Annual Disposal of E-Verify Employer Records: What You Need to Know - MBI Worldwide Background Checks and Drug Screening

The U.S. Citizenship and Immigration Services (USCIS) annually disposes of E-Verify employer records that are ten years old or older. This process is conducted by the National Archives and Records Administration (NARA) records retention and disposal schedule (N 1-566-08-7) established in 2008.

The primary reason for disposing of E-Verify employer records is to reduce security and privacy risks associated with the U.S. government’s retention of personally identifiable information (PII).

What employers need to know

Your company’s program administrator or corporate administrator is permitted to download and save your company’s employee historical records report, which includes the following information:

• Company name and location
• Initiated date and verification case number
• Employee name and date of initial resolution
• Date of additional resolution and final status
• Case closure date and case closure description

Form I-9 compliance: Employers are required to record or print and file all E-Verify case numbers for each corresponding Form I-9, Employment Eligibility Verification.

Disposal of records: USCIS disposes of E-Verify records that are ten or more years old each year. Employers have until January 5, 2025, to download records for E-Verify cases last updated on or before December 31, 2014. On January 6, 2025, USCIS will dispose of these records.

Exporting and retaining E-Verify case information:

1. Ensure your company’s program administrator or corporate administrator downloads and saves the Historic Records Report by January 5, 2025.
2. Record or print and file the E-Verify case number for each corresponding Form I-9.
3. Retain the Historic Records Report with the corresponding Forms I-9 in a secure location.

For detailed instructions on downloading and retaining records, see the official E-Verify Records Retention Instructions.

This article is for informational purposes only and does not constitute legal advice. Hiring professionals, HR professionals, and administrators should consult their legal counsel to ensure all actions comply with the law.