E-Verify Status Change Report: how to run it, read it, and reverify employees whose EADs were invalidated

The Status Change Report is an on-demand report in E-Verify, under the Reports tab, that lists cases created with an Employment Authorization Document (EAD) that DHS later invalidated. As of November 2026 it covers EAD categories A12, C08, C09, C11 and C19, posts new data about every two weeks, and shows each case's document invalidated date, case number, A-Number and invalidated document number. If a current employee's EAD card number matches the invalidated document number, you must reverify them on Form I-9 Supplement B within a reasonable amount of time, and you do not create a new E-Verify case.

The report is the one E-Verify tool that flags current staff, which is why it often comes up next to the rule that most employers may not run existing employees through E-Verify; that rule is covered in E-Verify for existing employees. This page is the working procedure for the report itself.

What is the Status Change Report, and why does it exist?

DHS can end the validity of certain EADs. E-Verify's August 2026 notice points out the practical problem: DHS does not collect previously issued cards, so an employee may still hold an EAD that looks valid and unexpired after the authorization behind it was invalidated. E-Verify used to flag these through Case Alerts. Its guidance now says invalidated EADs no longer appear in Case Alerts, and employers should regularly generate the Status Change Report instead.

The first report data in E-Verify's update table is dated June 20, 2025. The guidance is explicit that the report "does not replace an employer's legal requirement to verify employment eligibility for their employees in accordance with the Form I-9 process." It tells you which of your own cases used a card DHS has since invalidated; the follow-up happens on Form I-9.

Which EADs does the report cover?

The August notice says DHS may invalidate C08 and C09 EADs based on the withdrawal, approval or denial of the applicant's Form I-485 or Form I-589, and A12 and C19 EADs, following applicable procedures, based on the termination of a country's TPS designation. It also says DHS may revoke or terminate employment authorization and invalidate EADs at any time. For the Form I-9 side of each group, see Form I-9 for TPS workers and Form I-9 for refugees and asylees.

How do you run the report?

1. Log in to E-Verify and click the Reports tab at the top of the homepage.
2. Select the Status Change Report and generate it.
3. Save a dated copy with your Form I-9 compliance records, so you can show which data you acted on.
4. If an employer agent runs your E-Verify cases, contact the agent. The guidance says the agent can log in and generate the report with your company's case data, and the August notice says agents must notify their clients of any cases with invalidated EADs. See E-Verify employer agents.
5. Repeat when new data posts. E-Verify says employers are responsible for regularly accessing the report.

What does each entry show?

What do you do when a current employee is on the report?

1. Check that the person still works for you. Former employees need no action. You cannot remove them from the report, but there is no requirement to reverify or update their forms.
2. Compare card numbers. If the EAD card number presented for Form I-9 matches the invalidated document number, you must reverify. If it is different, you do not reverify until the employee's authorization expires.
3. Check for a recent reverification. If the employee was recently reverified with a List A or List C document other than the invalidated EAD, do not reverify again until that authorization expires.
4. Begin Supplement B immediately and complete it within a reasonable amount of time. E-Verify's guidance does not set a number of days, so set one standard and apply it to everyone.
5. Let the employee choose the document. Any unexpired List A or List C document. Do not accept the invalidated EAD, even if it appears unexpired, and do not reverify identity or List B documents. See I-9 List A, B and C documents.
6. Complete the block. Record the document title, number and any expiration date, then sign and date; the steps are in I-9 reverification. Employers who qualify for the DHS alternative procedure may examine the document remotely; see I-9 remote verification.
7. Do not create a new E-Verify case. The guidance says so twice.
8. If the employee cannot show current authorization, the guidance says you cannot continue employing them. It also reminds employers that the person may still be authorized under another status or provision of law and may provide other acceptable documents.

An employee on approved leave is still a current employee, so the same steps apply; see Form I-9 for employees returning from leave.

What must you not do?

The guidance repeats the Immigration and Nationality Act's bar on treating people differently because of national origin, citizenship or immigration status during Form I-9 or E-Verify, and says that applies to reverifying employees whose EADs were invalidated. You may not:

• ask for more or different documents than Form I-9 requires;
• require the employee to show the same type of document as before, or a particular document; or
• reject documents that reasonably appear to be genuine and to relate to the person presenting them.

The triggers E-Verify names are a matching card number in the report and the employee's own notice or disclosure. Asking everyone who holds an EAD in one of these categories to reverify, without either trigger, risks the different treatment the guidance warns against. See I-9 document abuse.

What if the report and the employee disagree?

How often does the report update?

The guidance says an updated report posts approximately every two weeks, and publishes a table of each update. The five most recent, as of November 10, 2026:

The start of the range moves from update to update, and E-Verify notes that each update includes EADs invalidated in the range it states. Generate a fresh report after each update rather than relying on an earlier download.

What happens when you change or leave an employer agent?

• An agent should not see data about cases it is no longer responsible for, so a former client drops off the agent's report.
• A client being terminated is given 30 days before termination, and its cases stay in the agent's report until the actual termination date.
• The guidance says the employer should request a Status Change Report from the agent before the account is terminated, because a new agent cannot pull the previous agent's data. While the client account is in active or pending termination status, the agent can still generate it.
• Any duty to keep telling a former client about later invalidations is a matter between the agent and that client.

A two-week routine

• Check the guidance page's table for a new data date.
• Generate the report and save a dated copy.
• Set aside former employees; match card numbers for current employees.
• Notify each matched employee the same way, and start Supplement B.
• Track every reverification to completion against your standard time frame.
• Agents: send each client its own matches.
• Create no new E-Verify cases.

Old cases do not stay in E-Verify forever: USCIS disposes of case records more than ten years old each year; see E-Verify records disposal. The case results themselves are explained in E-Verify case results explained.