Form I-9 Update for August 2026: Which Version Employers Must Use Now

Employers completing Form I-9 on or after August 1, 2026 should use the version that shows an expiration date of 05/31/2027. USCIS published this transition date in its Forms Updates notice. The edition date remains 08/01/23, which makes the expiration date at the bottom of the form the practical detail your HR or onboarding team must check.

This is a timely operations update, not a reason to restart every personnel file. The immediate task is to make sure the form used for a new hire or another current Form I-9 completion comes from the correct USCIS edition. This article is general educational information, not legal advice. For case-specific employment-verification questions, use the official USCIS instructions and qualified counsel where appropriate.

The August 2026 change at a glance

USCIS's notice is specific: starting August 1, 2026, employers should use the Form I-9 version with the 05/31/2027 expiration date. Download the form from the official USCIS Form I-9 page instead of relying on an old local copy.

Why the expiration date matters more than the edition date here

Both versions in this transition carry the 08/01/23 edition date. That can make a file folder labeled only “I-9 08/01/23” misleading. The distinguishing marker is the expiration date printed on the form: 07/31/2026 or 05/31/2027.

For an employer, the cleanest control is simple: remove or clearly archive the version that expires 07/31/2026, then point every hiring workflow to the official current PDF or the updated version in the company’s authorized electronic I-9 system.

Who should take action now

• HR and people-operations teams: replace saved templates, onboarding packets, and shared-drive links.
• Hiring managers: make sure the correct form is used when a new employee completes Section 1 and the employer completes its section.
• Payroll, compliance, and legal teams: check that internal instructions and vendor configurations identify the 05/31/2027 expiration date.
• Employers using an electronic system: ask the provider to confirm the form edition available to users on and after August 1, 2026.

Form I-9 is an employment-verification record, not a visa or green-card application. Employers generally keep completed forms in their records; they do not send every completed Form I-9 to USCIS. The responsibilities of the employee and employer, the completion timing, acceptable-document rules, and retention requirements are described in USCIS's I-9 Central resources.

A five-step update checklist

1. Find every source of the form. Check HR folders, new-hire emails, internal portals, print packets, and electronic I-9 software.
2. Verify the expiration date. For current use from August 1, 2026, the form should display 05/31/2027.
3. Replace the old workflow link. Use USCIS's official Form I-9 page as the source of truth, or obtain written confirmation from your authorized provider.
4. Give the team a clear instruction. Explain that the 08/01/23 edition date alone is not enough to distinguish the two versions.
5. Keep existing records orderly. Do not alter a completed record merely to make it look like a new form. Use the current official guidance for any actual reverification, rehire, correction, or retention task.

Do not turn this update into unnecessary rework

The USCIS notice tells employers which version to use starting August 1, 2026. It does not instruct employers to recreate valid Forms I-9 already completed for existing employees solely because the acceptable version for future completion changed. Treat the update as a forward-looking workflow change, then consult the Handbook for Employers (M-274) for the rules that apply to reverification, rehires, corrections, and record retention.

It is also important not to ask employees for a particular document or more documents than the Form I-9 process permits. USCIS's form includes an anti-discrimination notice: employees choose which acceptable documentation to present. If your company is unsure how a special employment-authorization situation affects Form I-9, obtain qualified advice rather than improvising a document request.

Common errors to avoid

• Using a prefilled template without checking its footer. The file name may say “2023,” while the expiration date tells you which version it is.
• Assuming a vendor updated automatically. Confirm the edition shown to the person completing the form.
• Asking for a specific immigration document. Follow the Form I-9 instructions and acceptable-document process; do not choose documents for the employee.
• Replacing completed records unnecessarily. A current-form update is not, by itself, an instruction to redo every historical Form I-9.
• Using an unofficial download. Start with the official USCIS Form I-9 page and keep a record of your internal update.

FAQ

Where can I see the correct expiration date?

Open the current form from USCIS and look at the expiration date printed on the form. From August 1, 2026, employers should use the version showing 05/31/2027.

Does this change the employee's deadline to complete Section 1?

No. This update identifies the form version to use. USCIS's current Form I-9 instructions state that employees complete and sign Section 1 no later than their first day of employment, but not before accepting a job offer. Follow the complete current instructions for all timing requirements.

What if an employee needs reverification or is rehired?

Those are separate Form I-9 situations. Review USCIS's current instructions and the M-274 handbook before taking action; the Form I-9 update alone does not replace those rules.

Bottom line

For Form I-9 completions beginning August 1, 2026, use the version that expires 05/31/2027. Update internal links and vendor workflows now, train the people who handle new hires, and use USCIS Forms Updates as the authoritative confirmation of the change. That small check can keep an otherwise routine onboarding step from using the wrong form version.