents to present. An employer may not demand a specific document, request more documents than required, or treat employees differently based on citizenship, immigration status, or national origin.
Supplement B — Reverification and Rehire
Use Supplement B when reverification is required, for qualifying rehires, or for certain name changes. Do not reverify U.S. citizens, noncitizen nationals, lawful permanent residents who presented a permanent resident card, or List B identity documents merely because a document expires. Follow the current USCIS handbook because reverification rules depend on the status and document.
Acceptable I-9 Documents
An employee may present either:
- one document from List A, establishing both identity and employment authorization; or
- one document from List B, establishing identity, plus one from List C, establishing employment authorization.
Documents containing expiration dates generally must be unexpired, subject to automatic-extension and receipt rules. Use the current USCIS Lists of Acceptable Documents, not a third-party summary.
Remote Document Examination
Certain employers enrolled and participating in E-Verify may qualify to use a DHS-authorized alternative procedure for remote examination. Remote review is not automatically available to every employer or every work arrangement. Follow the current DHS/USCIS conditions, retain required copies, conduct the required live interaction, and mark the form as instructed.
How Long Must Employers Keep I-9 Forms?
Retain each employee’s Form I-9 for as long as the person works for the employer. After employment ends, retain it until the later of:
- three years after the employee’s first day of employment, or
- one year after employment ends.
Forms may be stored on paper, microform, or in a compliant electronic system and must be retrievable for an authorized inspection. Protect I-9 records because they contain sensitive personal data.
Form I-9 and E-Verify Are Not the Same
Form I-9 is the employment-verification record required for covered hires. E-Verify is an electronic system that compares information from Form I-9 with government records. Participation rules vary by employer, contract, and jurisdiction. An E-Verify case does not replace Form I-9.
Common Employer Mistakes
- Using an edition USCIS no longer accepts.
- Missing the Section 1 or Section 2 deadline.
- Requiring a driver’s license and Social Security card instead of allowing the employee to choose acceptable documents.
- Failing to complete the preparer/translator certification.
- Reverifying documents that should not be reverified.
- Keeping forms longer or shorter than required without a retention policy.
- Sending completed forms to USCIS or the IRS when no agency request exists.
Frequently Asked Questions
Is there a special “2026 I-9”?
Employers use the edition USCIS accepts in 2026. The form is identified by its edition date, not simply by adding “2026” to its name.
Can an employee use an expired document?
Generally, documents with expiration dates must be unexpired, but USCIS recognizes specific receipts and automatic extensions. Check current USCIS guidance.
Can an employer photocopy documents?
Employers may copy documents if they do so consistently and comply with applicable rules. Some E-Verify or alternative-procedure situations require copies. Copies do not replace completing Form I-9.
Do remote employees need Form I-9?
Yes, covered remote hires still require Form I-9. The employer must use an authorized representative or a DHS-authorized alternative procedure when eligible.
Official USCIS Resources
Last reviewed: August 6, 2026. This guide is general compliance information and is not legal advice.