DHS Unveils New E-Verify Status Change Report and EAD Revocation Guidance for Employers

On June 20, 2025, the Department of Homeland Security (DHS) notified enrolled E-Verify employers about a newly released “Status Change Report,” which enables organizations to identify previously verified employees whose Employment Authorization Document (EAD) has since been revoked. 

These EAD revocations stem from the agency’s termination of certain humanitarian parole grants that were revoked on a case-by-case basis or as part of a “categorical” termination, such as for individuals paroled through the Processes for Cubans, Haitians, Nicaraguans, and Venezuelans (CHNV). Humanitarian parole allows noncitizens to temporarily enter the US for urgent humanitarian reasons or significant, and in many cases may also enable them to apply for work authorization. According to DHS, approximately 532,000 individuals were granted humanitarian parole under the CHNV program. 

Until now, the burden of navigating these revocations has largely fallen on affected individuals, who in many cases, received individual parole termination letters. The release of this new E-Verify Status Change Report alters that dynamic, with DHS now directly involving employers and creating new reverification obligations. 

Background

In January 2025, a presidential executive order directed DHS to end categorical humanitarian parole programs such as CHNV, which had provided applicants with a streamlined application process. In March 2025, DHS published a federal register notice officially terminating the CHNV program, which led to litigation by affected individuals. Although a federal court initially blocked DHS from terminating the program, the U.S. Supreme Court lifted the stay in late May, allowing DHS to proceed with terminations.

In April, while the terminations under CHNV remained on hold, DHS began notifying E-Verify employers of revoked EADs for individual humanitarian parole applicants through the system’s “Case Alert” feature. Impacted employers and/or their E-Verify agents received an email indicating they had one or more employees whose EADs had been revoked. Employers using the web interface were instructed to login and sift through their case alerts to look for any employees with a red-colored EAD revocation message. Employers using E-Verify Web Services Employer Agents needed to coordinate with their I-9 service providers to help obtain the information directly from E-Verify. 

Now, with the release of this new “Status Change Report,” E-Verify web employers and E-Verify employer agents have a new interface and tool for identifying employees whose EAD has been revoked. USCIS has also clarified that it is no longer using the E-Verify Case Alert function to communicate EAD revocations. 

Accessing the Status Change Report

The Status Change Report is available in the “Reports” tab in the standard E-Verify web-based portal at the top of the homepage. After you click “Run Report,” you have the option to choose from among a list of revocation dates or include data for all revocation dates. 

If you’re using an E-Verify Employer Agent, such as an electronic I-9 provider, the agent can generate this report for you and provide you with a list of affected employees.

Regardless of how you receive it, the downloaded report contains the document revocation date, E-Verify case number, and Alien number for each affected case. For privacy reasons, DHS has not included employee names, SSNs, or other identifying information so employers will need to use either the E-Verify case number or Alien number to identify the affected employee. 

Employer Action Steps and Best Practices

DHS instructs E-Verify employers to use Form I-9, Supplement B to begin reverifying each current employee whose EAD the Status Change Report indicated was revoked and complete all reverifications within a reasonable amount of time. DHS does not define what “reasonable” means in this context. DHS also warns employers to NOT create a new E-Verify case, which is consistent with E-Verify rules which prohibit resubmitting current employees.

Before beginning this reverification project, employers may wish to consider the following: 

• Terminated Employees: the list of affected individuals may include employees who are no longer working for your organization. As an initial step, you may wish to compare this list with your active payroll records and filter out terminated individuals. 
   

• Duplicate Records: The Status Change Report may display multiple entries for the same individual in cases where the employer submitted the individual to E-Verify more than once. This can sometimes occur when an initial case is closed (because it has invalid data) and then resubmitted. If you identify duplicates (by Alien Number), you may wish to filter them out as well to help facilitate review. 
   

• Timeline: As noted above, DHS has not clearly defined how soon an employer must take action on this report — simply noting instead that E-Verify employers must “immediately begin reverifying” and “complete all reverifications within a reasonable amount of time.” Given this uncertainty, employers may wish to work with counsel to define a uniform approach that can be followed for such instances.
   

• Follow Standard Reverification Rules: while this reverification process may seem atypical, employers should still follow the standard reverification rules and allow the employee to present any acceptable document from List A or List C which shows continuing work authorization. DHS cautions employers that they may not accept the now-revoked EAD, even if it appears unexpired.
   

• The employee may have alternate acceptable documentation: When conducting reverification (see previous bullet point above), the employee may present a different EAD which has NOT been revoked as part of the recent DHS actions. For example, an employee may present an EAD with category code of C8 (pending asylee), C9 (pending adjustment of status) or some other acceptable documentation. 
   

• Additional revocations may be forthcoming: In their announcement, DHS notes that the information in the Status Change Report “will be regularly updated as DHS revokes EADs.” Accordingly, employers are advised to regularly review the EAD Revocation Guidance webpage to look for updated revocation dates. As of this writing, the page shows revocations from April 9 to June 13, 2025.  
   

• Work with counsel when questions arise: The termination of CHNV has been a very fluid situation that is subject to change based on current litigation and other factors. Employers that have questions about the reverification process or similar matters should strongly consider working with immigration counsel before making any decisions.