Employers in the United States must pay closer attention to revoked work authorization documents when verifying employment eligibility. The Department of Homeland Security (DHS) has enhanced the E-Verify Status Change Report with a new field—“Revoked Document Number”—to help identify whether an Employment Authorization Documents (EADs) used for hiring or retention has been invalidated.
This update has real implications for businesses and foreign nationals working in the U.S. on EADs. Failing to detect a revoked document could expose employers to penalties and employees to termination.
Why the New “Revoked Document Number” Matters
The Status Change Report was first introduced on June 20, 2025, to alert employers about EADs that DHS had revoked after being used in E-Verify cases. But until July 15, the report lacked a direct way to link the flagged EADs to the actual documents on file for employees. With the inclusion of the Revoked Document Number, employers can now directly compare the revoked EAD to the document presented during the Form I-9 process.
This new measure strengthens compliance requirements around work authorization documents. Employers now must reverify employment for any staff member whose EAD appears in the updated report.
Who Needs Employment Authorization Documents?
Not everyone working in the U.S. needs an Employment Authorization Document. The requirement mainly applies to certain classes of nonimmigrants and individuals with pending immigration status adjustments.
You Don’t Need an EAD If You Are:
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A lawful permanent resident (green card holder): Your Form I-551 serves as proof of employment eligibility.
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A nonimmigrant with employer-specific work authorization: This includes H-1B, L-1B, O, and P visa holders. Your visa status itself gives you work permission with the sponsoring employer.
You Must Have an EAD If You Are:
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A foreign national on Deferred Action for Childhood Arrivals (DACA)
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An asylum applicant awaiting decision
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A temporary protected status (TPS) recipient
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Applying for adjustment of status without another work-eligible visa
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In other categories that do not have built-in employment authorization
EADs serve as standalone proof that the holder may work lawfully in the United States. They are issued by U.S. Citizenship and Immigration Services (USCIS) and are valid only for the duration indicated on the card. If revoked, they are no longer legally acceptable under Form I-9.
How the E-Verify Status Change Report Works
E-Verify is a digital system that compares information from Form I-9 to government records. It helps confirm that employees are authorized to work in the United States. The Status Change Report is a supplemental tool used by employers enrolled in E-Verify to stay compliant.
The new “Revoked Document Number” column shows the actual EAD number that DHS has invalidated. Here’s how employers can use it:
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Pull the Status Change Report through their E-Verify portal.
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Match the EAD card number submitted during the employee’s original Form I-9 process.
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Compare that number to the “Revoked Document Number” column in the report.
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If there’s a match, the employer must reverify the employee’s current work authorization.
The employer cannot continue to employ someone whose EAD has been revoked unless the individual presents alternative, valid documentation proving eligibility.
What Triggers a Revocation of Work Authorization Documents?
USCIS or DHS may revoke an EAD for several reasons:
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Immigration status change or termination
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Application for EAD was approved in error
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Fraud or misrepresentation
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Overstaying visa terms
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National security or criminal findings
Once revoked, the EAD is no longer valid for employment verification or E-Verify confirmation.
Employer Responsibilities Under the Updated Policy
Employers have a legal obligation to maintain accurate and up-to-date records of work authorization documents under federal law. The introduction of the Revoked Document Number means they must take more proactive steps to identify and respond to changes in document status.
Employers must not:
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Ignore the Status Change Report
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Continue employing someone whose EAD has been revoked
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Retaliate against an employee for the report contents without proper reverification
Instead, they should:
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Initiate reverification promptly
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Request a new, valid List A or List C document as allowed under Form I-9 rules
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Notify the employee and provide a reasonable period to present updated documentation
Reverification Procedures: What Employers Should Do
Reverification is mandatory if the EAD used in Form I-9 and E-Verify matches the revoked document in the report. Here’s a step-by-step summary:
| Step | Action |
|---|---|
| 1 | Notify the employee discreetly |
| 2 | Ask for new work authorization documents |
| 3 | Complete Section 3 of Form I-9 with updated information |
| 4 | Do not reverify List B documents like driver’s licenses |
| 5 | Keep both the old and new documents in the employee’s I-9 file |
Employers must avoid discrimination during the reverification process. Only documents listed under Form I-9’s List A or List C should be considered acceptable for this purpose.
Refer to official guidance from USCIS on reverifying work authorization for detailed instructions.
Impact on Workers: Why Staying Current Matters
For foreign workers, keeping your work authorization documents current and valid is crucial. A revoked EAD can result in job loss if you cannot provide an alternative proof of employment eligibility. Many visa holders awaiting green card decisions rely on timely EAD renewals.
To avoid disruption:
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Apply early for EAD renewal (you can apply up to 180 days before expiration).
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Track your case via USCIS Case Status.
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Use the Automatic Extension Policy if eligible.
Even small errors in applications or changes in status can trigger revocation. Legal advice from an experienced immigration consultant can make all the difference.
Why Employers Must Avoid I-9 and E-Verify Violations
Employers who fail to act on revoked work authorization documents may face serious penalties:
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Civil fines up to $2,500 per unauthorized worker for first-time violations
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Criminal charges for knowingly hiring undocumented individuals
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Loss of federal contracts or business licenses in some states
The new field in the E-Verify report makes it easier for government agencies to detect non-compliance.
USCIS has also updated Form I-9 to use the term “alien” instead of “non-citizen,” reflecting recent policy changes under the Trump administration. Employers must ensure they’re using the latest version of Form I-9, available on the USCIS Form I-9 page.
When to Contact Maple Crest Immigration
If you’re an employer facing reverification issues or a foreign national unsure about your EAD status, now is the time to get expert guidance. Immigration compliance errors are costly. Maple Crest Immigration helps individuals and companies navigate complex employment authorization issues with precision.
Our team offers:
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EAD renewal and reinstatement support
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USCIS representation
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Strategic guidance on transitions from EAD to green card
Don’t wait until you’re flagged in a DHS report. Whether you need to fix a revoked EAD or plan long-term work authorization, Maple Crest Immigration can help you stay ahead.
