People Management & HR

Form I-9 requirement flexibility ending July 31, 2023

  • 4 min Read
  • June 27, 2023

Author

Escalon

Table of Contents

In the United States, Form I-9 plays an essential role in verifying the identity and employment authorization of individuals hired for employment. However, due to the challenges posed by the COVID-19 pandemic, temporary flexibility measures were implemented to accommodate remote work and social distancing requirements.  

Schedule a call today

As we move toward a post-pandemic world, U.S. Immigration and Customs Enforcement (ICE) has announced that these flexibility provisions will expire on July 31, 2023, and businesses will have 30 days after that to complete in-person physical document inspections for workers whose documents were inspected remotely during the temporary flexibilities period.  

The press release issued by ICE and the U.S. Department of Homeland Security (DHS) states, “Employers will have 30 days to reach compliance with Form I-9 requirements after the COVID-19 flexibilities sunset on July 31, 2023… DHS encourages employers who have been using those temporary flexibilities to plan ahead to ensure that all required physical inspection of identity and employment eligibility documents is completed by Aug. 30, 2023.”  

According to the update, effective July 31, 2023, all businesses will need to conduct in-person inspections of identity and employment documents for new recruits, even if they do not report to a physical location. Employers who have been using temporary flexibility measures to complete Form I-9s remotely must also carry out the required physical inspection of identity and employment eligibility documents by August 30, 2023. This applies to workers recruited on or after March 20, 2020, in addition to those who have received a remote or virtual inspection under the flexibilities policy. 

How your small business can notate remote inspections and subsequent physical inspections


U.S. Citizenship and Immigration Services (USCIS) has provided guidelines on how to annotate a previously completed Form I-9 to identify a subsequent physical inspection of identity and employment eligibility documents.  

Talk to us about how Escalon’s PeopleOps can help you stay compliant with the latest Form I-9 requirements.


Some of the guidelines issued are:  

  • If the person who performed the remote inspection also performs the physical inspection, they should indicate the date they physically examined the documents then add their initials in the Additional Information field. 
  • If the person who performed the remote inspection cannot also perform the physical inspection, the person who performs the physical inspection should indicate the date they physically examined the documents as well as their full name and title in the Additional Information field. 
  • Employers should make required notations for remote and subsequent physical inspections of reverifications in the Additional Information field in Section 2. If the same person performs both the remote and subsequent physical inspections for a reverification, complete as shown. If a different person performs the physical inspection, that person should write their full name and title, instead of their initials.  

Failure to comply will have consequences 


All business owners have certain obligations under the immigration law when hiring staff members for their companies, and not acting in accordance with the law can invite strict penalties. For instance, failing to comply with Form I-9 employment verification requirements is considered a civil violation, which can lead to heavy civil fines, according to the USCIS

In order to ensure businesses are not in any violation, officials from the DHS, the Immigrant and Employee Rights Section (IER) at the Department of Justice and the Department of Labor have the right to inspect an employer’s Form I-9, after sending the employer a written Notice of Inspection at least three days before the date of inspection.

Conclusion 


Businesses must prepare to return to standard compliance procedures when the temporary flexibility measures related to Form I-9 requirements end on July 31, 2023. Understanding the obligations and ensuring proper completion and retention of Form I-9 are essential to avoid potential penalties and legal issues. 

Employers can ensure compliance while upholding the integrity of the employment authorization process by staying informed and following best practices during the transition.  

Want more? Our PeopleOps team are experts in HR, benefits, recruiting and payroll. Talk to an expert today to see how we can help streamline your back office.

Schedule a call today

This material has been prepared for informational purposes only. Escalon and its affiliates are not providing tax, legal or accounting advice in this article. If you would like to engage with Escalon, please contact us here.

Talk to our team today to learn how Escalon can help take your company to the next level.

  • Expertise you can trust

    Our team is made up of seasoned professionals who bring years of industry experience to the table. You gain a trusted advisor who understands your business inside out.

  • Quality and consistency

    Say goodbye to the hassles of hiring, training and managing in-house finance teams. You will never have to worry about unexpected leave of absence or retraining new employees.

  • Scalability and Flexibility

    Whether you’re a small business or a global powerhouse, our solutions scale with your needs. We eliminate inefficiencies, reduce costs and help you focus on growing your business.

Contact Us Today!

Tap into the latest insights from experts in your industry

Leadership & Growth

How to Build Leadership Pipelines to Sustain Growth 

Growth often hinges on capable leadership at every level. Yet many medium-sized businesses focus on filling immediate management vacancies rather...

Read More
uncategorized

How to Avoid Operational Bottlenecks When Scaling Beyond $10M ARR 

Reaching $10 million in Annual Recurring Revenue (ARR) is a major milestone, but scaling further brings new operational hurdles. From...

Read More
Press Releases

Escalon Achieves SOC 2 Type II Compliance

April 30, 2025– Escalon Services, a leading provider of back-office solutions for startups and SMBs, proudly announces that it has...

Read More
People Management & HR

From 25 to 100 Employees: The HR Systems You Need to Stay Compliant

Moving from 25 employees to 100 is a tipping point for many businesses. What worked with a lean, close-knit team...

Read More
uncategorized

Compensation Strategies for Medium-Sized Businesses: How to Stay Competitive

Compensation isn’t just about paying people to show up and do work; it’s a strategic tool that can attract top...

Read More
Accounting & Finance

Common Accounting Mistakes That Cost Medium-Sized Businesses Millions 

Accurate accounting is the bedrock of any successful business operation. Yet, medium-sized businesses—those that have grown beyond the small-business stage...

Read More
Taxes

1099 vs. W-2: How to Ensure Compliance and Reduce Risk 

Distinguishing between independent contractors (1099) and employees (W-2) is a pivotal compliance matter for U.S. businesses. Misclassification can result in...

Read More
Accounting & Finance

Capital Raising in Spring: How to Position Your Startup for Investor Interest

Spring symbolizes renewal, making it an apt metaphor for startups aiming to secure fresh capital to fuel their next growth...

Read More
uncategorized

Spring Clean Your Payroll: Essential HR Best Practices for Scaling Startups

Payroll is more than just issuing paychecks—it’s a complex, high-stakes process that can significantly impact employee satisfaction, legal compliance, and...

Read More