How long must employers retain Form I-9?

How long must employers retain Form I-9?

• A. For one year after termination
• B. For three years after the date of hire or one year after the employee's termination, whichever is longer
• C. Indefinitely for all employees
• D. For five years after the employee leaves

Answer: (B)

Employers must retain Form I-9 for three years after the date of hire or one year after the employee's termination, whichever period is longer. This retention schedule ensures that employers have the necessary documentation to verify the employment eligibility of their employees and comply with immigration laws. By retaining the form for this duration, employers can provide proof of compliance during audits or investigations carried out by the U.S. Citizenship and Immigration Services (USCIS) or other immigration enforcement agencies. This approach protects both the employer's interests and the rights of employees. The requirement to retain I-9 forms for specific durations reflects the importance of maintaining proper records while balancing the need for industry oversight. Other options do not comply with the established guidelines, either specifying incorrect time frames or suggesting indefinite retention or inadequate duration.

Employers must retain Form I-9 for three years after the date of hire or one year after the employee's termination, whichever period is longer. This retention schedule ensures that employers have the necessary documentation to verify the employment eligibility of their employees and comply with immigration laws.

By retaining the form for this duration, employers can provide proof of compliance during audits or investigations carried out by the U.S. Citizenship and Immigration Services (USCIS) or other immigration enforcement agencies. This approach protects both the employer's interests and the rights of employees.

The requirement to retain I-9 forms for specific durations reflects the importance of maintaining proper records while balancing the need for industry oversight. Other options do not comply with the established guidelines, either specifying incorrect time frames or suggesting indefinite retention or inadequate duration.