July 2025

 

News

Haiti TPS Extension Reduced from 18 Months to 12 Months – Form I-9 Impacts

05/01/25

Author: ADP Admin/Monday, April 28, 2025/Categories: Compliance Corner , Federal Compliance Update

The Department of Homeland Security recently announced that Haiti’s Temporary Protected Status (TPS) designation will expire on Aug. 3, 2025 rather than the previously scheduled expiration date of February 3, 2026.  

Importantly, U.S. Citizenship and Immigration Services (USCIS) has also  announced that it will  not provide updated Employment Authorization Documents (EADs) with the new Aug. 3, 2025, expiration date.  USCIS instructs employers to enter the amended expiration date of Aug. 3, 2025, in the Additional Information field in Section 2 of the Form I-9 and initial and date the correction.

What you need to do

·      ADP TotalSource’s system will not automatically reflect the updated TPS expiration date of Aug.  3, 2025. You must take action to add the updated EAD expiration date to the Additional Information field of the Form I-9. See instructions below.  

·      Employers with employees impacted by this announcement should update Forms I-9 to reflect the new Aug.  3, 2025, expiration date using the instructions above.   Employees who are impacted would have presented an EAD listing Haiti as the employee’s country of origin, the category as A12 or C19 (the categories for TPS) and with a Feb. 3, 2026, expiration date.

·       These impacted employees must also be re-verified using an alternative, acceptable I-9 document by Aug. 3, 2025. A list of acceptable documents is available at Form I-9 Acceptable Documents | USCIS.

Adding an updated Employment Authorization Document (EAD) Expiration Date

Log in to My TotalSource and navigate to:

HR > Employee Update > Form I-9 > Select the employee to update > Employer Verification (Section 2) > Check the box for "I would like to Unlock this Form I-9, to correct certain information in Section 1, Section 2 or both." > Click the radial for "To correct information in Employer Verification (Section 2). > Enter the updated TPS expiration date in the Additional Information box with the initials of the person making the update.
Example: Updated EAD expiration date: 8/3/2025 – AA
 

Contact your ADP Service Representative if you have any questions.

 

 

Number of views (3050)/Comments (0)

Upcoming Events

Regional Alerts

Alaska Statute 18.35.300 prohibits smoking in an enclosed area in places of employment and public places.

> Read more

The California Supreme Court has broken with federal precedent once again in favor of its state employees, rejecting application of the Fair Labor Standard Act’s de minimis rule in a lawsuit seeking recovery of unpaid wages under California state law.

> Read more

Berkeley, CA has increased its minimum wage rate to $15.00 per hour effective October 1, 2018. You should increase the rate for-nonexempt employees paid below the new minimum wage rate on or before the effective date and if needed, order a new poster.

> Read more

California’s standard on “Hotel Housekeeping Musculoskeletal Injury Prevention” went into effect for California hotels and other lodging establishments on July 1, 2018. The standard is designed to control the risk of musculoskeletal injuries to housekeepers. The standard ...

> Read more

Since the salary history ban’s enactment in January 2018, California employers have struggled to understand the restrictions it imposes. Assembly Bill 2282 clarifies the intended meaning of several key terms.

> Read more

A new law California Law (AB 2770) gives employers leeway in speaking truthfully to prospective employers about whether candidates, while employed, engaged in sexual harassment. 

> Read more

Businesses that employ 100 or more employees, excluding part-time employees, or 100 or more employees that work in the aggregate at least 2,000 hours per week, must provide at least 60 days’ written notice before the business orders a mass layoff, plant closing or relocation if it will ...

> Read more

Delaware raises minimum wage to $8.75 per hour and creates a training minimum wage and a youth wage that is not more than $0.50 less than the minimum wage rate as of January 1, 2019. 

> Read more

Massachusetts has passed a law that, over a period of five years, will: (1) raise the minimum wage to $15 per hour; (2) mandate paid family and medical leave for Massachusetts employees; and (3) phase out Sunday and holiday premium pay for retail employees. 

> Read more

All applicants and employees working in any New Jersey Department of Human Services (“DHS”) funded, licensed or regulated program serving adults with developmental disabilities are subject to mandatory drug testing. 

> Read more

As a reminder, the New York City Fair Chance Act (“FCA”) specifically prohibits solicitation, advertisement or publication for employment that states any limitation or specification regarding criminal history, even if no adverse action follows. The FCA makes it an unlawful ...

> Read more

The "Stop Sexual Harassment in NYC Act" requires that all employers in New York City post an anti-sexual harassment rights and responsibilities poster. Employers must also provide an information sheet on sexual harassment to each employee at the time of hire or include the information in their ...

> Read more

The New York City Department of Consumer Affairs (DCA) Office of Labor Policy & Standards has released a mandatory posting, Frequently Asked Questions, and an overview for employers and workers called “What Employers/Workers Need to Know” as guidance on the temporary schedule ...

> Read more

The South Carolina Human Affairs Commission (SCHAC) has published Frequently Asked Questions on the new state Pregnancy Accommodations Act. It also has published a new anti-discrimination poster that includes provisions required under the Act. 

> Read more




 

 

© Copyright 2016 ADP LLC. 10200 Sunset Drive | Miami, FL 33173

You are receiving this email because you are a client of ADP TotalSource. ADP, the ADP logo, and Always Designing for People are trademarks of ADP, Inc. All other marks are the property of their respective owners. Copyright © 2025 ADP, Inc.