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ATTENTION: New Form I-9 Released On January 31, 2020 by USCIS

Department of Homeland Security | DHS.gov

On January 31, 2020, the United States Citizenship and Immigration Services (USCIS) released the newly updated Form I-9. This new version contains minor changes to the form and its instructions. Employers should begin using this updated form as of Jan. 31, 2020.

All U.S. employers must properly complete the Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers must complete the form.

The new version bears a revision date of 10/21/2019 (bottom left corner) and an expiration date of 10/31/2022 (top right corner). Although there is a short grace period, employers should start using the new version now. The Form I-9 Instructions have also been updated.

USCIS states that as of January 31, 2020, employers may use either the 07/17/17 N or the 10/21/2019 version. Starting May 1, 2020, employers shall use the 10/21/19 version. Prior versions of the form will be unacceptable after May 1st.


The new version contains only minor changes to the form and its instructions. On the Form, changes were made to reflect recent changes to country names. On the Instructions, updates were made to:

  1. Clarify who can act as an authorized representative for the employer

  2. Provide clarifications on acceptable documents for Form I-9

  3. Update the process for requesting paper Forms I-9

  4. Update the USCIS web address and DHS Privacy Notice

A revised Spanish version is also available. However, remember, that the Spanish version can only be used in Puerto Rico. Spanish-speaking employers and employees in the 50 states and other U.S. territories may print the Spanish Form I-9 and instructions for their reference, but must complete the form in English to meet employment eligibility verification requirements.

Need Help With Your I-9s? Do you need an in-person agent to complete your I-9 for remote employees located in Southern California (remember, all I-9 forms must be completed in-person, not via video chat or other method). Find out how to complete an I-9 form for a remote employee here. The Grady Firm, P.C. is here for you! Book your consultation today.

Make sure you meet your Form I-9 compliance obligations…audit your I-9s! The Grady Firm, P.C. can provide you with an onsite audit to make sure you are following I-9 requirements and best practices. Schedule an I-9 audit by calling (323) 450-9010 or email.

Please feel free to share this blog post or subscribe by clicking here. Follow us on Facebook @TheGradyFirm and on Instagram @TheGradyFirm.

The Grady Firm attorneys provide the following employment law services:

  1. Act as I-9 agent;

  2. I-9 audit preparation or defense;

  3. Employee v. independent contractor classification analysis;

  4. Assistance with converting independent contractors to employees;

  5. On-site, classroom-style Sexual Harassment training for employees and supervisors;

  6. “Experiential” supervisor training in which managerial employees practice processing a harassment complaint and commencing an investigation in pairs with other trainees.

  7. Draft and review Employee Handbooks, arbitration agreements, and Anti-Harassment policies;

  8. Employee personnel file audits;

  9. E-Verify account creation and monitoring;

  10. Assistance with the employee on-boarding, discipline, and termination process;

  11. Medical leave policies and implementation advising; and

  12. Litigation defense.

To learn more about ensuring your business is compliant with state and local laws, schedule a complimentary 15-minute consultation with The Grady Firm’s attorneys; call +1 (949) 798-6298; or fill out a Contact Request Form. The Grady Firm has offices in Beverly Hills, Newport, and San Diego, California.

*Jennifer A. Grady, Esq. is licensed to practice employment law in California.

This article is for informational purposes only, and does not constitute legal advice or create an attorney-client relationship. This article does not make any guarantees as to the outcome of a particular matter, as each matter has its own set of circumstances and must be evaluated individually by a licensed attorney.


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