As we approach the end of the year, it’s time for employers to prepare for an important annual task—USCIS’s E-Verify record purge. Each year, the E-Verify program deletes records that are more than ten years old, often going unnoticed by many U.S. employers. For 2025, the key date to mark is January 5th. After that, any E-Verify records dated before January 1, 2015, will no longer be accessible.
So, why does this matter? It ties directly into best practices for employers participating in E-Verify. At Guidepost, we consistently advise our clients on minimizing risk, and this is a simple but effective way to do just that. Ensuring you retain any necessary records before the purge can streamline your compliance processes and reduce potential liability—without requiring significant time or effort.
All E-Verify company participants are required to record the E-Verify case verification number on each corresponding Form I-9 or attach a copy of the E-Verify case details page to the Form I-9. To absolutely ensure you have historical records of your E-Verify case records, take advantage of the opportunity to download your company’s “Historic Records” report. Please use the following USCIS-provided links to access the fact sheet on E-Verify Records Retention and Disposal and instructions for downloading the report. Program administrators or your corporate administrator can download your company E-Verify records which include the following data points:
- 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
This best practice adds lots of value to your employment eligibility verification program, including the solidification of your compliance with federal requirements. If you are ever audited by the government, including Immigration and Customs Enforcement (ICE) Homeland Security Investigations (HSI), your extra diligence in this area will be noticed and could serve as a mitigating factor in the determination to serve you with a compliance letter, warning, or a Notice of Intent to Fine (NIF). All steps by businesses to fortify their I-9 and E-Verify programs are very relevant and crucial to stay ahead of all risks. Make sure you take advantage of this opportunity.
Guidepost’s I-9 compliance experts are well-versed in the ever-evolving regulations affecting your employment eligibility processes. Our team actively engages with businesses of all sizes across the country, ensuring they stay ahead of new requirements through tailored guidance and ongoing support. We specialize in conducting comprehensive compliance assessments, developing customized remediation strategies, and delivering targeted training programs to strengthen HR teams quickly and effectively.
