The Handbook for Employers, Guidance for Completing the Form I-9 (M-274) has been updated to include information about the revised Employment Eligibility Verification, Form I-9 (Rev. 03/08/13) N that employers should begin using immediately for all new hires and re-verifications, according to a bulletin from the U.S. Citizenship and Immigration Services (USCIS). The revised Form I-9 (Rev. 03/08/13) is available at The updated Handbook (M-274) is available at

The USCIS bulletin reports that the name of the Handbook for Employers, Guidance for Completing the Form I-9 (M-274) has also changed slightly and the word “Guidance” has replaced “Instructions.” In addition, helpful new images have been added to illustrate how employees and employers can complete Sections 1-3 of the new form. Page 23 also contains updated guidance on recording changes of name and other identity guidance.

On March 8, 2013, the USCIS published a new Form I-9 (Rev. 03/08/13) N that employers should begin using immediately to comply with their employment eligibility verification responsibilities. Since the USCIS recognizes employers may need additional time to allow for use of the new form, employers may continue to use previously accepted revisions (Rev.02/02/09) N and (Rev. 08/07/09) Y for a 60-day period until May 7, 2013. After that date, all U.S. employers must use the revised Form I-9. The revision date of the Form I-9 is printed on the lower left corner of the form. Employers should not complete a new version of the Form I-9 for current employees if a properly completed Form I-9 is already on file.

The newly revised Form I-9 (Rev. 03/08/13) N has several new features and improvements designed to minimize errors in form completion. The key revisions to Form I–9 include:

  • Adding data fields, including the employee’s foreign passport information (if applicable) and telephone and email addresses.
  • Improving the form’s instructions to more clearly describe the information employees and employers must provide in each section.
  • Revising the layout of the form, expanding the form from one to two pages (not including the form instructions and the List of Acceptable Documents).

A Designated E-Verify Employer Agent such as Employment Screening Resources (ESR®) may help employers comply with Form I-9 regulations. For more information, visit Employment Screening Resources (ESR®) – ‘The Background Check Authority®’ – is a nationwide background screening provider accredited by The National Association of Professional Background Screeners (NAPBS®). For more information about ESR, visit, call Toll Free 888.999.4474, or email [email protected].


About Employment Screening Resources® (ESR):

Founded by safe hiring expert Attorney Les Rosen in 1997, Employment Screening Resources (ESR®) – ‘The Background Check Authority®’– provides accurate and actionable information that empowers employers to make informed hiring decisions for the benefit of their organizations, employees, and the public. CEO Rosen literally wrote the book on background checks with “The Safe Hiring Manual” and ESR is accredited by The National Association of Professional Background Screeners (NAPBS®), a distinction held by a small percent of screening firms. Employers choosing ESR know they have selected an agency meeting the highest industry standards. To learn more about ESR, visit or call toll free 888.999.4474.

About ESR News:

The Employment Screening Resources (ESR®) News blog – ESR News – provides employment screening information for employers, recruiters, and jobseekers on a variety of topics including credit reports, criminal records, data privacy, discrimination, E-Verify, jobs reports, legal updates, negligent hiring, workplace violence, and use of search engines and social network sites for background checks. For more information about ESR News or to send comments or questions, please email ESR News Editor Thomas Ahearn at [email protected]. To subscribe to the ESR News Blog Feed, visit To subscribe to the complimentary ESRcheck Report monthly newsletter, please visit


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