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Gryphon HR

Discover a better Form I-9 compliance solution. Manage Form I-9 compliance with greater ease and flexibility. See our difference.

GryphonHR distinctly delivers tailored electronic I-9 solutions to meet each organization's specific needs. GryphonHR helps to make compliance with HR regulations easier and more efficient. The user friendly solution helps to streamline HR compliance processes while reducing risk. From virtual onboarding tasks to Form I-9 compliance management, GryphonHR has you covered. Manage all of your employees and HR compliance tasks from a single, secure, mobile friendly platform. Contact us to see it in action and learn more!

10/30/2026

DHS has reduced the time refugees have to respond to a Notice of Intent to Terminate (NOIT) their refugee status from 30 days to just 10 days.

This shortened window gives affected individuals significantly less time to prepare a response and could have implications for employment authorization and Form I-9 compliance.

Read the full rule:

This interim final rule (IFR) amends Department of Homeland Security (DHS) regulations to expedite termination of refugee status when DHS determines an alien was not a refugee within the meaning of section 101(a)(42) of the Immigration and Nationality Act at the time of admission to the United...

10/28/2026

The DHS has finalized a rule eliminating automatic extensions of Employment Authorization Documents (EADs) for certain renewal applicants, reinforcing a policy that has been in effect since October 30, 2025.

Previously, eligible employees could receive automatic extensions of up to 540 days while their EAD renewal applications were pending. Under the finalized rule, many employees may now face gaps in work authorization if their renewals aren’t approved before their current documents expire.

What does this mean for employers?
Increased compliance responsibilities: Employers must closely monitor EAD expiration dates and Form I-9 reverification requirements.

Potential workforce disruptions: Employees awaiting renewal approval may need to temporarily stop working if their authorization expires.

Limited exceptions: Certain Temporary Protected Status (TPS) extensions and previously eligible renewals remain unaffected.

With USCIS reporting more than 432,000 EAD renewal applications pending for six months or longer as of June 2026, proactive planning is more important than ever.

Read more about the finalized rule and its implications for employers:

The Department of Homeland Security finalized the elimination of automatic work permit extensions on October 14, 2026.

10/26/2026

DHS has confirmed that Temporary Protected Status (TPS) beneficiaries from Ukraine and Sudan will retain their protections, including employment authorization, while the agency determines the future of both designations.

Although both TPS designations were previously scheduled to expire on October 19, 2026, DHS has not announced a formal extension or termination.

What does this mean for employers?

Work authorization continues: Eligible Ukrainian and Sudanese TPS beneficiaries remain authorized to work while awaiting further DHS announcements.

I-9 guidance remains unclear: USCIS has not issued updated Form I-9 or E-Verify instructions explaining how employers should document continued work authorization beyond October 19.

Compliance monitoring is essential: Employers should review affected employee records, monitor USCIS announcements, and prepare for additional guidance regarding reverification requirements.

The key takeaway: Continued work authorization does not eliminate an employer’s Form I-9 compliance responsibilities. Employers should avoid making assumptions about expiration dates or requesting unnecessary documentation while awaiting further clarification.

Read the full update:

The Department of Homeland Security (DHS) has not issued formal determinations regarding the future of Temporary Protected Status (TPS) for Ukraine and Sudan, even though Oct. 19, 2026, was previously listed as the relevant expiration date for both designations. On Oct. 20, U.S.

10/09/2026

Employers who use E-Verify -- don’t lose records you may need later!

USCIS has announced an upcoming disposal of older E-Verify records in accordance with its records retention schedule.

Before records are deleted, employers should review their E-Verify accounts and download Historic Records Reports for any information they need to retain.

Remember that employers are responsible for maintaining required Form I-9 documentation and associated E-Verify information, so don’t wait until records are no longer available in the system.

Take a few minutes to review your records now and make sure anything you may need for future compliance or audit purposes is properly retained.

Learn more from USCIS:

In accordance with the governing National Archives and Records Administration (NARA) Retention and Disposal schedule E-Verify employers have until Jan. 08, 2027, to download records for E-Verify cases last updated on or before Dec. 31, 2016. On Jan. 11, 2027, USCIS will dispose of these E-Verify rec...

10/07/2026

New Form I-9 inspection requirements are officially in effect for Washington employers.

As of October 1, 2026, Washington’s Immigrant Worker Protection Act requires employers to notify workers within five business days of receiving notice of a federal Form I-9 inspection.

The law also includes requirements for:
1.Posting notice of the inspection in the workplace
2. Providing notice directly to workers
3. Maintaining proof that required notices were delivered
4. Notifying affected workers of inspection results and potential I-9 deficiencies
5. Posting the Washington Attorney General’s workplace rights notice

For employers with workers in Washington, now is the time to make sure your I-9 inspection response procedures reflect these requirements.

Read more:

Starting October 1, Washington employers must notify their workers when a federal agency announces plans to inspect employment eligibility paperwork....

10/05/2026

Big news here at GryphonHR!

We are excited to partner with MeridianLink® to bring GryphonHR’s flexible, compliance-focused I-9 and E-Verify solutions to consumer reporting agencies using the TazWorks platform.

Through this partnership, TazWorks CRAs can give their clients access to configurable technology, dedicated compliance expertise, and the support they need to navigate the complexities of employment eligibility verification.

We’re proud to work alongside MeridianLink to make I-9 and E-Verify compliance simpler and more accessible for CRAs and the employers they serve.

Read the full announcement:

MeridianLink® is partnering with GryphonHR to bring I-9 and E-Verify capabilities to consumer reporting agencies on its TazWorks platform. The integration...

10/02/2026

The Department of Justice’s Immigrant and Employee Rights Section (IER) recently resolved an investigation involving a U.S. subsidiary of a foreign company and allegations of citizenship-status discrimination.

According to DOJ, an employee who had transferred to the United States alleged that the company did not hire her after she became a lawful permanent resident. She also alleged that the foreign parent company generally did not allow expatriate employees to obtain their own employment authorization while working in another country and that the U.S. subsidiary had adopted that policy.

During the investigation, the U.S. company:
-Changed its policy to explicitly prohibit discrimination based on citizenship status
-Offered the employee $485,000 in full back pay and benefits

The September 4th resolution is an important reminder for U.S. employers: immigration and work authorization policies should be reviewed not only for compliance with employment eligibility requirements, but also for potential discrimination based on citizenship or immigration status.

For multinational employers in particular, policies established by a foreign parent company may need to be evaluated carefully before being applied to employees in the United States.

Read the DOJ’s FY2026 Letters of Resolution:

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09/30/2026

A federal court has temporarily blocked a DHS rule that would have replaced the longstanding “duration of status” (D/S) framework for F, J, and I nonimmigrants with fixed periods of admission.

The rule was scheduled to take effect September 15, 2026. However, a preliminary injunction issued on September 14 prevents DHS from implementing or enforcing the rule while litigation continues.
What this means for employers:

For now, F-1 students, J-1 exchange visitors, I media representatives, and their dependents can continue operating under the existing duration-of-status framework. For employers, this also means avoiding the new tracking and extension requirements the rule would have created — particularly for employees working under CPT, OPT, and STEM OPT.

The rule has not been permanently struck down. Litigation is ongoing, and employers with affected workers should continue monitoring developments and preparing for potential changes.

Read more:

A federal district court in Massachusetts has temporarily postponed the effective date of a DHS rule that would have replaced the longstanding “duration of status” (D/S) admission framework for F, J, and I nonimmigrants with fixed periods of admission. The rule was scheduled to take effect on Se...

09/28/2026

The White House has extended its restrictions on the entry of certain H-1B workers for another 12 months, continuing a major change employers should keep on their immigration compliance radar.

Under the September 18 proclamation, certain H-1B petitions involving workers outside the United States must continue to be accompanied by a $100,000 payment, subject to limited national-interest exceptions. The extension took effect September 21, 2026, and is set to remain in place through September 21, 2027, absent another extension.

The proclamation also requires employers to obtain and retain documentation showing the required payment was made before filing an affected H-1B petition.

Read the full proclamation from the White House:

BY THE PRESIDENT OF THE UNITED STATES OF AMERICA A PROCLAMATION On September 19, 2025, Proclamation 10973 (Restriction on Entry of Certain Nonimmigrant Every child deserves a safe and nurturing home where they can learn, grow, and reach their full potential. Adoption makes that possible by opening t...

09/24/2026

Earlier this month, Massachusetts officials released additional guidance to help employers understand what to do when they receive a Notice of Inspection (NOI) from ICE.

The guidance clarifies that employers should:
• Provide written notice to each employee within 48 hours of receiving an ICE Notice of Inspection
• Notify employees individually — simply posting a workplace notice is not sufficient
• Provide the notice in each employee’s primary language
• Use or modify the state’s newly released sample notice to help meet the requirement

The guidance also encourages employers to provide written notice when they receive an NOI from another federal agency, even though the PROTECT Act specifically requires it for ICE notices.

Read more:

On September 8, 2026, Massachusetts Governor Maura Healey released guidance implementing the PROTECT Act. The law took effect on August 5, 2026, and...

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