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USCIS Revised M-274 Handbook and Form I-9 Acceptable Documents

08 May

Update Applicable to:Effective date
All employersSee Details Below

What happened?

On March 25, 2024, in response to public inquiries about the Form I-9 Lists of Acceptable Documents, USCIS is clarifying its guidance, so employers have an easier time being compliant.

What are the details?

For acceptable documents:

  • Sample images of List C # 7 documents as well as information on acceptable documents are now easier to find on I-9 Central

Regarding the M-274 Handbook:

  • Revised subsections are:
    • List A Documents That Establish Identity and Employment Authorization
      (Sections 13.1).
    • List B Documents That Establish Identity (Section 13.2).
    • List C Documents That Establish Employment Authorization (Section 13.3)

Business Considerations

  • Employers should regularly check the USCIS website for updates to the M-274 Handbook and Form I-9 to stay updated.
  • Employers should ensure key employees (like the HR personnel) are trained in the new revisions and understand how to properly complete Form I-9.
  • Employers should pay special attention to List C #7 documents and ensure they are valid and acceptable.
  • Employers should maintain accurate and up-to-date records of all I-9 forms for each employee. Having a backup, physical and digital, is a best practice too.
  • Employers should ensure compliance with all federal regulations to avoid penalties and fines.
  • Employers should consider consulting with an immigration attorney or expert to ensure compliance with the revised guidance.

Source References


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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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