Are Your I-9s in Check?
I-9s might feel small, but the stakes are real.
ICE is making headlines again, and that means extra scrutiny on immigration compliance, documentation, and, yep, your I-9s. Whether you have one employee or a hundred, the risk is real. Non-compliance can mean hefty fines and, in some cases, serious impacts to staffing and work authorization that can ripple through your team.
If you’ve been putting off an I-9 audit, consider this your friendly-but-firm nudge to move it to the top of your to-do list. With increased enforcement, surprise audits, and significant penalties, businesses can’t afford to have sloppy or noncompliant I-9s. And let’s be real… compliance headaches are much easier to handle before they become full-blown disasters.
But this isn’t just about protecting your business. If any of your employees are non-citizens, even small mistakes on their paperwork could cause serious complications for their work authorization. ICE and USCIS have increased scrutiny, and even avoidable form errors can lead to unnecessary complications or penalties. The last thing you want is for a simple oversight to turn into a bigger issue.
Even if you think your I-9s are solid, it’s worth double-checking. Some electronic I-9 vendors have been caught generating noncompliant forms, putting unsuspecting businesses at risk (Source). And don’t assume “small mistakes” won’t matter… typos, missing signatures, and outdated forms can all add up to costly fines.
Why should you care?
Fines for I-9 violations range from hundreds to thousands per form.
Small businesses aren’t off the hook. The feds don’t just target the big guys.
If your team has lots of tenure, isn’t 100% W2, or you’ve had ANY turnover, your I-9s might be a mess.
The good news?
You can get ahead of this. A proactive I-9 audit helps you catch and fix issues before the feds do. And we’re making it easy! Grab our free I-9 Audit Checklist to tighten up your records, protect your employees, and keep your business in the clear. Because in today’s climate, hoping for the best just isn’t a strategy.
If you find gaps (or just don’t want to deal with this alone), we’re here to help. Email us anytime at hello@conscioushr.co or find us on social media!
Just a Quick Heads-Up:
This post is for informational purposes only and isn’t intended as legal advice. ConsciousHR does not provide legal counsel. If you have legal questions about your specific situation, we recommend consulting with an attorney.
