USCIS Tells Employers to Continue Using Form I-9 After Expiration Date of October 31, 2022


USCIS Tells Employers to Continue Using Form I-9 After Expiration Date of October 31, 2022

The U.S. Citizenship and Immigration Services (USCIS) – a government agency that oversees lawful immigration to the United States – has announced that employers should continue using the current “Form I-9, Employment Eligibility Verification” after its expiration date of October 31, 2022, until further notice. The current Form I-9 is available at

The USCIS also announced that the U.S. Department of Homeland Security (DHS) will publish a Federal Register notice to announce the new version of the Form I‑9 once it becomes available, according to an Employer Alert from the USCIS. Until then, employers should continue to use the current Form I-9 with an expiration date of October 31, 2022.

The Immigration Reform and Control Act (IRCA) of 1986 requires all employers in the United States to complete a Form I-9 for every employee hired after November 6, 1986. The Form I-9 is used to verify the identity and employment authorization of all newly hired workers in America to help ensure a legal workforce. For more Form I-9 news, visit

ClearStar is a leading Human Resources technology company specializing in background checks, drug tests, clinical testing, and occupational health screening. ClearStar always keeps a sharp focus on compliance and security when providing services and solutions to help employers stay ahead of ever changing regulations. For more information, contact ClearStar.

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    Thomas Ahearn - Digital Content Editor

    Thomas Ahearn is a Digital Content Editor at ClearStar, a leading Human Resources (HR) technology company specializing in background checks, drug testing, and occupational health screening. He writes about a variety of topics in the background screening industry including "Ban the Box," class action lawsuits, credit reports, criminal records, drug testing, the Equal Employment Opportunity Commission (EEOC), the Fair Credit Reporting Act (FCRA), HR technology, identity theft, privacy, social media screening, and workplace violence.

    At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.


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