While federal law dictates employment eligibility verification via Form I-9, states are increasingly enacting diverse laws regulating the employment relationship. Indiana's Senate Enrolled Act 76 emphasizes employer accountability, making it unlawful to knowingly hire unauthorized workers and establishing state enforcement with escalating penalties; E-Verify can demonstrate "reasonable diligence." Conversely, Oregon's House Bill 4111 prioritizes employee protections, prohibiting discrimination against those who lawfully update work authorization and limiting immigration status use in civil litigation. These contrasting approaches illustrate how states address different aspects of immigration-related employment within a single federal framework, creating a complex compliance challenge for multistate employers beyond federal I-9 requirements.
Employment eligibility verification in the United States is governed by a single federal framework. Whether an employer hires a worker in Indianapolis or Portland, the same federal Form I-9 process determines whether an individual is authorized to work in the United States.
For employers operating across multiple states, however, compliance does not end with federal immigration law.
States continue to regulate many aspects of the employment relationship, including hiring practices, workplace protections, licensing, anti-discrimination requirements, and employer...
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