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Many companies are incorporating AI into their employment decision-making, especially in hiring. For organizations that receive hundreds or even thousands of applicants per role, AI tools promise efficiency: faster résumé screening, automated candidate ranking and data-driven recommendations. But efficiency does not eliminate legal risk. In some cases, it redistributes it.

For I-9 purposes, there are technical violations, which allow you 10 days to correct your errors, and substantive errors, which are immediately subject to penalties. ICE’s new framework eliminates the 10-day cure period for many errors.

A class-action lawsuit filed against Uber for tax fraud under IRC § 7434 may be a cautionary tale for every business hiring independent contractors.

With changes to DHS leadership underway, experts believe the next emphasis will be on employers and I-9 audits, like the raids that occurred early in 2025. Chris Thomas, partner at Holland & Hart, recently predicted this trend, saying, “We’re just at the beginning of the enforcement cycle now.”

The U.S. labor market hit a rough patch in February, with nonfarm payroll employment dropping by 92,000—a sharp reversal from January’s gain of 126,000—according to the latest data from the Bureau of Labor Statistics.

One restaurant was notified that 32 of its 46 workers appeared unauthorized to work in the U.S. per the I-9s HSI reviewed and tried to verify as authentic and current.

We’ve already covered the new administration’s immigration enforcement priorities. But there’s more to consider.

It’s often tempting to ask applicants to explain any gaps in their work history on job applications. But asking that simple question can reveal information you don’t want to have, like their criminal history. That’s especially troublesome if you operate in a state with strict rules about using an applicant’s criminal record to make the hiring decision.

The January report signals a labor market operating in a persistent low-hire, low-fire pattern that will likely extend through 2026. HR leaders should prepare for continued wage pressure even as hiring slows, particularly in health care and technical roles, where competition remains fierce.

Candidate authenticity has displaced the traditional “not enough qualified candidates” complaint in the hiring world. Generative AI raised the floor of résumé quality and candidate presentation, forcing HR teams to refocus their energy on skill validation, structured interviews and identity assurance.