I-9 Deadline Calculator
Enter a new hire's first day of work to get every Form I-9 date: when Section 1 and Section 2 are due, when to create the E-Verify case, when a receipt runs out, and when to reverify expiring work authorization. Download the dates to your calendar.
Form I-9 dates for this hire
| Deadline | Date | Rule |
|---|
The Form I-9 timeline
Section 1: by the first day of work
The employee completes Section 1 no later than their first day of employment for pay. They can fill it out any time after accepting the job offer, but not before. The employer can't tell them which documents to show for Section 2.
Section 2: within 3 business days
The employer (or an authorized representative) examines the employee's original documents and completes Section 2 within three business days of the first day of employment. USCIS's own example: if an employee starts on Monday, Section 2 is due by Thursday. The first day of work doesn't count as one of the three. If the job lasts fewer than three business days, Section 2 is due by the end of the first day.
What counts as a business day
The USCIS handbook doesn't spell out which days count, and employers generally count the days they're open for business. If you're open on Saturdays, counting Saturday gives you the earlier, safer date. When in doubt, use the earlier deadline.
E-Verify: the same 3-business-day window
E-Verify employers create a case no later than the third business day after the employee starts work for pay, after the Form I-9 is complete. E-Verify employers in good standing can also use DHS's alternative procedure to examine documents remotely by live video, within the same three business days.
Receipts: 90 days to show the real document
If an employee's document was lost, stolen or damaged, they can show a receipt for the replacement. They then have 90 days from the date of hire to show the replacement document (or other acceptable documents), and you update Section 2 when they do.
Reverification: before work authorization expires
When an employee's employment authorization has an expiration date, complete Supplement B no later than the date it expires. Ask for updated documents well before then: many employers start 90 days ahead, since renewals take time. Don't reverify U.S. citizens, noncitizen nationals, or lawful permanent residents who showed a Permanent Resident Card, and never reverify List B identity documents.
Common questions
What if we miss the Section 2 deadline?
Complete it as soon as you notice, using the actual date you complete it, and attach a signed, dated note explaining why it was late. Never backdate a Form I-9. A late Section 2 is a substantive violation in an audit; see the I-9 fine estimator for the penalty range.
Can an employee start work before Section 2 is done?
Yes. The employee can work during the three business days. What they need is to have completed Section 1 by the first day and to show acceptable documents within the window.
Do I need a new Form I-9 when I rehire someone?
If you rehire a former employee within three years of the date their original Form I-9 was completed, you can use Supplement B instead of a new form, as long as their work authorization is still valid. You can also complete a new form.
How long do I keep the form after the employee leaves?
Until the later of 3 years after the hire date or 1 year after employment ends. The I-9 retention calculator works out the exact date.
Want your I-9s and contractor files checked?
A records review for small employers is in the works: what's missing, what's expiring, and what to fix first. Email to be told when it opens. Don't attach any documents.
Rules last checked: October 1, 2026. Rates, deadlines and penalty amounts change; each page names its sources.
Spot an error or a rule change?
Email admin@employercheckup.com. Rates, deadlines and penalty amounts change, and corrections are made promptly.
Talk to a professional
For a decision about a specific worker, talk to an employment attorney or CPA. These tools estimate exposure and explain the rules; they don't decide individual cases.
General information, not legal advice. Dates are calculated from the rules as written; confirm against the current Form I-9 instructions. Sources: USCIS, Handbook for Employers (M-274), Parts 3, 4 and 6; 8 C.F.R. §274a.2; E-Verify User Manual.