In a late-day bulletin on July 3, U.S. Citizenship and Immigration Services (USCIS) and E-Verify quietly released country-specific instructions that every U.S. employer must now follow when completing Form I-9 or running E-Verify queries for Temporary Protected Status (TPS) beneficiaries from Burma (Myanmar), Ethiopia, Haiti, Somalia, South Sudan, Syria and Yemen. The agencies were forced to act quickly after the Supreme Court’s June 25 decision opened the door for the Department of Homeland Security (DHS) to move ahead with plans to terminate TPS for Haiti and Syria. Because the Court left lower-court injunctions in place pending further proceedings, employment authorization for those nationals remains in legal limbo. To prevent accidental terminations and large-scale reverification backlogs, USCIS has instructed employers to treat “July 10, 2026” as the validity date when examining or reverifying TPS-based Employment Authorization Documents (EADs) for all seven affected countries—regardless of the actual printed expiration date. Practically, this means HR and global mobility teams should: (1) annotate Section 2 of the Form I-9 with the remark “TPS auto-extension until 07/10/2026 per USCIS”; (2) enter the same date when an E-Verify case is created; and (3) set a tickler to revisit the documentation as additional court orders or Federal Register notices are issued.
![USCIS and E-Verify issue new Form I-9 guidance for TPS holders from seven countries after Supreme Court ruling]()
For employers or individual workers who need broader immigration or travel assistance, VisaHQ can help streamline the process. Through its easy-to-use portal at the company offers up-to-date visa information, document procurement services, and tailored guidance that complements internal I-9 and E-Verify compliance efforts, ensuring that TPS beneficiaries and their employers stay on top of fast-moving U.S. immigration requirements.
The guidance stresses that “July 10” is not the automatic end of work authorization—particularly for Haiti and Syria, where litigation is still active—but merely a uniform placeholder designed to keep employers in compliance while the legal dust settles. The update is especially important for multistate employers because state workforce agencies can impose hefty fines for technical I-9 violations, and because E-Verify mismatch rates typically spike after major TPS rule changes. Jackson Lewis counsel Amy Peck, whose firm summarized the changes, recommends that companies with large non-immigrant workforces run an immediate audit to identify any employees from the seven countries and ensure their records are updated before the July 10 date hits internal dashboards. Looking ahead, mobility managers should monitor both the Federal Register and the USCIS news page. If DHS ultimately publishes final termination notices for Haiti or Syria, affected employees could lose work authorization with as little as 60 days’ notice, triggering large-scale duty-to-reverify obligations for employers. Conversely, if Congress intervenes—as several bipartisan bills now pending would do—the July 10 placeholder could be extended again or replaced by a completely new timetable.
For employers or individual workers who need broader immigration or travel assistance, VisaHQ can help streamline the process. Through its easy-to-use portal at the company offers up-to-date visa information, document procurement services, and tailored guidance that complements internal I-9 and E-Verify compliance efforts, ensuring that TPS beneficiaries and their employers stay on top of fast-moving U.S. immigration requirements.
The guidance stresses that “July 10” is not the automatic end of work authorization—particularly for Haiti and Syria, where litigation is still active—but merely a uniform placeholder designed to keep employers in compliance while the legal dust settles. The update is especially important for multistate employers because state workforce agencies can impose hefty fines for technical I-9 violations, and because E-Verify mismatch rates typically spike after major TPS rule changes. Jackson Lewis counsel Amy Peck, whose firm summarized the changes, recommends that companies with large non-immigrant workforces run an immediate audit to identify any employees from the seven countries and ensure their records are updated before the July 10 date hits internal dashboards. Looking ahead, mobility managers should monitor both the Federal Register and the USCIS news page. If DHS ultimately publishes final termination notices for Haiti or Syria, affected employees could lose work authorization with as little as 60 days’ notice, triggering large-scale duty-to-reverify obligations for employers. Conversely, if Congress intervenes—as several bipartisan bills now pending would do—the July 10 placeholder could be extended again or replaced by a completely new timetable.
