Form I-9 and Remote Verifications (updated 8/1/2023)

The Form I-9 was updated on 8/1/2023 and included updated guidelines and requirements for remote verifications.


The Department of Homeland Security (DHS) released a revised form I-9 on August 1, 2023. The prior version of Form I-9 (Rev. 10/21/19) continues to be effective through October 31, 2023.

Employers must begin using the new form by November 1st, 2023; the Fuse system was updated with the new form on October 26, 2023.


The overhaul to the Form I-9 is quite extensive and includes the following changes:

  • Section 1, Preparer/Translator Certification, is now a standalone document (Supplement A) that employers can provide to employees when necessary.
  • Section 3, Reverification and Rehire, is now a standalone document (Supplement B) that employers can use if re-verification is required.
  • The term “alien authorized to work” in Section 1 has been replaced with “noncitizen authorized to work.”
  • The Lists of Acceptable Documents page now includes acceptable receipts, guidance, and links to information on automatic extensions of employment authorization documents.
  • A box has been added that eligible employers need to check if the Form I-9 documentation was examined using the new alternative verification procedure.
  • The instructions have been, mercifully, reduced from 15 pages to eight.  


Remote Verification & E-Verify

DHS has also announced that Employers who participate in E-verify and are in good standing have the option to conduct verification of identity and work authorization documents remotely. If an employer chooses to offer the alternative procedure, they must do so for all employees at the hiring site, but the employer may choose to have a policy offering alternative procedures for remote hires while still applying physical examination of documents to onsite and hybrid employees.

If an employer uses the alternative procedure for remote verification, the employer must retain copies of the documents presented remotely.

If an employer was not enrolled in E-verify when the remote examination was performed under the temporary COVID guidance, then the Form I-9 documents must be physically examined in the employee's physical presence by August 30th.

If an employee was enrolled in E-verify at the time the remote examination was performed under the temporary COVID guidance, employers can use the alternative procedure. Employers who use the alternative procedure must add "alternative procedure " with the date of examination to Section 2 of the Additional Information field.

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