Gryphon HR

The Department of Homeland Security (DHS) has proposed significant changes to employment authorization eligibility and duration for certain noncitizens, including individuals with humanitarian parole, deferred action, and pending asylum applications. Proposed changes could impact work permit availability, renewal requirements, and employer workforce planning if finalized.

Employers should note that the public comment period for this proposed rule closed on June 5, 2026. Organizations that may be affected by changes to employment authorization policies should review the proposal and monitor developments closely.

As immigration and employment eligibility requirements continue to evolve, maintaining strong I-9 compliance and reverification processes remains critical.

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DHS proposes sweeping limits on immigrant work permits Who is affected?: Humanitarian parolees, deferred action recipients, and immigrants with final removal orders would face tougher rules to obtain or renew work permits. What’s changing?: Proposals include one‑year limits, mandatory E‑Verify employers for renewals, proof of economic need, and st...

Waiting until ICE arrives to review your I-9 process is no longer a safe strategy.

Recent enforcement trends have significantly reduced employers’ ability to correct errors or mitigate risk once an investigation begins — making proactive I-9 readiness more important than ever.

Enforcement agencies are increasingly focused on how prepared employers are in the earliest moments of a worksite visit, and even small compliance gaps can lead to fines, expanded audits, or more serious enforcement actions.

Learn more:

[Webinar] Before ICE Knocks: Building an Employer Response Program That Survives Real Enforcement - June 9th, 10:00 am PT | JD Supra Many employers still believe they can tighten up their I‑9s or formalize a response plan once enforcement activity begins. That assumption is no...