USCIS Revokes EADs for Certain Parolees from CHNV Countries
On June 20, 2025, the Department of Homeland Security (DHS) began revoking Employment Authorization Documents (EADs) for certain foreign nationals who were previously paroled into the U.S. but whose parole has now been terminated. This development primarily affects nationals from Cuba, Haiti, Nicaragua, and Venezuela (CHNV) who received humanitarian parole under special programs.
These EAD revocations are part of a broader USCIS compliance effort and are already being implemented. Employers who use E-Verify must now respond quickly to identify and take appropriate action regarding affected employees.
🔍 What Triggered the EAD Revocations?
DHS has begun terminating parole for certain individuals who were previously authorized to live and work in the U.S. under temporary parole programs. Once parole is terminated, the EAD granted under that authority is no longer valid—even if the card appears unexpired.
The U.S. government has directly notified the individuals affected by these revocations. In parallel, it has also introduced tools to help employers identify impacted employees.
🧾 New “Status Change Report” in E-Verify
DHS launched a “Status Change Report” within the E-Verify system. This report allows employers to:
- View the revocation date, case number, and A-number of affected workers.
- Identify any employees whose EADs have been revoked, even if the physical card appears valid.
- Download the information as a CSV file for recordkeeping.
This new report replaces the older Case Status Alerts for EAD revocations.
⚠️ What Employers Must Do
- Log in to E-Verify regularly and run the new “Status Change Report” to identify any affected employees.
- For any listed employee, complete Form I-9, Supplement B to reverify their work authorization.
- Do not create a new E-Verify case.
- Do not accept the revoked EAD—even if it appears unexpired.
- Give employees a reasonable amount of time to present valid documentation under List A or List C.
Important: Employers may not continue to employ someone who fails to present proof of current employment authorization after reverification.
🧠 Practical Considerations for Employers
- While DHS guidance doesn’t specify an exact deadline, employers should adopt a consistent policy for reverification timelines (e.g., 10 business days).
- Employers should document their reverification efforts and keep notes on the timeline followed.
- If a third-party agent handles I-9 or E-Verify for your company, ensure they are accessing the report and taking timely action.
👥 What This Means for Affected Workers
Parolees whose EADs have been revoked may still be eligible to work if they can show authorization under another provision of immigration law (e.g., TPS, asylum, adjustment of status pending, etc.). They should:
- Consult an immigration attorney immediately.
- Gather alternative documentation of work authorization.
- Stay in communication with their employer during the reverification process.
📄 Further Guidance
USCIS has created a dedicated EAD Revocation Guidance webpage for E-Verify employers:
👉 EAD Revocation Guidance – USCIS
Additional information on reverification procedures is available at:
👉 I-9 Central: Supplement B Instructions
🧾 Conclusion
The revocation of parole-based EADs marks a significant shift in how USCIS handles humanitarian and discretionary parole programs. Employers must stay vigilant and act quickly when notified through E-Verify, while affected employees must be proactive in securing alternate work authorization. Legal counsel should be sought promptly to navigate these developments.
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