DHS EAD Revocation Employer Update

The DHS EAD revocation employer update requires businesses to proactively generate the new Status Change Report in E-Verify and complete reverification with Form I-9 Supplement B to ensure compliance amid new immigration enforcement changes.

DHS Ends EAD Alerts, ICE Raids Resume, TPS Changes, and More

The Department of Homeland Security (DHS) has announced that it will no longer send case alerts to notify E-Verify employers when an employee’s Employment Authorization Document (EAD) is revoked, often due to parole termination. Instead, employers must now proactively generate the new “Status Change Report” in E-Verify to identify affected employees and complete reverification using Form I-9, Supplement B, within a reasonable timeframe.

What Employers Need to Know:

• DHS will no longer issue EAD revocation alerts through E-Verify; employers must generate the Status Change Report.
• The report includes revocation date, case number, and A-number for impacted employees.
• Employers must reverify work authorization using Form I-9, Supplement B for any employee listed in the report.
• Do not accept revoked EADs – even if they appear unexpired—and do not create a new E-Verify case.
• Reverification is also required if an employee voluntarily discloses their EAD has been revoked.
• Employers must complete all reverifications within a “reasonable amount of time” to remain in compliance.

If you need guidance navigating these new requirements or managing E-Verify compliance, contact Monty & Ramirez LLP at 281-493-5529.

DHS Guidance:

• EAD Revocation Guidance for E-Verify Employers
• New “Status Change Report” for E-Verify Users Following Parole Termination and EAD Revocation

OBBA Passes: What Employers Should Know About the New Immigration Provisions

The newly passed One Big Beautiful Bill Act (OBBA) includes sweeping changes across multiple sectors, but for employers and immigration professionals, the most immediate impact lies in the bill’s significant investment in immigration enforcement. The legislation allocates nearly $150 billion in additional border and immigration spending—including $46.5 billion for new U.S.–Mexico border wall construction and approximately $30 billion for Immigration and Customs Enforcement (ICE). This funding will support the hiring of thousands of new ICE agents, expansion of detention facilities, increased deportation operations, and broader enforcement actions nationwide.

For businesses that employ foreign nationals or work with visa-dependent talent, the OBBA signals a new era of heightened scrutiny. While legal immigration pathways remain intact, increased ICE funding and operational capacity will likely lead to more audits, workplace enforcement actions, and detention-related delays. Employers should review their I-9 compliance procedures, stay updated on employment authorization document (EAD) policies, and ensure their teams are prepared for possible changes in processing times or enforcement trends. For guidance on staying compliant and minimizing risk, contact the attorneys at Monty & Ramirez LLP at 281-493-5529.

ICE Resumes Aggressive Worksite Enforcement: What Employers Need to Know

U.S. Immigration and Customs Enforcement (ICE) has resumed large-scale worksite enforcement operations, marking a return to Trump-era tactics that focus on high-volume arrests at farms, restaurants, hotels, and food processing plants. After briefly signaling a pause on such operations, ICE is now under directives to meet daily arrest quotas, creating renewed uncertainty for employers in industries that depend on immigrant labor. With no sector off-limits, businesses should immediately review their I-9 compliance procedures, train staff on how to respond to enforcement actions, and consult legal counsel to mitigate risks in the face of these intensified raids.

Texas Directs Colleges to Identify Undocumented Students After Court Blocks Dream Act

In the wake of a federal court blocking the Texas Dream Act, the state’s higher education commissioner has ordered all public colleges and universities to identify and reclassify students who are not lawfully present in the U.S. as out-of-state residents. This shift could dramatically increase tuition—often more than double—for thousands of students who previously qualified for in-state rates under the 24-year-old law. Institutions now face the challenge of determining students’ immigration status without clear guidance, raising serious concerns about privacy, due process, and the risk of inconsistent implementation.

F, M, and J Visa Applicants Must Make Social Media Public Under New State Department Rule

The U.S. State Department has implemented new security measures affecting foreign nationals applying for F, M, and J nonimmigrant visas—typically used for students and exchange visitors. These applicants are now required to make their social media accounts public as part of a more comprehensive vetting process. Employers and sponsors working with interns, trainees, or student workers under these visa categories should be aware of the added screening step and prepare applicants accordingly. For questions on how this policy may impact your workforce planning or visa sponsorships, contact Monty & Ramirez at 281-493-5529.

H-1B Layoffs: What to Do Within the 60-Day Grace Period

Tech industry layoffs continue to impact thousands of foreign workers on H-1B and other employment-based visas. If you’ve been laid off, you have a 60-day grace period to find a new employer, change your immigration status, or leave the U.S. During this time, employers are required to notify USCIS of the employee’s termination and may be responsible for the employee’s return travel costs if the termination occurs before the expiration of the H-1B. If you’ve begun the green card process, you may still retain your priority date—but timing and legal strategy are critical. In some cases, filing to change to B-2 visitor status can buy additional time, though it does not permit work. Given the high stakes—particularly for individuals from backlogged countries like India and China—it’s essential to act quickly and consult with an immigration attorney.

TPS for Nepal Ends August 5, 2025

DHS has announced that Temporary Protected Status (TPS) for Nepal will officially end on August 5, 2025, following a review that determined the country no longer meets TPS criteria. Employers with Nepali nationals on their workforce should begin planning now, as affected employees may lose work authorization unless they qualify for another legal status. A 60-day transition period is in effect, and certain employment authorization documents (EADs) have been automatically extended through the termination date. To discuss alternative immigration options—such as employer-sponsored petitions, nonimmigrant visas, or adjustment of status—contact Monty & Ramirez at 281-493-5529.

TPS for Haiti Ends September 2, 2025—Haitian Nationals Urged to Explore Legal Options

The Department of Homeland Security has announced the termination of Temporary Protected Status (TPS) for Haiti, with the designation set to expire on August 3, 2025, and full termination effective September 2, 2025. Citing improved conditions in Haiti, DHS encourages Haitian nationals to prepare for their return or to pursue lawful immigration options if eligible. Haitian TPS holders should act quickly to explore pathways such as adjustment of status, asylum, or other immigration benefits. For help understanding how this change may affect you or your employees, contact Monty & Ramirez at 281-493-5529.

TPS for Honduras to End in September 2025

The Department of Homeland Security (DHS) has announced that the Temporary Protected Status (TPS) designation for Honduras will be terminated effective September 6, 2025—60 days after its publication in the Federal Register on July 8, 2025. DHS determined that the conditions caused by Hurricane Mitch in 1999 no longer warrant TPS protection. As a result, approximately 72,000 Hondurans currently holding TPS must prepare for this change. Employment authorization will remain valid during the 60-day transition period. It is important for TPS holders to explore alternative immigration options as soon as possible.

TPS for Nicaragua to End in September 2025

The Department of Homeland Security (DHS) has announced the termination of Temporary Protected Status (TPS) for Nicaragua, effective September 6, 2025—60 days after publication in the Federal Register on July 8, 2025. After reviewing current conditions in Nicaragua, DHS concluded the country has sufficiently recovered from the natural disaster that led to its initial TPS designation in 1999. With improved infrastructure, economic development, and the ability to accept returning nationals, Nicaragua no longer meets the statutory requirements for TPS. Approximately 4,000 Nicaraguans with TPS will be affected. Employment authorization remains valid during the 60-day transition period.

July 2025 Visa Bulletin

A. Final Action Dates for Employment-Based Visa Applications

For July 2025, USCIS announced it will use the Final Action Dates chart published by the Department of State.

All Chargeability Areas Except Those Listed	CHINA-mainland born	INDIA	MEXICO	PHILIPPINES
1st	C	15NOV22	15FEB22	C	C
2nd	15OCT23	15DEC20	01JAN13	15OCT23	15OCT23
3rd	01APR23	01DEC20	22APR13	01APR23	08FEB23
Other Workers	08JUL21	01MAY17	22APR13	08JUL21	08JUL21
4th	U	U	U	U	U
Certain Religious Workers	U	U	U	U	U
5th Unreserved(including C5, T5, I5, R5)	C	22JAN14	01MAY19	C	C
5th Set Aside: Rural (20%)	C	C	C	C	C
5th Set Aside: High Unemployment (10%)	C	C	C	C	C
5th Set Aside: Infrastructure (2%)	C	C	C	C	C

Staying informed and proactive about changes in immigration enforcement and compliance requirements is essential for employers. By understanding the new DHS EAD revocation procedures and utilizing tools like the E-Verify Status Change Report, businesses can better manage risks and maintain a compliant workforce. For personalized guidance and legal support, contact Monty & Ramirez LLP to ensure your policies and practices are up to date.