Comprendre E-Verify+ : Ce que les nouvelles mises à jour signifient pour les employeurs et les employés

Angelica Rice • November 26, 2024

Click here to read this article in English

Qu'est-ce que E-Verify+?

E-Verify+ est la version la plus récente d'E-Verify, un système géré par le ministère américain de la sécurité intérieure (DHS) pour aider les employeurs à confirmer l'admissibilité au travail de leurs employés. Entrant en vigueur le 21 octobre 2024, E-Verify+ comprend de nouvelles fonctionnalités conçues pour rationaliser le processus de vérification de l'emploi et garantir des résultats plus précis et plus sûrs, tant pour les employeurs que pour les employés.

Le système E-Verify vérifie l'admissibilité au travail d'une personne en comparant les informations du formulaire I-9 (vérification de l'admissibilité au travail) avec les dossiers du DHS et de l'administration de la sécurité sociale (SSA). E-Verify+ va plus loin dans ce processus grâce à des capacités améliorées et à des fonctionnalités actualisées qui rendent la vérification plus rapide, plus fiable et plus conviviale.


Quoi de neuf dans E-Verify+?


     1.  Extensions automatisées de l'autorisation de travail


Pour les employés qui renouvellent leur autorisation de travail, E-Verify+ peut désormais fournir des mises à jour automatiques si le processus de renouvellement est retardé. Cela minimise les perturbations pour les employeurs et les employés, en garantissant que l'autorisation de travail est maintenue tant que le renouvellement est en cours.


     2. Précision accrue grâce à la vérification biométrique


L'une des principales nouveautés d'E-Verify+ est la vérification biométrique, qui utilise les empreintes digitales ou d'autres données biométriques pour confirmer l'identité d'un employé de manière plus précise. Cette fonction devrait permettre de réduire les usurpations d'identité et d'améliorer la fiabilité des contrôles d'autorisation de travail.


  3. Système de gestion des cas simplifié


E-Verify+ comprend un système de gestion des cas actualisé qui permet aux employeurs de résoudre les divergences et de mettre à jour les informations plus efficacement. Par exemple, en cas d'incohérence entre le formulaire I-9 d'un employé et les dossiers du gouvernement, E-Verify+ guidera les employeurs sur les prochaines étapes à suivre pour résoudre rapidement le problème.


  4. Intégration avec les mises à jour des EAD (documents d'autorisation de travail)


Les employés qui demandent des documents d'autorisation de travail (EAD) constateront que E-Verify+ comprend désormais une fonction d'intégration qui permet de suivre le statut des renouvellements d'EAD et de fournir aux employeurs des mises à jour sur les demandes en attente.


Qu'est-ce que cela signifie pour les employeurs?

Avec E-Verify+, les employeurs bénéficient d'un processus de vérification de l'emploi plus efficace et plus fiable. Les employeurs qui participent à E-Verify+ sont mieux équipés pour éviter les sanctions en cas d'embauche de travailleurs non autorisés, tout en réduisant les charges administratives liées à la vérification. L'automatisation accrue du système contribue à rationaliser le processus d'embauche, ce qui permet aux entreprises de gagner du temps et d'économiser des ressources.


Qu'est-ce que cela signifie pour les employés?

Pour les employés, E-Verify+ offre une sécurité et une transparence accrues. L'automatisation de l'extension des autorisations de travail permet d'éviter les interruptions d'emploi dues à des retards dans le traitement des autorisations, ce qui est particulièrement important pour ceux qui dépendent des renouvellements. En outre, l'utilisation de la biométrie permet aux employés d'être assurés que leur identité personnelle est protégée lors de la vérification.



Si vous souhaitez en savoir plus sur E-Verify ou mieux comprendre le processus de vérification de l'emploi, n'hésitez pas à contacter l'un de nos avocats expérimentés en droit de l'immigration ! 

Ce blog n'est pas destiné à fournir des conseils juridiques et rien ici ne doit être interprété comme établissant une relation avocat-client. Veuillez prendre rendez-vous avec un avocat spécialisé en droit de l'immigration avant d'agir sur la base de toute information lue ici.

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Angelica Rice

2026 Visa Freeze and Travel Bans

By Juliana LaMendola • March 13, 2026
On January 14, 2026, the Trump administration announced a freeze on immigrant visa issuance for nationals of 75 countries . The administration states that this “visa freeze” is intended to review security protocols, “reduce risks,” and control immigration flows. However, the immediate reality is that this change in policy has temporarily suspended visa processing and restricted travel for applicants from numerous countries across the globe. While the legal landscape surrounding these suspensions is highly fluid and subject to change, it is important to consider how this “visa freeze” might impact your current status or immigration plans. The scope of the restrictions varies drastically depending on your country of origin and specific visa category. Most notably, a nationality-based travel ban restricts visa issuance for 19 countries : Afghanistan, Burma, Chad, Republic of Congo, Equatorial Guinea, Eritrea, Haiti, Iran, Libya, Somalia, Sudan, Yemen, Burundi, Cuba, Laos, Sierra Leone, Togo, Turkmenistan, and Venezuela. Beyond this targeted ban, a broader freeze affects applicants from a designated list of up to 75 countries, leading to indefinite delays for many visa petitions. However, it is important to note that immigrant visa applications first need to be processed through USCIS, which has not paused processing applications from the 75 countries. Thus, it is important to contact an attorney to understand at what point in the process this visa freeze may affect your case. While Brazil is included in the list of 75 countries, at the time of this publication, the freeze does not include non-immigrant visas for Brazil . Non-immigrant visas are granted to foreign nationals seeking to enter the United States on a temporary basis for specific purposes, such as tourism, studying, or temporary work. This means that Brazilian applicants can still safely pursue non-immigrant employment options, such as O visas for individuals with extraordinary ability or P visas for internationally recognized athletes, without being subjected to the current travel bans or suspensions. This alert is for informational purposes only and does not constitute legal advice. There are many changes and uncertainties, so please consult with a qualified attorney at Santos Lloyd Law Firm, P.C. to understand how these evolving policies might affect your specific case

The 2026 RFE Surge

By Denice Flores • March 6, 2026
Recent data in 2026 shows a sharp increase in Requests for Evidence across employment-based visa categories such as EB-1, EB-2 NIW, O, and H-1B. Requests for Evidence (RFEs) are no longer reserved for borderline cases; even robust petitions for high-level talent are facing unprecedented scrutiny. The expansion of the USCIS Vetting Center means automated tools are cross-referencing every petition, triggering RFEs for even the smallest inconsistencies. For EB-2 NIW petitions, adjudicators are increasingly questioning the "National Importance" of a candidate’s endeavor. Even for those with impressive credentials, USCIS now demands evidence of how their work specifically benefits the U.S. on a prospective basis. For O-1A and O-1B visas, officers are applying narrower interpretations of "distinction" and "extraordinary ability," often mischaracterizing evidence already present in the record. Additionally, a troubling 2026 trend is the correlation between Premium Processing and RFEs . For discretionary categories like EB-1A and EB-2 NIW, Premium Processing has increasingly become a "fast track" to a poorly reasoned RFE. Reports indicate that adjudicators, pressured by 15-business-day timelines, may be relying on AI-assisted vetting tools that trigger automated RFEs with general and boilerplate language, rather than a thorough review and analysis of supporting documents and evidence filed. With USCIS employing more rigorous AI-driven vetting and a narrower interpretation of visa criteria, the margin for error has disappeared . As such, ensure you consult with an experienced immigration attorney before filing a petition. ' If you have any questions, please schedule a consultation with one of our experienced attorneys, and we will be more than happy to assist you.

Navigating the Surge in Temporary Protected Status (TPS) Terminations and Litigation: What You Need to Know

By Juliana LaMendola • February 19, 2026
In recent weeks, the U.S. government has moved to terminate Temporary Protected Status (TPS) for multiple countries, sparking a wave of last-minute litigation and creating significant uncertainty for beneficiaries. This shift is having a profound impact on those who rely on TPS for lawful presence and work authorization in the United States. Across the country, federal courts have intervened to pause or block scheduled TPS terminations for several countries, including Burma (Myanmar), Ethiopia, Haiti, South Sudan, and Syria. In response to these court orders, USCIS has updated its webpages to indicate that TPS status and related Employment Authorization Documents (EADs) are extended for these populations. However, USCIS is intentionally not providing specific new end dates for EAD validity while the litigation remains in flux. The Department of Homeland Security (DHS) has prominently noted that it "vehemently disagrees" with these court orders and is actively working with the Department of Justice on next steps. This legal landscape remains highly unpredictable and varies drastically depending on the country of origin. For example, on February 9, 2026, the 9th Circuit Court of Appeals granted a stay allowing the government to proceed with the termination of TPS for Nicaragua, Honduras, and Nepal while the underlying legal challenges continue. Because of this ruling, the automatic extension of work authorization for these individuals has ended, and employers are now required to reverify the work authorization of affected employees, who must present alternative valid documentation to continue their employment. These rapid changes and the lack of clear end dates are causing complications beyond the workplace. Because driver's licenses often track the length of an individual's authorized stay, many DMVs are currently declining to issue or renew driver's licenses for impacted TPS populations. For employers, managing internal communications, avoiding onboarding errors, and navigating Form I-9 compliance has become increasingly complex. It is more important than ever to be well-prepared and proactive in monitoring these rapid changes. At Santos Lloyd Law Firm, P.C., our immigration attorneys are ready to guide you through this evolving process and ensure you are informed, and supported. Please contact us if you have questions or need assistance.
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