Every U.S. employer is required to verify the identity and employment authorization of each employee using Form I-9 and to keep those records in a way that can withstand government review. Errors in an employer’s I-9 records — even unintentional ones — can create legal exposure if the employer is inspected.
Certain errors on an existing I-9 form can be corrected using established procedures, but corrections must be made properly and documented — simply redoing or replacing a form can create additional problems. A self-audit is generally the first step toward understanding the scope of an issue before deciding how to address it.
A Notice of Inspection starts a specific process with its own deadlines. How an employer responds — including whether records are produced, how any errors found are disclosed, and whether a corrective action plan is implemented — can affect the outcome.
Inspection procedures, response deadlines, and civil penalties are set by federal regulation and are adjusted periodically, so they are not listed here. Current figures are available directly from ICE, HSI, and USCIS, and can be discussed during a consultation.