DHS Expands E-Verify Status Change Report to Flag Invalidated EADs for TPS, Asylum, and Adjustment of Status Applicants

On August 11, 2026, the Department of Homeland Security (DHS) expanded the E-Verify Status Change Report to identify invalidated Employment Authorization Documents (EADs) issued under categories A12, C19, C08, and C09, in addition to the previously included C11 parolee category. The report now refreshes every two weeks and reflects DHS invalidations tied to outcomes in Form I-485 and Form I-589 applications, as well as changes to Temporary Protected Status (TPS) designations. Participating employers should proactively monitor the report, complete Form I-9 Supplement B reverification when an EAD on the list matches a current employee, and follow strict document choice and anti-discrimination rules.

What Changed

DHS expanded the scope and frequency of the E-Verify Status Change Report to enhance employer visibility into invalidated work authorization documents.

1. Expanded Categories Now Included

• A12: EADs issued to individuals granted Temporary Protected Status (TPS).
• C19: EADs issued to TPS applicants.
• C08: EADs issued to pending asylum applicants.
• C09: EADs issued to adjustment of status (AOS) applicants.
• C11: EADs issued to parolees (previously included in the report).

2. Biweekly Updates

The E-Verify portal now refreshes Status Change Report data every two weeks.

3. Underlying Revocations That Can Trigger Invalidation

• Approval, denial, or withdrawal of a Form I-485 application.
• Approval, denial, or withdrawal of a Form I-589 application.
• Termination of a country’s TPS designation.

The expanded report helps employers identify current employees whose previously valid EADs have been invalidated by DHS action. Timely reverification is required to maintain compliance with Form I-9 obligations and avoid unauthorized employment. At the same time, employers must apply consistent, non-discriminatory practices, honor employee document choice during reverification, and avoid creating unnecessary new E-Verify cases.

What Employers Should Do Now

1. Monitor the E-Verify Status Change Report

• Assign responsibility within HR or compliance to review the report on the same biweekly schedule used by E-Verify.
• Compare reported records against your roster of current employees to identify matches.

2. Initiate Form I-9 Supplement B Reverification for Matched Employees

• If an employee’s EAD appears on the report and matches your records, complete Form I-9 Supplement B to reverify work authorization.
• Reverification should be limited to employment authorization and not identity verification.

3. Honor Employee Document Choice

• Allow employees to present any unexpired List A or List C document of their choice.
• Do not request or require specific documents.
• Do not reverify List B identity documents.

4. Do Not Create a New E-Verify Case

• Continue using the original Form I-9 and complete Supplement B solely for reverification purposes.

5. Document Your Process

• Maintain dated records of report reviews, employee notifications, reverification outcomes, and any leave or scheduling adjustments related to reverification.

Common Pitfalls to Avoid

1. Failing to review the Status Change Report on a biweekly schedule that aligns with E-Verify refreshes.
2. Taking adverse action against an employee without first providing an opportunity to present valid, unexpired List A or List C documentation.
3. Demanding a specific document, over-documenting, or reverifying List B identity documents.
4. Creating a new E-Verify case instead of completing Form I-9 Supplement B.
5. Applying stricter reverification practices to certain employees based on citizenship, immigration status, national origin, or document type.
6. Allowing reverification deadlines to lapse after a match is identified, thereby risking unauthorized employment.