Form I-9, Employment Eligibility Verification, is a U.S. Citizenship and Immigration Services form that every U.S. employer must complete for each new hire. It confirms the worker’s identity and their legal authorization to work in the country. The employee provides documents, and the employer reviews and records them within set deadlines.
The I-9 exists to make sure employers hire only people authorized to work in the United States. It is a core part of onboarding and applies to citizens and noncitizens alike. The form does not get filed with the government; instead, employers keep it on hand and produce it if an authorized agency requests an inspection. It is separate from a background check, which screens history rather than work authorization.
The form has clear roles and deadlines:
Many employers also run E-Verify, an online system that checks the I-9 details against government records. The I-9 is distinct from an employment verification letter, which confirms a person’s job to an outside party.
Maya accepts a job offer with a start date of Monday. On her first day, she completes Section 1 of the I-9, attesting that she is authorized to work. She presents her U.S. passport, a List A document that proves both identity and work authorization. Her HR manager reviews it, completes Section 2 by Wednesday (within three business days), and files the form. The company keeps Maya’s I-9 on record in case of a future audit.
Form I-9 verifies that a new employee is who they say they are and is legally authorized to work in the United States. Every U.S. employer must complete one for each hire.
The employee completes Section 1 by their first day of work, and the employer completes Section 2 within three business days of the start date.
Employers must retain each I-9 for three years after the hire date or one year after employment ends, whichever is later.
