July 7, 2025

I-9 Compliance in 2025: Avoiding the Hidden Pitfalls That Can Cost You Thousands

Written by: Cynthia Contreras, Marketing Manager

As immigration enforcement intensifies, your staffing firm’s Form I-9 process could be the compliance linchpin or your greatest liability.

With new scrutiny from ICE (U.S. Immigration and Customs Enforcement) and stricter enforcement under the current administration, proper I-9 compliance has never been more crucial. During a recent Eastridge and Littler webinar, legal and staffing leaders broke down what’s changed in 2025 and how businesses can protect themselves.

What’s New in 2025?

Immigration policies continue to evolve. The government has reversed prior executive orders, ended temporary protected statuses, delayed employment authorization processing, and revoked multiple visa programs. These changes have increased the frequency of ICE audits and on-site enforcement actions.

Even rumors of ICE activity can disrupt operations, especially in industries like manufacturing, where temporary associates may not show up due to fear or uncertainty.

The I-9 and E-Verify Explained

At its core, the Form I-9 verifies two things: an employee’s identity and authorization to work in the U.S. E-Verify supplements this process by checking I-9 information against DHS and SSA records.

Best practices include:

Completing the I-9 before the employee starts work.
Using automated vendors to manage distribution, tracking, and compliance.
Performing regular internal audits and maintaining the most current government forms.

Eastridge, for example, uses a dedicated vendor to ensure all I-9s are completed accurately and employs an internal compliance team for routine audits and training.

ICE Audits vs. ICE Raids: Know the Difference

According to Littler’s Kim Carter, ICE audits involve document requests and subpoenas. You have 3 days to comply, and those documents must be audit-ready beforehand.

In contrast, ICE raids are full enforcement actions and often involve multi-agency coordination. If they occur, they’re usually backed by a warrant and stem from investigations or tips about non-compliance.

Penalties You Can’t Ignore

Violations, even technical ones, can range from $230 to $2,292 per form. If your company is found to have knowingly hired undocumented workers, fines can skyrocket up to $22,927 per person, especially for repeat offenses.

Key Takeaways

Never backdate or alter I-9 documents post-hire; it can be seen as fraud.
Track document expirations and reverify before lapses occur.
Maintain clear processes and audit trails for remote hires.
Partner with staffing agencies that take full responsibility for I-9 and E-Verify compliance.

By staying proactive and partnering with firms that prioritize compliance, companies can significantly reduce their legal exposure and ensure operational continuity.

Tag(s): Compliance Thought Leadership Temporary Staffing