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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 employe

es and HR compliance tasks from a single, secure, mobile friendly platform. Contact us to see it in action and learn more!

06/01/2026

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.

Read more:

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...

05/29/2026

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.

Learn more:

Many employers still believe they can tighten up their I‑9s or formalize a response plan once enforcement activity begins. That assumption is no...

05/28/2026

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/

The bill would phase in workplace verification requirements, raise penalties for unauthorized employment and target identity fraud tied to Social Security numbers.

05/27/2026

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/

Takeaways A new USCIS policy memorandum emphasizes that adjustment of status is a discretionary benefit and that consular processing abroad is the

05/22/2026

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/

On May 12, 2026, U.S. Immigration and Customs Enforcement (ICE) held a press conference announcing what its leadership described as a coordinated,

05/20/2026

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

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 ...

05/18/2026

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:

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...

05/15/2026

USCIS has updated guidance for employers completing Form I-9s for employees with Yemen Temporary Protected Status (TPS) after a federal court temporarily blocked the program’s termination.

The update extends certain EAD validity dates and provides new Form I-9 and E-Verify instructions, including using “July 1, 2026” as the expiration date. Employers should review their reverification processes closely and monitor USCIS updates to stay compliant. Read more: https://www.bal.com/immigration-news/united-states-yemen-tps-termination-update-latest-form-i-9-e-verify-instructions/

U.S. Citizenship and Immigration Services published an update on the termination of Temporary Protected Status (TPS) for Yemen that included new USCIS published an update on the termination of Yemen’s TPS designation, including Form I-9 and E-Verify instructions.

05/13/2026

ICE’s updated Form I-9 inspection guidance is changing how employers should think about compliance. Errors once considered “fixable” may now be treated as violations the moment an inspection begins — leaving less time to correct issues before penalties apply.

With increased scrutiny around technical and substantive I-9 errors, proactive audits and accurate recordkeeping are more critical than ever for employers. Read more: https://www.forbes.com/sites/alonzomartinez/2026/05/08/ices-i-9-shift-changes-when-employers-can-fix-errors/

ICE’s updated I-9 guidance expands which errors may be treated as substantive violations, changing when employers can still fix issues before penalties apply.

05/11/2026

New USCIS screening and vetting guidance may lead to longer case timelines, increased scrutiny, and shorter Employment Authorization Document (EAD) validity periods for some workers.

For employers, that could mean more frequent Form I-9 reverifications and added compliance tracking responsibilities. Staying proactive with accurate, organized I-9 processes is becoming more important than ever. Read more:

A May 7 USCIS update expands background-vetting powers: fingerprints will be re-run through upgraded FBI systems, social-media and financial checks become standard, and certain EADs may carry shorter validity. Employers should expect longer adjudications and should audit public-profile data for cons...

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