How to fix I-9 mistakes online step-by-step

Sections of Form I-9

The I-9, Employment Eligibility Verification consists of two sections and two supplements:

• Section 1: Employee Information and Attestation, completed by the employee
• Section 2: Employer or Authorized Representative Review and Verification, completed by employers
• Supplement A: Preparer and/or Translator Certification for Section 1, completed by those who assist employees in completing or translating Section 1
• Supplement B: Reverification and Rehires, completed by employers for employees who are rehired or whose employment authorization entails a re-verification process

And now that we better understand the basics of what needs to be completed, let’s cover what commonly gets mixed up in the first part.

Common mistakes in section 1 (Employee) and how To correct them

The most common errors in section 1 are:

• Failure to complete all required fields
• Failure to check the box for immigration status
• Incorrect documentation
• Not listing other last names, such as a maiden name
• Signature and date issues

Another mishap that tends to happen is that employees fail to complete the form by their first date of employment. The point is that employees — or their preparer or translator — are responsible for correcting their mistakes. Employers are not allowed to do so for them, so it can be a good idea to provide a friendly reminder so it does not fall to the wayside.

That said, correcting I-9 form errors is relatively easy. Employees can simply cross out the incorrect information, enter the correct information, and then initial and date the update. You can also attach an explanation as to why you needed to make the change or update. In the event a major error occurred – think leaving an entire section blank, then the employee is allowed to complete a new I-9 form.

Next, let’s find out the pitfalls to avoid in part two of the form.

Common errors in section 2 (employer) and how to correct them

Employers are responsible for completing section 2 of the Employment Eligibility Verification form within three business days of hiring the employee. For example, if an employee starts a new position on Monday, then the form must be completed by Thursday.

The most common errors in this section are:

• Incorrect information related to the employee’s documents
• Failure to sign and/or date the section
• Omission of an employee start date
• Incomplete business information

Likewise, taking more than three days to complete Section 2 after an employee starts is another common error on the employer side.

If multitasking is not your forte, it could be a good idea to schedule focused time when completing this part. Employers want to make a point of completing all parts of the Form I-9 properly and in full. If you don’t, you risk being subject to penalties under federal law. Only employers can make updates or correct errors in Section 2.

Fixing I-9 form mistakes for employers is also straightforward. Employers can draw a line through any incorrect information, enter the correct details, and initial and date the form. They can also submit an explanation regarding the updates. It’s possible to complete a new Section 2 if significant changes are required.

Why it’s important to use the correct version of Form I-9

It is critical to use the latest version of Form I-9. Not only does this keep you compliant with federal immigration laws, but it also reduces the risk of fines or legal issues related to employment authorization. The need for I-9 compliance corrections also decreases when the correct form is used the first time.

The Aug. 1, 2023, version of the I-9 is the most recent form. As of Aug. 1, 2026, employees and employers will use the version with a May 31, 2027, expiration date. There is also a Spanish version of the I-9 verification form.

Best practices for Form I-9 electronic records and compliance

There are a couple of steps employers can take to stay in compliance and manage employee records.

Handling remote employee I-9 verification

The latest version of the I-9 includes the option for remote employee verification. To that end, employers are required to obtain digital copies of employee ID and other documents, review them, and host a live video call to ensure all documents are authentic.

Once complete, employers can note that remote verification took place on the I-9. Employers who cannot manage this process can designate an authorized representative to conduct the remote verification.

Considerations for out-of-state employees

The employment authorization process is the same for out-of-state employees as for their in-state counterparts. This process can be conducted through the remote verification procedures.

Conducting regular I-9 audits

While the law does not require regular I-9 audits, some employers choose to perform them for compliance purposes. Employers should first determine audit purpose and scope as well as communicate information with employees. Furthermore, audits cannot be conducted “on the basis of an employee’s citizenship status or national origin, or in retaliation against any employee or employees for any reason,” according to US Immigrations and Customs Enforcement.

Using E-Verify for compliance

Administrated by the Social Security Administration and the U.S. Citizenship and Immigration Services, E-Verify is a newer technology that offers fast employment eligibility authorization. To enroll, companies set up an account and can then use E-Verify to electronically compare information on an employee’s I-9 with records available to the U.S. Department of Homeland Security and the Social Security Administration. Employers receive responses in seconds, confirming eligibility or requiring further action.

E-Verify state requirements can vary, so it’s important to review any rules and regulations for your state.