The Rules Have Changed. Does Your Process Know That?

For nearly three decades, employers operated under a familiar framework for I-9 compliance. Certain errors were correctable. Audits were manageable. The margin for error, while never generous, was at least predictable.

That framework has shifted. Earlier this year, ICE quietly reclassified a significant number of common administrative errors from correctable technical violations to substantive ones subject to immediate penalties. No public announcement. No rulemaking. Just a changed fact sheet, and many organizations are still trying to catch up.

With audit volume rising sharply and penalties reaching up to $28,619 per violation for the most serious offenses, the cost of treating I-9s as routine paperwork has never been higher. This session will help you understand exactly what has changed and what to do about it.

What You Will Learn:

• What ICE’s March 2026 guidance update changed, and which errors now carry immediate penalty risk
• How audit triggers work and why organizations with high-volume or seasonal hiring face heightened exposure
• The most common I-9 mistakes HR teams make, and how to identify them in your existing forms before an auditor does
• How to build an internal audit process that demonstrates good faith and reduces your liability profile
• What remote and hybrid hiring means for verification compliance, and where gaps tend to appear
• Practical steps to retrain staff, standardize procedures, and get audit-ready without overhauling your entire onboarding workflow

Why This Matters Now

ICE enforcement activity has increased dramatically, with audits now occurring at a pace far exceeding prior years. The reclassification of previously correctable errors means that mistakes HR teams have long relied on fixing after the fact may now result in fines the moment an inspector walks in.

The shift is not just about higher penalties. It is about a narrower window to respond and fewer defenses available when errors are found. Organizations that wait for a Notice of Inspection to prompt a review of their I-9 practices are increasingly finding themselves without options.

Getting ahead of this is not a compliance project for later. It is a business risk issue now.

Who Should Attend

• HR and talent acquisition leaders responsible for onboarding and employment eligibility verification
• Legal and compliance teams managing immigration-related employment risk
• Operations and HR managers at organizations with high-volume, seasonal, or distributed hiring
• Payroll and workforce management professionals involved in new hire documentation
• Anyone who hasn’t reviewed their I-9 processes since the March 2026 enforcement changes took effect

REGISTER FOR THIS FREE WEBINAR NOW

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