E-Verify Update: New ‘Revoked Document Number’ Field Enhances Employer Compliance

Quick Hits

• DHS has updated the E-Verify Status Change Report to include a “Revoked Document Number” field, effective July 15, 2025, to help employers identify employees with revoked EADs.
• Employers must now compare the EAD number on an employee’s Form I-9 with the Revoked Document Number in the updated report to determine if reverification of work authorization is necessary.

Background

The Status Change Report was first launched on June 20, 2025, as part of DHS’s efforts to improve transparency and compliance in the employment verification process. Its primary purpose is to alert employers if any of their E-Verify cases were created using an EAD that has since been revoked—a situation that can arise when DHS terminates parole for certain noncitizens.

Previously, the report listed affected cases but did not include specific document identifiers, making it difficult for employers to confirm whether the revoked EAD matched the one presented by the employee during the Form I-9 verification process.

To address this gap, DHS has now added a “Revoked Document Number” field to the report. This allows employers to directly compare the number on the EAD used for I-9 verification with the revoked document listed in the report. If the numbers match, the employer is required to reverify the employee’s continued work authorization using a different document from the I-9 Lists of Acceptable Documents.

Analysis and Impact

If a current employee is listed in the Status Change Report, employers must compare the EAD number provided on the employee’s Form I-9 with the Revoked Document Number indicated in the report to determine whether reverification of continued employment authorization is required. Employers must not initiate a new E-Verify case.

Employers can use Form I-9, Supplement B to reverify any employee who appears in the Status Change Report and used a now revoked EAD for the original Form I-9 and E-Verify case. Employers may want to ensure that the reverification process is completed within a reasonable timeframe, including by confirming that an employee’s  new EAD  is valid by comparing the number on the card to the information in the report. This step is essential to maintain compliance and ensure that all employees are authorized to work.

Find below a reference chart to determine if reverification is required:

IF	THEN	AND
The employee’s EAD used for Form I-9 that was used to create the E-Verify case is the same number listed in the Revoked Document Number field.	The employee’s EAD used for Form I-9 that was used to create the E-Verify case is revoked.	The employee must be reverified with a different acceptable List A or C document using Form I-9, Supplement B, Reverification and Rehires.
The employee’s EAD used for Form I-9 that was used to create the E-Verify case is different than the number listed in the Revoked Document Number field.	The employee’s EAD used for Form I-9 that was used to create the E-Verify case is not revoked.	The employee does not need to be reverified until employment authorization expires.

Ogletree Deakins’ Immigration Practice Group will continue to monitor developments and provide updates on the Immigration blog as additional information becomes available.

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