Form I-9 Reminder: Use the Version Expiring May 31, 2027 

When completing Form I-9, Employment Eligibility Verification, employers must use the correct version of the form. As we approach August 2026, employers are reminded to use the appropriate version with the expiration date of May 31, 2027, not July 31, 2026.  

Beginning August 1, 2026 

Effective August 1, 2026, employers must use the Form I-9 (Edition Date 01/20/2025), which carries an expiration date of May 31, 2027.  

Employers may also use the following prior versions:   

• Form I-9 (Edition Date 08/01/2023) with an expiration date of May 31, 2027; and 
• Form I-9 (Edition Date 08/01/2023) with an expiration date of July 31, 2026, but only through the July 31, 2026 expiration date. 

Employers should carefully review their forms to ensure they are using an acceptable version. The edition date and expiration date can be found on Form I-9 and its instructions, with the edition date at the bottom of the page and the expiration date at the top.  

Employers should also remember to use the English-version of the form. Only employers in Puerto Rico can use the Spanish-language Form I-9.  Employers can use the Spanish-language form and instructions, however, as a translation tool.  

Important Reminder for Electronic I-9 Systems 

Employers utilizing an electronic Form I-9 platform should ensure that their systems are updated to the version bearing the May 31, 2027 expiration date no later than July 31, 2026. Taking proactive steps now can help avoid compliance issues and ensure continued adherence to federal employment verification requirements. 

Understanding Edition Dates vs. Expiration Dates 

When reviewing Form I-9 documentation, it is important to distinguish between edition dates and expiration dates. As a reminder: 

• Edition Dates are displayed in the format MM/DD/YY (e.g., 01/20/2025). 
• Expiration Dates are displayed in the format MM/DD/YYYY (e.g., 05/31/2027). 

Because U.S. Citizenship and Immigration Services (USCIS) may permit multiple editions of a form at the same time, employers should verify both the edition date and expiration date to ensure compliance. 

Need Assistance? 

Form I-9 compliance remains a critical component of every employer’s onboarding and reverification process. If you have questions regarding the latest Form I-9 updates, electronic I-9 system requirements, E-Verify, your organization’s employment verification practices, audits, or U.S. Immigration and Customs Enforcement response plans, please reach out to the Foster I-9 Team. We are glad to assist with compliance reviews, policy guidance, best practices, and training, to help keep your workforce authorization processes on track. 

For additional information regarding these updates, please visit the USCIS website’s Employment Eligibility Verification (Form I-9) page at Employment Eligibility Verification | USCIS, updated June 3, 2026. 

Foster LLP will continue to track Form I-9 and employer compliance matters and provide updates via Immigration Updates©, articles, and blogs on our website at www.fosterglobal.com.