On Friday, June 20, 2025, the Department of Homeland Security (DHS) issued an email to E-Verify participants titled “What Employers Need to Know”, announcing the revocation of Employment Authorization Documents (EADs) for certain parolees whose immigration status has been terminated. These revocations may apply to individuals on a case-by-case basis or in group-based actions, such as those affecting Cuban, Haitian, Nicaraguan, and Venezuelan (CHNV) parolees. 

To support employer compliance, DHS has introduced the “Status Change Report” which is available through the E-Verify system (New “Status Change Report” for E-Verify Users Following Parole Termination and EAD Revocation | E-Verify).    

This report identifies employees with revoked EADs and includes key details such as revocation date, E-Verify case number, and A-number. With this new feature, employers are now able to quickly identify impacted individuals and begin the reverification process. 

Key Features of the Status Change Report 

• Regular Updates: DHS will update the report on a “regular” basis as new EAD revocations are issued. This new tool replaces the previous use of Case Status Alerts for such updates. 
• Third-Party Access: If an employer uses an electronic I-9 solution provider or agent to manage the E-Verify process, that agent can also access the report. 
• Reverification Required: Employers must use Form I-9, Supplement B to reverify the work authorization of any employee listed in the report. 
• Revoked EADs Are Not Acceptable: Even if an EAD appears to be unexpired, it may not be used for reverification if it is listed as revoked in the Status Change Report. Employers are also advised not to create a new E-Verify case for the employee during this process. 

DHS has also launched a dedicated webpage for E-Verify employers which includes a helpful chart showing two important dates for each affected employee: 

1. The revocation date of the EAD, and 
2. The date the revocation information became available through the Status Change Report. 

Compliance Considerations for Employers 

While the DHS message uses permissive language such as “allows” and “should,” the Verification and Documentation Committee anticipates that DHS will treat the report as constructive notice to employers that an individual is no longer authorized to work. In practical terms, this means employers could be held liable for continuing to employ someone whose revoked EAD is listed in the report.   For more information, see (EAD Revocation Guidance For E-Verify Employers | E-Verify).   

Employers should exercise reasonable and consistent processes for reverification, including: 

• Documenting their internal procedures for reviewing the Status Change Report 
• Applying consistent timeframes for reverification 
• Keeping records of all actions taken in response to the report 

If you or someone you know may be affected by the EAD revocation process, we encourage you to contact our office to discuss your legal options and next steps. Foster LLP will continue to monitor these developments and provide updates through our website at www.fosterglobal.com.