I-9 Verification & E-Verify Services for Employers

Form I-9 is a required federal document that every U.S. employer must complete for each new hire. It verifies the employee’s identity and their authorization to work in the United States. Section 1 is completed by the employee on or before their first day of work. Section 2 is completed by the employer within three business days of the start date, after reviewing acceptable identity and work authorization documents.

E-Verify is mandatory for federal contractors and subcontractors, and is required by law in several states including Arizona, Mississippi, Alabama, South Carolina, and others. For most private employers, E-Verify is voluntary at the federal level but may be required by state law. Bchex integrates E-Verify directly into the I-9 workflow so submission happens automatically when required.

With bchex’s electronic I-9 processing, employees complete Section 1 online before or on their first day. The employer completes Section 2 within three business days of the employee’s start date by reviewing identity and work authorization documents. E-Verify results are typically returned within seconds to a few days.

Form I-9 is the paper or electronic form that every employer is legally required to complete and retain for each employee. E-Verify is a separate, web-based system run by USCIS and SSA that electronically confirms the information provided on the I-9 against government databases. The I-9 is mandatory for all employers; E-Verify is mandatory only for certain employers depending on federal contracts and state law.

The employee must complete Section 1 of Form I-9 no later than their first day of work. The employer must complete Section 2 within three business days of the employee’s start date. For E-Verify employers, the E-Verify case must be created within three business days of the employee’s start date or the date Section 2 is completed, whichever is later.

I-9 verification is not technically part of a criminal background check, but it is a required step in the overall employment screening and onboarding process. Many employers complete the I-9 alongside their background check through the same platform. Bchex allows you to order I-9 verifications directly from the dashboard as soon as a background check is completed and an offer is accepted, keeping everything in one workflow.

Acceptable documents fall into three categories. List A documents establish both identity and work authorization (e.g., U.S. passport, permanent resident card). List B documents establish identity only (e.g., driver’s license, state ID). List C documents establish work authorization only (e.g., Social Security card, birth certificate). An employee must present either one List A document, or one document from List B and one from List C.

Employers must retain Form I-9 for three years after the date of hire or one year after the date employment ends, whichever is later. Bchex stores all electronic I-9 records securely and manages retention timelines automatically so employers stay audit-ready without manual tracking.

Employers who fail to properly complete, retain, or present Form I-9s can face civil penalties ranging from hundreds to thousands of dollars per form, depending on the severity and whether it is a first or repeat violation. ICE conducts I-9 audits, and penalties have increased in recent years. Using an electronic I-9 system like bchex helps reduce errors and ensures forms are completed on time.

Yes. Federal regulations allow employers to complete and store Form I-9 electronically, as long as the system meets specific requirements for security, integrity, and audit trail. Bchex’s electronic I-9 system meets these requirements, allowing employees to complete Section 1 remotely, upload documentation, and receive automated notifications throughout the process.

As of 2026, states that require E-Verify for some or all employers include Alabama, Arizona, Colorado, Florida, Georgia, Idaho, Indiana, Louisiana, Michigan, Minnesota, Mississippi, Missouri, Nebraska, North Carolina, Oklahoma, Pennsylvania, South Carolina, Tennessee, Texas, Utah, Virginia, and West Virginia. Requirements vary — some states mandate E-Verify for all employers, while others require it only for public employers or contractors. Federal contractors and subcontractors are also required to use E-Verify regardless of state.

A Tentative Nonconfirmation (TNC) means E-Verify was unable to immediately confirm the employee’s work authorization. The employee has the right to contest the TNC and resolve the mismatch with the relevant agency (SSA or DHS) within a specified timeframe. Employers cannot take adverse action against an employee based solely on a TNC. Bchex tracks TNC status and deadlines automatically within the I-9 workflow.