ICE Has Raised the Costs of I-9 Mistakes

The following article was first posted in the Insights section of Harris Beach Murtha’s website. It is reposted here with permission.

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For decades, employers have relied on a crucial distinction in Form I-9 compliance: the difference between a technical error and a substantive violation.

Technical errors could often be corrected during a government audit, while substantive violations typically resulted in fines and penalties.

That distinction has now become significantly more important.

In March 2026, U.S. Immigration and Customs Enforcement issued updated Form I-9 inspection guidance that substantially expands the types of errors classified as substantive violations.

The practical effect is that many mistakes previously viewed as correctable paperwork deficiencies may now expose employers to immediate civil penalties.

For employers across all industries, particularly those with large workforces or frequent hiring activity, the new guidance dramatically increases the importance of proactive I-9 compliance.

A Significant Shift in ICE Enforcement

The Immigration Reform and Control Act requires employers to verify the identity and employment authorization of every employee hired in the U.S. through the completion of Form I-9.

When ICE conducts an audit, employers generally receive three business days to produce Forms I-9 and supporting documentation.

Many errors that employers viewed as administrative oversights may now carry direct financial consequences.

Technical or procedural errors historically could be corrected within a designated period, while substantive violations could result in fines.

ICE’s March 2026 fact sheet narrows the universe of mistakes eligible for correction and expands those deemed substantive.

As a result, many errors that employers previously viewed as administrative oversights may now carry direct financial consequences.

Common Errors Now Subject to Greater Risk

The updated guidance identifies numerous deficiencies that now may be treated as substantive violations, including:

• Missing employee legal names or dates of birth in Section 1;
• Failure of an employee to date Section 1;
• Missing immigration status information or work authorization expiration dates where required;
• Incomplete employer certifications or missing representative information in Section 2;
• Missing or incomplete document information;
• Missing preparer or translator certifications;
• Missing rehire or reverification information in Supplement B;
• Use of the Spanish-language version of Form I-9 outside Puerto Rico;
• Failures associated with remote document examination procedures; and
• Noncompliance with electronic I-9 completion, retention, security, audit trail or signature requirements.

While some of these errors may appear minor, they now can have significant consequences during an ICE inspection.

Increased Financial Exposure

The updated enforcement guidance substantially increases potential penalty exposure.

According to ICE and commentary analyzing the new rules, substantive Form I-9 violations currently carry penalties generally ranging from approximately $288 to $2,861 per violation, depending on applicable statutory and regulatory factors.

Liability can quickly escalate for employers with large employee populations.

Because each defective Form I-9 may constitute a separate violation, liability can quickly escalate for employers with large employee populations.

The updated guidance arrives amid a broader environment of increased worksite enforcement and heightened employer compliance scrutiny.

Industries such as construction, hospitality, manufacturing, agriculture, healthcare, staffing and food processing may face particular exposure because of workforce size, turnover rates or prior enforcement focus.

Electronic, Remote I-9 Compliance Under the Microscope

One of the most significant developments in the new guidance is ICE’s emphasis on electronic I-9 systems and remote verification procedures.

Employers using electronic I-9 platforms should ensure their systems comply with federal requirements governing:

• Electronic signatures;
• Audit trails;
• Security protocols;
• Record retention;
• Retrieval capabilities; and
• Production of legible records during government inspection.

Likewise, employers utilizing DHS-authorized alternative document examination procedures should carefully review their processes to confirm all required annotations and E Verify-related obligations are being satisfied.

Errors in these areas may now be treated as substantive violations rather than correctable technical deficiencies.

What Employers Should Do Now

The revised guidance makes clear employers can no longer rely on the assumption many common Form I-9 mistakes will be correctable if discovered during an audit.

Because a growing number of deficiencies are now classified as substantive violations, employers should take proactive steps to strengthen compliance programs before receiving a Notice of Inspection.

Key compliance steps include:

• Conduct a Proactive Internal I-9 Audit: Review current and retained Forms I-9 for completeness, missing signatures, date discrepancies, reverification issues and other commonly cited deficiencies. An internal audit is often the most effective way to identify issues before ICE does.
• Review Electronic I-9 Systems: Employers should confirm that electronic I-9 platforms satisfy all applicable regulatory requirements, including audit trail functionality, electronic signature standards, record retention protocols, retrieval capabilities and security safeguards.
• Evaluate Remote Verification Procedures: Organizations utilizing alternative document examination procedures should ensure all required steps are being followed and properly documented on the Form I-9.
• Train HR Personnel and Hiring Managers: Many I-9 violations occur during onboarding and reverification processes. Regular training can help prevent the types of completion errors that now carry significantly greater risk.
• Update Written I-9 Policies: Employers should maintain clear written procedures governing onboarding, reverification, document retention, document storage, and audit response protocols.
• Maintain Proper Recordkeeping: Forms I-9 should be retained for the required statutory period and, whenever possible, maintained separately from personnel files to facilitate efficient production during an audit.
• Develop an Audit Response Plan: Organizations should identify key internal stakeholders, understand where records are maintained and establish procedures for responding promptly to an ICE Notice of Inspection.

A relatively modest investment in compliance today may help prevent significant penalties, operational disruption and legal exposure tomorrow.

Understanding the Inspection Process

An ICE Form I-9 inspection generally begins with a Notice of Inspection, providing employers with at least three business days to produce Forms I-9 and supporting documentation.

Following its review, ICE may issue:

• A Notice of Compliance;
• A Notice of Technical or Procedural Failures;
• A Notice of Suspect Documents;
• A Notice of Discrepancies; or
• A Notice of Intent to Fine.

Given ICE’s revised classification framework, employers should expect inspections to involve greater scrutiny and significantly higher potential liability than in prior years.

Bottom Line

ICE’s March 2026 guidance represents one of the most significant changes to Form I-9 enforcement in nearly three decades.

By reclassifying many previously correctable errors as substantive violations, ICE has dramatically increased the potential consequences of routine compliance mistakes.

Employers that have not reviewed their I-9 processes within the past year should strongly consider doing so now.

ICE has dramatically increased the potential consequences of routine compliance mistakes.

In today’s heightened enforcement environment, I-9 compliance is no longer simply an administrative HR function—it is a critical risk management issue for every employer.

Proactive audits, updated procedures, training and careful attention to electronic and remote verification requirements can significantly reduce liability and help organizations navigate an increasingly aggressive enforcement landscape.

As ICE continues to increase scrutiny of employer compliance, a proactive approach can significantly reduce risk and help avoid costly penalties.

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About the author: Leonard D’Arrigo is a Harris Beach Murtha member and leader of the firm’s Immigration Practice, where he specializes in corporate and professional immigration