The 2026 year does not offer a new I-9 Form, but it does focus on the electronic system deadlines and I-9 form expiration dates: Employers using the Form I-9 (08/01/23 edition) that expires July 31, 2026, must update their systems to the version expiring May 31, 2027, by that July 31st deadline. The new, updated form (with an 01/20/25 edition date) also carries the 05/31/2027 expiration, featuring minor language tweaks, like changing "gender" to "sex" in document descriptions, and an updated privacy notice. 

With electronic system deadlines, Employers need to ensure they are using the proper I-9 Forms based on the correct expiration date. Many times, these types of requirements make the processing of I-9 Forms confusing and full of potential fines and penalties.

The changes on January 1, 2025 I-9 Form had minimal administrative changes that some Employers are still not aware of and must be part of their process.

• Learn what the changes are for the I-9 Form for 2026
• Learn how Employers can review the electronic system deadlines and complete the correct I-9 Form
• Learn how having a proper I-9 form policy will provide a “Good Line of Defense” which will reduce or eliminate fines when ICE audits your I-9 Form
• Learn how having the following best practices, an I-9 Form Verification Policy, an internal I-9 form audit, and regular training can be the most effective procedure for eliminating fines and penalties
• Learn how conducting an internal audit will reduce the employer's liability
• Learn how following DHS’s requirement to have an electronic process is mandated in an I-9 form verification policy
• Learn how having a proper storage process will reduce fines and penalties
• Learn how electronic policy programs positively can impact your I-9 Form process

Form I-9 is a fillable form, which means you can type your answers directly into the form, except for the signature blocks. Employers and employees using this fillable form must print and manually sign it rather than typing or electronically affixing a signature because this fillable form does not meet DHS standards for electronic Form I-9 generation, storage, and retention systems. See 8 CFR section 274a.2. Failure to meet DHS standards for electronically generated, stored, and/or retained Form I-9 may result in fines and other penalties.

Employers and their authorized representative must understand that if the I-9 Form was an easy document to complete, we would not have an 8-page instruction manual and a 60-plus page manual to complete the 1-2-page form.

• All Employers
• Payroll Administrators
• HR Professionals
• Business Owners
• Company Leadership
• Compliance professionals
• Employer Authorized Representatives

During the Q&A session following the live event, ask a question and get a direct response from our expert speaker.

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SPEAKER

MARGIE FAULK

Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.

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