Gryphon HR

The Department of Homeland Security (DHS) has proposed significant changes to employment authorization eligibility and duration for certain noncitizens, including individuals with humanitarian parole, deferred action, and pending asylum applications. Proposed changes could impact work permit availability, renewal requirements, and employer workforce planning if finalized.

Employers should note that the public comment period for this proposed rule closed on June 5, 2026. Organizations that may be affected by changes to employment authorization policies should review the proposal and monitor developments closely.

As immigration and employment eligibility requirements continue to evolve, maintaining strong I-9 compliance and reverification processes remains critical.

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DHS proposes sweeping limits on immigrant work permits Who is affected?: Humanitarian parolees, deferred action recipients, and immigrants with final removal orders would face tougher rules to obtain or renew work permits. What’s changing?: Proposals include one‑year limits, mandatory E‑Verify employers for renewals, proof of economic need, and st...

The DHS has automatically extended Temporary Protected Status (TPS) for Lebanon through November 27, 2026. Current TPS beneficiaries who continue to meet eligibility requirements may maintain their status and work authorization during the extension period. Existing Employment Authorization Documents (EADs) issued under Lebanon TPS are also automatically extended through November 27, 2026.

For employers, this update is a reminder to review Form I-9 records and ensure teams understand how automatic TPS-related EAD extensions impact employment eligibility verification. Employers participating in E-Verify should also be aware of DHS guidance regarding TPS-related work authorization extensions when managing employee records.

Read more: https://www.bal.com/immigration-news/united-states-lebanon-tps-automatically-extended/

United States | Lebanon TPS automatically extended The Department of Homeland Security prepublished a Federal Register Notice (FRN) on the designation of Lebanon for Temporary Protected Status (TPS), which DHS has automatically extended Lebanon’s TPS designation to Nov. 27, 2026.

The White House recently announced proposed changes to the administration of federal grant programs that could impact organizations receiving federal funding. Among the proposed updates is a requirement for grant recipients to use E-Verify as part of the eligibility verification process, along with additional oversight and compliance measures for federal awards. The changes are intended to strengthen program integrity, improve accountability, and help prevent fraud in federally funded programs.

Employers and organizations that receive federal grants should monitor developments closely and evaluate whether their current employment verification processes align with potential new requirements. As details continue to emerge, maintaining strong Form I-9 and E-Verify compliance practices remains an important part of workforce compliance planning.

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Exclusive | Trump White House overhauls distribution of $1T in taxpayer cash with English requirements, E-verify DC US Attorney Jeanine Pirro’s Office will also receive referrals of fraud within 10 days.

As midterms approach and immigration enforcement continues to increase, employers should expect greater scrutiny of hiring practices, work authorization compliance, and employment eligibility verification programs.

Immigration policy remains a key focus area, regardless of election outcomes, making proactive compliance more important than ever. Employers should review their Form I-9 processes, prepare for potential government audits or site visits, and ensure internal policies are consistently followed across the organization.

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Business Immigration After the Midterms (Part 1): What to Expect No Matter What Partner K. Edward Raleigh analyzes how post‑midterm US business immigration will shift toward heightened enforcement, worker‑protection scrutiny and cross‑agency oversight, urging employers to align hiring practices, sponsorship decisions and documentation with consistent, defensible workforce...

Waiting until ICE arrives to review your I-9 process is no longer a safe strategy.

Recent enforcement trends have significantly reduced employers’ ability to correct errors or mitigate risk once an investigation begins — making proactive I-9 readiness more important than ever.

Enforcement agencies are increasingly focused on how prepared employers are in the earliest moments of a worksite visit, and even small compliance gaps can lead to fines, expanded audits, or more serious enforcement actions.

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[Webinar] Before ICE Knocks: Building an Employer Response Program That Survives Real Enforcement - June 9th, 10:00 am PT | JD Supra Many employers still believe they can tighten up their I‑9s or formalize a response plan once enforcement activity begins. That assumption is no...

A new bill introduced in the Senate could significantly expand E-Verify requirements nationwide.

The proposed Mandatory E-Verify Act of 2026 would:
-Permanently reauthorize the E-Verify program
-Require all U.S. employers to use E-Verify
-Increase civil and criminal penalties for employing unauthorized workers
-Strengthen fraud prevention measures within the program
-Prevent states from restricting employer use of E-Verify

While E-Verify is already required for certain employers and in some states, this legislation would establish a national standard for employment eligibility verification.

If passed, the bill could have major compliance and onboarding implications for employers across every industry. HR and compliance teams should continue monitoring developments closely.

Read more: https://www.alreporter.com/2026/05/22/sen-katie-britt-introduces-bill-to-mandate-e-verify-nationwide/

Sen. Britt introduces bill to mandate E-Verify nationwide The bill would phase in workplace verification requirements, raise penalties for unauthorized employment and target identity fraud tied to Social Security numbers.

USCIS has issued a new policy memo emphasizing that Adjustment of Status (AOS) is a discretionary benefit — and signaling a stronger preference for consular processing abroad as the “ordinary” path to permanent residence.

Key questions remain around implementation, pending applications, and possible legal challenges. Employers with pending or planned green card filings should work closely with counsel to evaluate timing, documentation, and case strategy.

Read more:
https://www.globalimmigrationblog.com/2026/05/adjustment-of-status-under-scrutiny-uscis-moves-toward-stricter-discretionary-review/

Adjustment of Status Under Scrutiny: USCIS Moves Toward Stricter Discretionary Review Takeaways A new USCIS policy memorandum emphasizes that adjustment of status is a discretionary benefit and that consular processing abroad is the

ICE recently announced a nationwide enforcement initiative focused on fraud within the F-1 OPT and STEM OPT programs, signaling increased scrutiny for employers of international students.

The agency highlighted expanded site visits, documentation reviews, and enforcement activity tied to employment verification, training plans, and worksite compliance. Employers utilizing OPT or STEM OPT programs may want to review processes related to Form I-983, E-Verify participation, reporting obligations, and overall recordkeeping preparedness.

Read more: https://www.rnlawgroup.com/ices-opt-fraud-crackdown-a-compliance-guide-for-employers-of-f-1-students/

ICE's OPT Fraud Crackdown: A Compliance Guide for Employers of F-1 Students - Reddy Neumann Brown PC On May 12, 2026, U.S. Immigration and Customs Enforcement (ICE) held a press conference announcing what its leadership described as a coordinated,

Congressman Andy Ogles has introduced the ASSIMILATION Act, a wide-ranging immigration reform proposal that would make significant changes to U.S. immigration and employment eligibility policy.

The bill includes reforms to the H-1B visa program, mandatory use of E-Verify, changes to asylum and citizenship requirements, and elimination of the Diversity Visa Lottery. While the proposal reflects broader national immigration policy debates, employers may want to monitor potential impacts on workforce compliance, hiring practices, and employment verification processes.

Read more: https://ogles.house.gov/media/press-releases/rep-ogles-sen-tuberville-introduce-assimilation-act-end-mass-migration-and

REP. OGLES, SEN TUBERVILLE INTRODUCE ASSIMILATION ACT TO END MASS MIGRATION AND RESTORE AMERICAN CULTURAL COHESION Washington, D.C. — Congressman Andy Ogles introduced the “American System for Sustainable Immigration and Mass Immigration Limitations Achieved Through Imposing Oversight Nationally” Act, or the ASSIMILATION Act, an 83-page immigration reform bill that replaces the Hart-Celler Act of 1965 and ...

Missouri lawmakers have passed HB 2366, a bill that would give the state Attorney General expanded authority to investigate and penalize businesses that knowingly employ unauthorized workers.

The legislation also recognizes use of federal work authorization programs like E-Verify as an affirmative defense for employers acting in good faith. If signed into law, the measure would take effect August 28. Read more:

Missouri Legislature passes bill about businesses hiring illegal immigrants - Missourinet One of the bills the Missouri Legislature passed this year would give the Attorney General the authority to prosecute and sue businesses that knowingly hire people in the country illegally. House Bill 2366 was sponsored by State Rep. Jeff Vernetti, R- Camdenton. “If a contractor is knowingly hirin...