As workplace immigration enforcement increases nationwide, organizations can expect greater scrutiny of their I-9 forms. In the recent SHRM webinar “I-9 Compliance: What You Need to Know in 2025,” Paola Cecchi-Dimeglio, faculty chair of the Executive Leadership Research Initiative for Women and Minority Attorneys at Harvard Law School, discussed how to correctly fill out an I-9 form, the common mistakes employers make, the importance of internal auditing, and the various risks associated with noncompliance.

Basics of Form I-9

Cecchi-Dimeglio explained that employers use Form I-9 to confirm a worker’s “ID and [their] right to work in the United States.” There are some exceptions to this requirement, including individuals hired on or before Nov. 6, 1986; casual domestic workers; independent contractors; and workers not physically present in the U.S.

Everyone else, however, must have a Form I-9 completed on their behalf. “It is extremely important for the employer to be compliant, because otherwise you may get penalties and fines,” including the possibility of imprisonment, Cecchi-Dimeglio cautioned. “At the end of the day, it’s you who are exposing yourself.” However, the process isn’t something employers should fear, as it ensures they hire legally eligible workers.

Form I-9 has four sections, with each serving a distinct purpose. Section 1 focuses on employee information and attestation and must be completed by the employee no later than their first day of work, along...

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