Immigration Updates
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Discussion
New E-Verify Guidance for Revoked EADs
Effective immediately, employers using E-Verify must proactively monitor employee work authorization status through a newly introduced Status Change Report, replacing the previous Case Alerts system. This change stems from the Department of Homeland Security’s (DHS) decision to revoke certain Employment Authorization Documents (EADs), particularly those issued under humanitarian parole programs.
This update shifts the burden of monitoring revoked EADs from DHS to employers. Failure to act on the Status Change Report and reverify affected employees could result in noncompliance with federal employment eligibility laws. Therefore, employers should regularly generate the Status Change Report by navigating to the “Reports” tab within their E-Verify account. Once the report is generated, employers must carefully compare the EAD card numbers listed in the report with those originally presented by employees during the Form I-9 process. If an employee’s EAD number matches one listed as revoked, the employer is required to reverify that employee’s work authorization using Form I-9, Supplement B. It is important to note that this reverification process should not involve creating a new E-Verify case.
Employees whose EADs have been revoked may still be authorized to work under a different immigration status. In such cases, they can present alternative, unexpired documentation from List A or List C of the Lists of Acceptable Documents. Employers must not reverify identity documents from List B, nor should they reverify the employee’s identity itself. During this process, employees must be allowed to choose which acceptable documentation to present, and employers must not accept a revoked EAD, even if it appears valid and unexpired.
The following table outlines the date ranges during which DHS revoked EADs and the corresponding dates when that information became available in the E-Verify Status Change Report. Employers should use this timeline to determine whether any of their employees may be affected and ensure timely reverification where required.
| Date Employee’s EAD Was Revoked* | Date Information Available in E-Verify Status Change Report |
| April 9 to Sept. 2, 2025 | Sept. 9, 2025 |
| April 9 to Aug. 19, 2025 | Aug. 26, 2025 |
| April 9 to Aug. 5, 2025 | Aug. 12, 2025 |
| April 9 to July 24, 2025 | July 29, 2025 |
| April 9 to July 8, 2025 | July 15, 2025 |
| April 9 to June 13, 2025 | June 20, 2025 |
*Updates from the E-Verify report include EAD revocations from the specified date range.
September Visa Bulletin
Each month, federal immigration authorities publish a list of dates informing immigrant visa applicants when they should expect to be notified to assemble and submit required documentation to government officials. The following provides a summary of the September release.
The Visa Bulletin includes a list of dates informing overseas immigrant visa applicants when they should expect to be notified to assemble and submit required documentation to move forward with the consular stamping process. These dates are also used to determine eligibility for Adjustment of Status to Lawful Permanent Residence with U.S. Citizenship and Immigration Services (USCIS) for applicants who are already physically present in the U.S. USCIS confirmed it will use the Final Action Dates chart, published in the September Visa Bulletin, to determine eligibility for filing Adjustment of Status applications this month. To determine potential eligibility, dates that appear in this chart must be compared with an employee’s immigration priority date, as shown on their earliest available I-797 Notice of Action (Receipt or Approval Notice) issued by USCIS for any EB-1, EB-2, or EB-3 (I-140) Immigrant Petition filed on their behalf by a sponsoring employer.
| Preference | All Chargeability Areas Except Those Listed | China – Mainland Born | India | Mexico | Philippines |
| EB-1 | Current | 15-NOV-22 | 15-FEB-22 | Current | Current |
| EB-2 | 01-SEP-23 | 15-DEC-20 | 01-JAN-13 | 01-SEP-23 | 01-SEP-23 |
| EB-3 | 01-APR-23 | 01-DEC-20 | 22-MAY-13 | 01-APR-23 | 08-FEB-23 |
Because USCIS is using the “Final Action” chart in accepting new applications for Adjustment of Status to Lawful Permanent Residence, an application in September may be filed by a candidate with an immigration priority date that is earlier than the listed cutoff date according to the Final Action Chart for their preference category and country of chargeability, or whose category is otherwise listed as current. For Adjustment of Status cases that are already pending and were filed in a category that has since fallen behind in its cutoff date, USCIS will not begin processing until the Final Action Date has surpassed the individual immigration priority date or is otherwise deemed current.
Employers who have employees with priority dates that will be (or remain) current in September should reach out to their immigration legal counsel to prepare and submit the employee’s Adjustment of Status Application in September.
Department of State Launches “Continuous Monitoring”
The U.S. Department of State has launched a “continuous vetting” initiative that subjects all 55 million visa holders to ongoing eligibility reviews, marking a major shift from periodic checks to real-time monitoring. The vetting process draws on law enforcement databases, immigration records, and social media activity to flag potential violations such as overstays, unauthorized work, criminal activity or other security risks. For employers, this means that even long-standing employees with valid visas may face sudden scrutiny, revocation, or deportation without prior notice. Employers should prepare for increased Requests for Evidence (RFEs), delays in visa adjudications, and unexpected workforce disruptions due to flagged travel or status issues.
ICE Permitted to Continue Enforcement in Los Angeles
In Kristi Noem, Secretary, Department of Homeland Security v. Pedro Vasquez, the U.S. Supreme Court ruled on September 8, 2025, to allow federal immigration agents to resume broad enforcement operations in Los Angeles, including stops based on race, language, job type, or location (aka “roving” ICE raids). These roving raids had previously been halted by a federal district judge, who found the tactics to likely be unconstitutional because agents were detaining people without probable cause at car washes, bus stops and Home Depot parking lots based on stereotypes. The Supreme Court did not provide an explanation of its decision to grant the Trump administration’s emergency appeal to block the district judge’s order. For employers, especially those in industries with high immigrant labor, this could lead to increased workplace disruptions, legal exposure, and reputational risks if employees are detained or targeted during work hours. The decision may also discourage immigrant workers from showing up at job sites in locations where these raids are occurring. Although this ruling specifically addressed tactics in Los Angeles, it may foreshadow likely approval of similar tactics in other areas of the U.S.
Action Items
- Establish process for generating Status Change Reports in E-Verify.
- Evaluate visa-dependent workforce exposure and consult legal counsel to prepare for potential disruptions.
- Review applicable employee priority dates and coordinate with immigration counsel to file eligible Adjustment of Status applications before the end of September.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2025 ManagEase