Times are changing, and so are the legal policies that govern us. It can be tough to keep up with the new regulations, particularly when you look at the new immigration policy changes under the current administration. The 2025 US immigration changes have had the biggest effect on workers themselves and their employment status in the country, but employers are not exempt from feeling the effects of the changes, either.
From ICE enforcement raids to the Form I-9 audits, there are many facets of the immigration executive orders that employers need to look out for right now. Depending on the new legislation, employers will need to be prepared to answer questions from employees who are affected by the changes and guide them through what comes next for them.
Every employer in the US needs to keep up with the immigration policy changes so they can plan ahead for what is to come.
The immigration policy changes bring up multiple new considerations for employers and their relationship with their employees. (Images: Pexels)
2025 US Immigration Policy Changes: What Does It Mean for Employers?
There are a few different immigration policy changes in the US in 2025, and employers need to thoroughly evaluate how they affect their business, consumers, and employees. Some of the orders that have been issued have been partially blocked, but their enforcement determines who is allowed to work in the US and whether they are awarded the status of a citizen or require a permit to work.
Executive Order 14160 has put an end to birthright citizenship for children who had at least one parent who is not a lawful permit holder or US citizen. Employers need to be careful to verify that their employees have all the necessary documentation and permits to work for them. There have also been changes to the Temporary Protected Status (TPS) allowances for individuals from Haiti and Venezuela, which affect their employment status as well.
Additionally, the DHS rescinded a policy from the previous administration that marked certain areas as “protected.” Previously, sensitive locations like schools, hospitals, and places of worship were protected so that immigration enforcement actions could not be executed within these areas. Now, the policy has changed. If you work at any of these institutions, protocols need to be explored for handling worksite enforcement actions.
Prepare for ICE Enforcement Raids and Set Protocols in Place
With a quota of 1,500 arrests per day across the US, ICE Raids have become more frequent, leading to a 627% increase in monthly arrests. These can be conducted more freely due to the lifting of protected status areas, so employers need to be more prepared for raids at their organization.
Businesses need to have a strategy in place for how to handle the ICE enforcement raids and designate specific individuals to interact with the enforcers in an official capacity to ensure the interaction goes off without a hitch. Some nonpublic areas of the workspace could be protected until a judicial warrant is presented, so businesses and their spokespersons need to know how to respond and navigate that conversation with the authorities.
Ensure all the Right Documents are in Place for Form I-9 Audits
Form I-9 documentation is set to be a key part in proving that employers did their due diligence in vetting their employees and ensuring they were eligible to work. ICE is not just invested in raids to capture citizens following the immigration policy change, but will also check employer documentation to evaluate their compliance with the new policies.
Form I-9 paperwork violations could result in penalties ranging between $288 to $2,861 per I-9 form. Additionally, penalties for knowingly hiring and retaining workers in violation of the immigration policies could add up to $716 to $28,619 per violation. Criminal penalties can also be filed, so employers should be careful about their hiring and documentation procedures.
To keep up with the 2025 US immigration changes, businesses should look into their own documentation and audit them carefully before external authorities arrive at their doorstep.
Reasserting America’s Global AI Dominance By Attracting Talent
Despite the administration’s general approach to eliminating workers from the US, in the matters of AI and experts who work with it, it appears that there might be a big push to bring them into the country. Executive Order 14179 is focused on removing barriers to American leadership in AI. It focuses on reviewing Executive Order 14110 and its already open-minded approach to expediting the visa process for talent working in AI fields.
The order does not explain what changes are being made to the previous order or whether it will relax the rules around the entry of workers in AI, however, the order will result in changes to USCIS policy for AI experts and applying for O-1, EB-1, or EB-2 National Interest Waiver (NIW) classifications and USCIS policy as it relates to entrepreneur parole. This might be a good thing for employers in the industry who are trying to bring in more talent to their organization.
Changes in Temporary Protected Status Designation
The Temporary Protected Status designation previously offered workers from Haiti and Venezuela some exceptions due to the conditions under which they arrived in the US. A new article has shortened the TPS designation status for Haiti from 18 months to 12 months. As a result, instead of terminating on February 3, 2026, it will now end on August 3, 2025.
Similarly, the protected status for those from Venezuela is no longer valid, although it had been previously been extended by the former Secretary of Homeland Security to April 2, 2026. The legal work permits that many of the Venezuelan TPS holders possess are no longer valid.
Employers will need to revisit the Employment Authorization Documents (EADs) for these employees and update the I-9 Form to reflect the changes. They can also offer support to these workers to secure alternate visas that may allow these employees to extend their stay.
The 2025 US Immigration Changes Are Essential for Every Employer to Understand
The immigration policy changes may not personally affect an employer, but they do matter to the organization and its employees. Businesses that intend to protect and support its worker and keep their documentation in order need to ensure that their HR teams are up to date on all the latest regulations. Some rules, like the immigration policy changes, may not appear to be relevant to employment procedures at first glance, but they are integral to every businesses’ operations.
The penalties for I-9 paperwork violations may seem small for a single violation, but they can quickly stack up when you ignore the necessary documentation and procedures for too long. Consulting a lawyer is in every businesses’ best interest. Whether you’re a small business or a large multinational corporation, keeping up with federal policies is essential to smooth everyday functioning.
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