New EAD Revocation Rules: What E-Verify Employers Need to Know

The Department of Homeland Security (DHS) has reshaped how employers manage revoked Employment Authorization Documents (EADs).

With the termination of the Cuban, Haitian, Nicaraguan, and Venezuelan (CHNV) parole program in early 2025, more than 500,000 individuals lost their temporary work authorization. In response, DHS launched the Status Change Report, a new E-Verify reporting tool that replaces automated alerts with employer-driven monitoring.

This change imposes new obligations on E-Verify employers. HR and compliance teams now bear full responsibility for identifying revoked work authorizations and initiating timely Form I-9 reverifications. Mistakes can lead to costly compliance failures or, worse, discrimination claims.

As Chandra Kill, CEO of KRESS Employment Screening, notes:

“We’re seeing the burden shift dramatically. Employers can no longer rely on DHS alerts, they have to take ownership of reverification tracking. It’s a new era of proactive compliance.”

In this post, we break down what the new EAD revocation guidance means for employers, explain how to use the new Status Change Report, and outline best practices to stay compliant and fair under federal law.

TL;DR for Employers

• CHNV parole ended; over 500,000 EADs revoked
• No more alerts, employers must pull the Status Change Report
• Use Form I-9 Supplement B for reverification (no new E-Verify case)
• Let employees choose valid documents, don’t request specific ones
• Monitor regularly, document everything, avoid discrimination risks

Background: CHNV Parole Termination and Its Impact

The CHNV parole program allowed hundreds of thousands of people from Cuba, Haiti, Nicaragua, and Venezuela to live and work temporarily in the U.S. through humanitarian parole. This program officially ended with Executive Order 14165, signed by President Trump on January 20, 2025.

At the time of termination, more than 530,000 individuals had entered the U.S. under the program with valid work authorization.

The legal landscape around the shutdown was turbulent. A federal court initially issued a preliminary injunction, pausing implementation. However, the Supreme Court later lifted the injunction, allowing the Department of Homeland Security (DHS) to proceed with mass EAD revocations.

Beginning in April and continuing through June 2025, DHS revoked thousands of EADs issued under the CHNV program, leaving employers without a clear method to track affected employees. The old Case Alert system did not account for these changes.

To address this, DHS launched the Status Change Report on June 20, 2025: a tool that transfers the burden of notification from the government to employers.

Key Changes to E-Verify Procedures

The new Status Change Report requires employers to take an active role in identifying employees whose EADs have been revoked due to changes in parole status.

Here are the most important updates you need to know:

• E-Verify no longer sends automatic Case Alerts when an EAD is revoked
• Employers must manually generate the Status Change Report to identify affected workers
• DHS updates revocation data regularly, so employers must check the system on an ongoing basis

This is a major departure from previous practice. As Chandra Kill, CEO of KRESS, explains:

“The automation is gone. Employers must now create an internal compliance calendar. If you’re not pulling reports every week, you’re already behind.”

Employer Obligations and Requirements

Once an employee appears on the Status Change Report, the employer must begin the Form I-9 reverification process using Supplement B.

This step is not optional and must be completed promptly to remain in compliance with federal law.

Form I-9 Supplement B Reverification

Employers must:

• Use Form I-9, Supplement B to reverify employment authorization
• Complete reverification within a reasonable amount of time (though DHS does not define this timeframe)
• Allow employees to choose which valid documents to present from List A or List C
• Avoid creating a new E-Verify case as part of reverification

Document Acceptance Rules

During the reverification process, employers must adhere strictly to document acceptance rules outlined in federal guidance:

• Accept any valid document from List A or List C the employee chooses to present
• Do not require the same document previously provided
• Do not suggest or request a specific document
• Do not reject documents that appear to be genuine and relate to the employee

These rules are in place to prevent document abuse and protect employees’ rights.

Anti-Discrimination Compliance

The Immigration and Nationality Act (INA) prohibits employers from discriminating based on citizenship, immigration status, or national origin. According to Department of Justice guidance, employers must:

1. Treat all employees equally during the reverification process
2. Refrain from requesting more documents than necessary
3. Avoid requiring affected employees to show a specific document or document type
4. Accept any document that appears genuine and relates to the individual presenting it
5. Noncompliance can result in investigations by the Immigrant and Employee Rights (IER) section of the DOJ and may lead to penalties.

As Chandra Kill puts it:

“This is where a lot of employers get tripped up. You can’t just follow E-Verify steps, you have to understand what’s legally off-limits during reverification.”

Implementation and Ongoing Requirements

Employers must shift from passive to proactive monitoring:

• Set a regular schedule to generate the Status Change Report (weekly or biweekly is ideal).
• Monitor the report continuously as DHS updates the data without notice.
• Begin reverification immediately when an employee appears on the report, using Form I-9, Supplement B.
• Keep detailed records of every reverification action and communication.

KRESS recommends integrating this report into your core HR workflow to avoid missed updates or late reverifications.

As Chandra Kill notes:

“This is now part of standard compliance. Employers who treat it like an occasional task are at high risk for noncompliance.”

Conclusion

The end of the CHNV parole program and the launch of the E-Verify Status Change Report mark a significant shift in immigration compliance.

Employers can no longer wait for alerts. They must take an active role in monitoring and reverifying work authorization.

Staying compliant requires more than just pulling reports. It demands consistency, proper documentation, and a clear understanding of both verification rules and anti-discrimination protections.

KRESS is here to help clients navigate these changes. Our compliance team stays ahead of federal updates and can guide your HR team through every step of the reverification process.