USCIS issued an updated version of the I-9 Employment Eligibility Verification form on July 17, 2017 and gave employers a deadline of September 17, 2017 to switch to the new I-9 form. This means, starting September 18, anyone filling out the old version of the Form I-9 is subject to I-9 paperwork fines and penalties—which have nearly doubled in the past year.

In 2016, the minimum I-9 paperwork fine increased from $110 to $216 per violation, with a maximum fine of $2,156 per I-9 form. That adds up quickly if you’ve got multiple store managers using the wrong I-9 form to onboard new hires—especially with holiday hiring right around the corner.

Staying up-to-date on new I-9 form changes is a must for business owners and HR managers. And while this particular revision to the Form I-9 won’t have any huge impacts to your hiring processes, it WILL require you to ensure everyone involved in I-9 verification is using the most updated version of the I-9 form. To help you prepare, we’ve broken down all of the new I-9 form changes below.


Key changes on the new I-9 form

The 2017 new Form I-9 has only a few minor updates, including revisions to the list of I-9 Acceptable Documents and the I-9 instructions. Specifically, here’s what’s changed on the updated I-9 form:

Revisions on the 2017 Form I-9 instructions

  • The name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices has changed to its new name, Immigrant and Employee Rights Section.
  • The phrase “the end of” was removed from “the first day of employment.”

Revisions on List of Acceptable Documents on the updated I-9 form

  • The Consular Report of Birth Abroad (Form FS-240) was added to the I-9 List C Acceptable Documents. This document applies to individuals who were born overseas to a U.S. parent and is issued by the U.S. Department of State.
    • Employers completing Form I-9 on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Section 2 and Section 3. E-Verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.
  • All the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350 and Form FS-240) were combined into selection C #2 in List C.
  • All I-9 List C documents were renumbered, except for the Social Security card. For example, the employment authorization document issued by DHS on List C will change from C #8 to C #7.


How the updated I-9 form will impact your organization

While the 2017 new I-9 form changes may seem minor, it’s imperative that employers switch to the new version on or before September 17, 2017 to avoid form violations and fines. To know if you’re using the correct Form I-9, check to make sure Form I-9 07/17/17 N appears at the bottom of the form.

Automated I-9 software helps employers stay compliant by taking the burden of monitoring and enforcing I-9 form changes off of HR and business leaders. Online I-9 verification tools—like those built into Snagajob’s hiring platform—automatically update with any new I-9 form paperwork and requirements, so employers can be confident every employee completing the Form I-9 is using the most updated version. Additionally, I-9 and E-Verify workflows are optimized to guide managers and new hires through the I-9 verification process quickly and easily, reducing your risk for noncompliance, fines and penalties.


To learn more about the new I-9 form updates, I-9 verification best practices and a quick tour of our automated I-9 software, watch Snagajob’s free “New Form I-9—Here’s what you need to know before Sept. 18, 2017” webinar with U.S. Immigration Law and Compliance attorney, Curtis Y. Chow, of Ogletree Deakins. You can also visit USCIS’s I-9 webpage for more information and to download the paper version of the new I-9 form and other I-9 documents.