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E-Verify is a free online system that compares information from a new employee’s Form I-9 with Department of Homeland Security (DHS) and Social Security Administration (SSA) records to confirm the employee is eligible to work in the United States. U.S. Citizenship and Immigration Services (USCIS) runs it. Employers create an E-Verify case after a person is hired, never before.

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This guide covers how a case works, what each result means, how to handle a mismatch and how E-Verify differs from Form I-9 and background checks. For help completing the form itself, see GoodHire’s Form I-9 guide. E-Verify is a federal program; GoodHire does not operate it.

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Key Takeaways

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Get A Background Check Today

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What Does E-Verify Check, and What Doesn’t It Check?

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E-Verify answers one question: does the information on this employee’s Form I-9 match records available to DHS and SSA that confirm the person may work in the United States? According to E-Verify, results can appear in as little as three to five seconds, and most cases receive a result of Employment Authorized.

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For some documents, E-Verify adds a photo check. Photo matching is triggered when the employee presents a U.S. passport, U.S. passport card, Permanent Resident Card (Form I-551) or Employment Authorization Document (Form I-766). The employer compares the photo E-Verify displays with the photo on the document, not with the employee’s face.

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E-Verify does not check:

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Those questions are answered by background screening, such as a criminal background check, employment verification or education verification.

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E-Verify vs. Form I-9 vs. a Background Check

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The three steps answer different questions and follow different rules.

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Form I-9E-VerifyBackground check
Question it answersHas the employee shown acceptable documents of identity and work authorization?Does the Form I-9 information match DHS and SSA records?What do records show about the candidate’s history, such as criminal records or past employment?
Who must use itAll U.S. employers, for each new hireVoluntary for most employers; required for someGenerally the employer’s choice; some roles and industries have legal screening requirements
WhenSection 1 by the first day of work; Section 2 within three business daysAfter hire and after Form I-9 is complete, by the third business day after work for pay beginsOften after a conditional offer; state and local laws may limit timing
Social Security numberOptional for the employee to provideRequiredDepends on the searches ordered
Governing rulesImmigration and Nationality Act and USCIS guidanceE-Verify Memorandum of Understanding (MOU) and User ManualFair Credit Reporting Act (FCRA) and state law when using a background check company
If there is a problemCorrect errors on the form; reverify expiring work authorization on Supplement BMismatch process with DHS or SSAFCRA adverse action notices
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E-Verify builds on Form I-9 rather than replacing it. E-Verify employers still complete and retain Form I-9, and E-Verify’s own comparison notes two extra requirements: the employee must provide a Social Security number, and any List B identity document must contain a photo.

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Background checks follow a separate process. The FTC explains that before getting a report from a background check company, an employer must give a stand-alone written notice and get the person’s written permission. Neither process replaces the other.

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Who Is Required to Use E-Verify?

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The E-Verify User Manual describes E-Verify as a voluntary program, with these main exceptions:

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Employers also enroll voluntarily. Under the E-Verify MOU, when an employer confirms a new hire’s identity and employment eligibility using E-Verify procedures, it establishes a rebuttable presumption that it did not knowingly hire an unauthorized worker with respect to that hire. That presumption can be overcome with other evidence, and it applies to confirmed cases, not to enrollment alone.

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How Does an E-Verify Case Work?

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  1. Complete Form I-9. The employee completes Section 1 by the first day of employment, and the employer completes Section 2 within three business days. E-Verify employers must collect the employee’s Social Security number.
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  2. Create the case. Enter the Form I-9 information in E-Verify no later than the third business day after the employee starts work for pay. If you create it late, E-Verify asks for a reason, such as awaiting a Social Security number. If you discover a missed case, create it right away.
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  3. Complete photo matching if prompted. Compare the photos and make a copy of the employee’s document to keep with Form I-9.
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  4. Read the case result and follow the next step for that result (see the table below).
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  5. Close the case and record it. E-Verify closes Employment Authorized cases automatically. Close all other cases yourself, then record the E-Verify case number on Form I-9 or attach the case details page.
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Example: An employee starts work for pay on a Monday at a business open Monday through Friday. Form I-9 Section 2 and the E-Verify case are both due by Thursday. You may not create the case before the person has accepted a job offer and completed Form I-9.

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What Does Each E-Verify Case Result Mean?

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The E-Verify User Manual describes these case results. In every case except a Final Nonconfirmation, the employer may not take adverse action because of the result.

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Case resultWhat it meansWhat the employer does
Employment AuthorizedThe information matched records confirming employment eligibility.Nothing further. E-Verify closes the case; record the case number.
E-Verify Needs More TimeDHS needs more time to check records. Most responses come within 24 hours; some take up to 3 federal government working days.Check E-Verify for an updated result. No employee action is needed.
Tentative Nonconfirmation (mismatch)The information did not match DHS records, SSA records or both.Notify the employee privately and follow the mismatch steps below.
Case in ContinuanceThe employee has contacted DHS or visited SSA, and the agency needs more time.Check E-Verify periodically. Contact E-Verify if the case stays open more than 60 federal government working days.
Close Case and ResubmitDHS or SSA could not process the case. A similar error appears if a document expiration date was entered incorrectly.Close the case and create a new one with correct information.
Final NonconfirmationE-Verify could not confirm eligibility after the mismatch process, or the employee chose not to take action or did not respond in time.Close the case and indicate whether you will continue to employ the person. The User Manual says the employer may terminate employment based on this result with no civil or criminal liability, citing the MOU.
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How Do You Handle an E-Verify Mismatch?

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E-Verify now uses “mismatch” as its plain-language term. In May 2022 it replaced “TNC” with “mismatch” and “contest” with “take action to resolve.” A mismatch can result from an unreported name change, a data entry error or an outdated government record. It does not mean the employee is unauthorized to work.

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Follow E-Verify’s mismatch steps:

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  1. Notify the employee privately as soon as possible, and within 10 federal government working days after E-Verify issues the mismatch. Review the Further Action Notice together and confirm the information at the top is correct. If you entered something incorrectly, close the case and create a new one.
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  2. Get the employee’s decision. The employee decides whether to take action to resolve the mismatch and signs the notice. Provide a translated notice if the employee has limited English proficiency.
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  3. Refer the case in E-Verify if the employee will take action, and give the employee the Referral Date Confirmation. Attach a copy to Form I-9.
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  4. Allow time to resolve it. After referral, the employee has eight federal government working days to call DHS or visit an SSA field office. Federal government working days are Monday through Friday, excluding federal holidays.
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  5. Check for updates and keep the employee working. Do not terminate, suspend, delay training, withhold or lower pay or take any other adverse action while the case is pending.
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If the employee chooses not to take action, or does not give a decision by the end of the 10th federal government working day, close the case. E-Verify says the case can then be treated as a Final Nonconfirmation, and that the employer may terminate employment with no civil or criminal liability under the MOU.

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What Rules Protect Employees in E-Verify?

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E-Verify’s rules and responsibilities and the Department of Justice’s Immigrant and Employee Rights Section set clear limits. Employers must not:

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Participating employers must also display the Notice of E-Verify Participation and the Right to Work poster in English and Spanish, including for remote employees.

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What Happens After a Case Is Closed?

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An Employment Authorized result does not end every obligation. E-Verify cannot be used to reverify expired employment authorization; that happens on Form I-9 Supplement B.

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E-Verify also publishes a Status Change Report inside the employer’s account. It identifies E-Verify cases created with certain Employment Authorization Documents that DHS later invalidated. According to E-Verify’s current guidance, employers should generate the report regularly and reverify listed employees on Supplement B without creating a new E-Verify case. Employees choose which acceptable documents to present.

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Under E-Verify’s rehire rules, if you rehire someone within three years of their previous Form I-9 and their earlier case was Employment Authorized, you may complete Supplement B instead of creating a new case.

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How Do You Enroll in E-Verify?

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Enrollment is free and completed online. Use this checklist:

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  1. Confirm whether a federal contract, state law or STEM OPT hire requires you to enroll, and which hiring sites are covered.
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  2. Complete the enrollment process, including your employer category, hiring sites, a program administrator and a signatory who signs the E-Verify Terms and Conditions of the MOU.
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  3. Have each user complete the E-Verify tutorial before creating cases.
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  4. Post the required notices and train hiring staff on the three-day deadline and mismatch steps.
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  5. Add E-Verify case creation and closure to your onboarding checklist, after Form I-9 and separate from background check steps.
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Under the MOU, DHS and SSA may review Forms I-9 and interview the employer and employees about E-Verify use, and E-Verify monitors account activity for misuse.

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Some employers create cases through third-party software or an E-Verify employer agent. For example, GoodHire’s parent company, Checkr, offers Form I-9 verification with an E-Verify integration as a product separate from background checks.

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Common E-Verify Mistakes to Avoid

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Frequently Asked Questions

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\n \n What is E-Verify used for? \n\n
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E-Verify is a free federal system that employers use to confirm a new employee’s eligibility to work in the United States. It compares information from the employee’s Form I-9 with Department of Homeland Security and Social Security Administration records. It does not check criminal history, past employment or education.

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E-Verify is voluntary for most employers. It is required for federal contractors whose contracts include FAR clause 52.222-54, for employers of STEM OPT students and for some employers under state law or a court order. State requirements vary and change, so confirm current rules with state officials or legal counsel.

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No. E-Verify only confirms employment eligibility against government records, after the person is hired and Form I-9 is complete. A background check from a consumer reporting agency looks at records such as criminal history or past employment and follows Fair Credit Reporting Act rules. Many employers use both because they answer different questions.

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Notify the employee privately and review the Further Action Notice within 10 federal government working days after the mismatch is issued. If the employee chooses to take action, refer the case; the employee then has eight federal government working days to contact DHS or visit an SSA field office. The employer may not take adverse action while the case is pending.

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Employers may not use E-Verify to pre-screen applicants. A case is created only after the person accepts a job offer and completes Form I-9. Employers also generally may not create cases for employees hired before they enrolled, though federal contractors have limited exceptions.

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\n\t\t\t\tDisclaimer\t\t\t
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The resources provided here are for educational purposes only and do not constitute legal advice. We advise you to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws.

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Get A Background Check Today

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","date":"2026-10-13T07:00:00","tableOfContentsGraphQL":"","author":{"node":{"firstName":"Cheri","lastName":"Saito","name":"Cheri Saito","overviewSocialMedia":{"patternsSocialMedia":[{"fieldGroupName":"User_Overviewsocialmedia_PatternsSocialMedia_LinkedinIn","patternsSocialMediaLinkedinInUrl":"https://www.linkedin.com/in/cherisaito/"}]},"authorInfo":{"bio":"

Cheri Saito covers verification and Form I-9 compliance topics at Checkr, drawing on research and analytics experience at technology companies including Stripe and Twitter. Her writing connects screening practices to real-world hiring outcomes.

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Find out what an SSN Trace does and why it’s an important part of the background check process. We answer employer FAQs and break down what you need to know.

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Remote onboarding new employees can be challenging for companies. Here we share ways to make the process more seamless, including adding identity verification checks.

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