The U.S. Department of Homeland Security (DHS) has launched a new compliance tool: the E-Verify Status Change Report. The report is intended to help employers identify workers whose Employment Authorization Documents (EADs) have been revoked.

The change comes after the termination of the Cuban, Haitian, Nicaraguan and Venezuelan (CHNV) parole program, which had granted temporary entry and work authorization to more than half a million individuals since its creation in January 2023.

Following the Trump administration’s Executive Order 14165 and a May 2025 U.S. Supreme Court ruling upholding the program’s termination, DHS began sending revocation notices directly to affected individuals in June.

New era of compliance monitoring

Previously, E-Verify users relied on system alerts to flag potential issues with work authorization.

The new Status Change Report replaces that system with a more proactive requirement: Employers must now generate and review the report themselves.

The report provides detailed data on affected employees, including revocation dates, case numbers and A-numbers, and is regularly updated as DHS processes additional revocations.

Immediate employer obligations

Employers enrolled in E-Verify are expected to act promptly upon identifying affected employees.

The required steps include:

Meeting with the employee to explain that DHS has revoked their EAD.
Requesting new, valid work authorization using Form I-9, Supplement B.
Accepting only List A or List C documents.

Employers may allow employees a short period of time to present new evidence of work authorization but may not let reverifications “linger.” If the employee cannot present valid authorization, employment must be terminated.

DHS has made clear that reverification should be handled on the existing Form I-9, and employers should avoid opening a fresh E-Verify case.

Heightened enforcement risks

DHS and Immigration and Customs Enforcement (ICE) are signaling a strict enforcement posture. Employers who fail to regularly monitor the Status Change Report, or who delay reverification, could face civil fines for paperwork violations and for knowingly employing unauthorized workers.

In more serious cases, ICE and the Department of Justice may pursue criminal charges for reckless or intentional disregard.

Best practices

To adapt to this new compliance landscape, employers should:

Establish regular procedures for generating and reviewing the Status Change Report.
Train HR staff on reverification rules and documentation requirements.
Maintain detailed records of reverification actions, including copies of reports and explanations attached to Form I-9 files.
Secure sensitive employee data when handling A-numbers and revocation information.
Develop contingency plans for potential workforce disruptions in industries with large CHNV parolee populations.

The bottom line

The E-Verify Status Change Report requires a shift from passive notification to active monitoring. Employers must now take on a more hands-on role in tracking and reverifying work authorization.

With enforcement ramping up, timely compliance will be critical, not just to avoid fines, but to maintain a lawful and stable workforce.