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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!

08/31/2026

Massachusetts employers now have a new responsibility when an I-9 audit comes knocking.

Under the Massachusetts PROTECT Act, employers that receive notice of a federal inspection of Forms I-9 or other employment records must provide written notice to affected employees within 48 hours.

That timeline is particularly important because employers generally have just three business days to produce Forms I-9 following an ICE Notice of Inspection.
For Massachusetts employers, having a clear process for receiving, escalating, and responding to government inspection notices can help ensure these increasingly tight compliance deadlines aren't missed.

Learn more about the new requirements and what employers should know:

Massachusetts HB 5620 requires employers to notify employees after receiving an ICE I-9 audit notice within 48 hours.

08/28/2026

Following a federal court order lifting the pause on the termination of Temporary Protected Status (TPS) for Somalia, USCIS has announced that TPS-based Employment Authorization Documents (EADs) for Somalia in categories A12 and C19 are no longer valid.

For employers, this means affected employees who previously presented these EADs must be reverified for continued employment authorization.

Employees may still be authorized to work under another status or documentation, so employers should follow standard Form I-9 reverification procedures rather than making assumptions based on nationality or TPS status alone.

USCIS also issued updates for Ukraine and Sudan, extending certain TPS-based EADs through October 19, 2026. Eligible employees must present both the qualifying EAD and an Individual Notice from USCIS to demonstrate the extension.

With TPS designations and related work authorization changing quickly, employers should continue monitoring USCIS guidance and ensure their Form I-9 records reflect the latest requirements.

Read more:

On August 14, 2026, U.S. Citizenship and Immigration Services (USCIS) released three key updates for Temporary Protected Status (TPS) beneficiaries...

08/26/2026

An important USCIS form update is coming September 18.

USCIS has announced a new edition of Form I-485, Application to Register Permanent Residence or Adjust Status, that will take effect September 18, 2026.

The revised form is being introduced to align with changes to the public charge ground of inadmissibility—and there will be no grace period for using previous editions.

Beginning September 18, USCIS will reject filings submitted on older editions of Form I-485.

Read the update from the AILA:

USCIS announced it will publish a revised edition of Form I-485, Application to Register Permanent Residence or Adjust Status, on 9/18/26 to align with the final rule on the public charge ground of inadmissibility. Starting 9/18/26, USCIS will reject old editions of the form with no grace period.

08/24/2026

Recent changes to Temporary Protected Status (TPS) are creating important Form I-9 and employment authorization considerations for employers.

Following the Supreme Court’s decision in Mullin v. Doe, DHS may proceed with terminating TPS designations for Haiti and Syria, while ongoing litigation and temporary government guidance continue to affect certain TPS-related Employment Authorization Documents (EADs).

For employers, this means staying especially attentive to work authorization and reverification requirements.

Read more:

On June 25, 2026, the United States Supreme Court issued its decision in Mullin v. Doe, in which the Court allowed the Trump administration to proceed with the termination of temporary protected status (TPS) designations for Haiti and Syria. Under the TPS statute, which was enacted in 1990, the Depa...

08/21/2026

USCIS has issued another important update for employers with Salvadoran Temporary Protected Status (TPS) beneficiaries in their workforce.

Certain Salvadoran TPS beneficiaries with pending TPS-based EAD applications will receive an Individual Notice from USCIS allowing them to demonstrate continued employment authorization through September 9, 2026. Eligible employees may present the notice along with a qualifying A12 or C19 Employment Authorization Document as evidence of continued work authorization.

With TPS guidance continuing to change quickly, employers should closely monitor USCIS updates and review affected employees’ documentation to ensure their Form I-9 records remain accurate.

Read more:

U.S. Citizenship and Immigration Services has issued Individual Notices permitting certain Salvadoran Temporary Protected Status beneficiaries to demonstrate continued work authorization through September 9, 2026. This development arrives weeks after most TPS-based Employment Authorization Documents...

08/19/2026

E-Verify has expanded its Status Change Report to help employers identify more employees whose employment authorization may have changed.

The report now includes certain E-Verify cases involving Employment Authorization Documents associated with Temporary Protected Status (TPS) and asylum-related employment authorization, in addition to cases affected by parole terminations and EAD revocations. E-Verify recommends that employers regularly generate the report to identify affected cases.

For employers, this update reinforces the importance of actively monitoring employment authorization changes rather than relying solely on E-Verify Case Alerts. Employers should review their Status Change Reports regularly and follow current Form I-9 and E-Verify guidance when an employee appears on the report.

Read more:

The Status Change Report now includes invalidated Forms I-766, Employment Authorization Documents (EADs), with category C08 (asylum applicant with a pending asylum application), C09 (adjustment of status applicant under INA Section 245), A12 (granted Temporary Protected Status (TPS)) and C19 (TPS ap...

08/17/2026

USCIS is taking another step toward a more fully digital immigration system.

A new Department of Homeland Security interim final rule gives USCIS the authority to require electronic filing for immigration benefit requests that have been available for e-filing for at least 180 days.

This could eventually include commonly used forms for work authorization and employer-sponsored immigration petitions. USCIS must provide 60 days’ advance notice before making e-filing mandatory for a specific form.

Read more:

The Department of Homeland Security will have the authority to require electronic applications for benefits like work permits and petitions for immigrant workers under new regulations.

08/14/2026

California employers should be aware of new modifications to the state’s proposed Private Attorneys General Act (PAGA) regulations.

The latest updates from the California Labor and Workforce Development Agency would provide additional guidance on PAGA filing requirements, pre-litigation notices, employer cure procedures, wage statement violations, and proposed settlements. The modifications also strengthen certain requirements aimed at high-frequency and non-compliant filers.

If finalized, the regulations would apply to PAGA matters pending on or filed after the rules take effect. Employers should continue monitoring developments and reviewing their wage-and-hour compliance practices and procedures for responding to PAGA notices.

The public comment period on the latest modifications closes August 18, 2026.

Read more:

California officials just announced significant changes to a proposed rule that aims to clarify administrative requirements and procedures under...

08/12/2026

Employers that hire or retain F-1 students should prepare for significant changes under DHS’s new fixed admission period rule.

Here are 5 key takeaways:
• The Form I-94 is now a critical compliance document and should be tracked alongside the I-20 and EAD.
• Day One CPT remains available, but timing and extension requirements are more complex.
• Missing extension deadlines could result in an immediate work authorization gap.
• Immigration planning should begin earlier, especially for employees using OPT, STEM OPT, or H-1B alternatives.
• Some current F-1 employees may qualify for transition relief, but employers should review each case carefully.

With the shift from Duration of Status (D/S) to fixed admission periods, proactive workforce planning and I-9 compliance are more important than ever. Employers should review internal tracking processes now to avoid disruptions.

Read more: https://wolfsdorf.com/5-things-every-employer-needs-to-know-about-the-new-f-1-d-s-rule/

The Department of Homeland Security’s (DHS) new F-1 regulations represent one of the most significant changes to international student compliance in decades. While Optional Practical Training (OPT), STEM OPT, and Curricular Practical Training (CPT)—including Day One CPT—remain available, the s...

08/10/2026

A federal district court has declined to pause USCIS’s implementation of the new Temporary Protected Status (TPS) Employment Authorization Document (EAD) cap established under H.R. 1.

For now, the TPS EAD cap remains in effect, meaning employers should continue following current USCIS guidance when verifying work authorization and completing Form I-9s. While the court granted limited relief related to the new Annual Asylum Fee, it did not stop implementation of the TPS EAD provisions.

Read more:

On Aug. 5, 2026, the U.S. District Court for the District of Massachusetts denied plaintiffs’ request to stay USCIS’s implementation of the One Big

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