On March 30, 2022, the Department of Homeland Security (DHS) published a series of proposed changes to the Employment Eligibility Verification form (Form I-9) that would significantly overhaul the document’s structure.
The changes, which are designed to simplify the process and clarify requirements, include:
- Reducing the first two sections to one page from the current two to save on paper.
- Separating the third section to stand alone and only be accessible if necessary.
- Adding a link to C documents in the List of Acceptable Documents on the website of the US citizenship and immigration services.
- Reducing the number of instructions pages from 15 to seven to make them easier to understand.
- Adapting the form so it can be filled out on any device.
The DHS also intends to change the N/A rule, which required new hires to fill out all fields, even optional ones. Optional fields can now be left blank.
Employers are also advised that any extra information needed to fill out section 2 should be recorded in the additional information field, which must be initialed and dated.
The DHS has opened the floor to public comments regarding these proposed changes. In the past, the agency has implemented many changes suggested by the public.
The proposed changes will go into effect on Oct. 31 2022, when the current form is due to expire.
Stay up to date with the latest employee benefits news by subscribing to our various industry newsletters.
This article is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice. © 2022 Zywave, Inc. All rights reserved.
About the Author
Share This Story
Related Blogs
Personalization Now a Baseline Expectation in Employee Benefits
In 2025, personalization has moved from “nice to have” to “non-negotiable.” Employees expect benefits that reflect their individual needs, values, and life stages. Static, one-size-fits-all plans are being replaced by flexible, modular offerings that empower employees to choose what matters most.
Fertility, Family Planning, and Parental Leave Are Front and Center
In 2025, family-building support has emerged as a defining priority in employee benefits strategy. Fertility coverage, inclusive parental leave, and caregiving support are no longer niche offerings — they’re central to how employees evaluate workplace value. As life paths diversify and caregiving responsibilities expand, benefits managers are rethinking what it means to support the whole employee.
Gag Clause Attestation Deadline: December 31, 2025
Employer-sponsored group health plans must submit their 2025 Gag Clause Prohibition Compliance Attestation (GCPCA) to CMS by December 31, 2025, to confirm compliance with federal transparency rules. This annual filing covers the 2024 calendar year and applies regardless of employer size or funding arrangement.