Understanding Why Permanent Resident Cards Have Expiration Dates – But Employers Do Not Reverify Expired Cards

In the world of employment verification and compliance, one of the most commonly misunderstood aspects of Form I-9 requirements is the treatment of Permanent Resident Cards (Green Cards) with expiration dates. Many employers assume that when a Green Card expires, they must reverify the individual’s work authorization. However, this is not the case.

A Permanent Resident Card serves as proof of permanent employment authorization in the United States, meaning that once an employer verifies a valid Green Card upon hire, they are not required to reverify the employee’s work status when the card expires. This distinction is crucial for HR professionals, hiring managers, and compliance officers to understand, ensuring that they follow federal guidelines while avoiding unnecessary legal risks.

The presence of an expiration date on a Green Card does not indicate a loss of permanent residency status or work authorization. Instead, it serves several important administrative and security purposes. Firstly, security enhancements play a major role—U.S. Citizenship and Immigration Services (USCIS) periodically updates Green Card security features to make them more tamper-resistant and difficult to counterfeit.

Additionally, the renewal process allows the government to collect updated biometric data, such as fingerprints and photographs, ensuring that identity verification remains accurate and aligned with national security measures. Over time, an individual's physical appearance and identifying details may change, making it necessary to issue new, updated cards to maintain accurate identification.

Federal law also requires non-citizens to carry valid proof of their immigration status, and an unexpired Green Card serves as this documentation. However, this legal requirement is separate from work authorization. Employers must remember that the Form I-9 verification process is intended to confirm that a person is legally authorized to work in the U.S.—not whether their proof of permanent residency is up to date.

The only instance in which reverification is required is when an employee initially presents a temporary Form I-551 (such as a passport with a temporary I-551 stamp), which indicates pending permanent resident status. Once this temporary evidence expires, employers must request updated documentation to confirm continued work authorization.

For HR professionals, staying informed about I-9 compliance and employment verification is critical to avoiding fines, audits, and legal complications. If you’re responsible for verifying employment eligibility, I invite you to join my upcoming 4-Hour Form I-9 Certificate Program on April 8, 2025.

This comprehensive training will provide you with the knowledge and skills to confidently complete, audit, and correct Form I-9 while ensuring full compliance with 2024 regulations. Employers can’t afford to make mistakes when it comes to employment eligibility verification—get the expert training you need to protect your organization.

Understanding the difference between an expiring Green Card and a temporary work authorization is essential for HR professionals and hiring managers. By recognizing that the expiration date on a Green Card applies only to the document itself and not to work authorization, employers can ensure they follow federal I-9 regulations correctly.

Keeping up with I-9 best practices, documentation requirements, and legal updates is a fundamental part of HR compliance. If you want to gain confidence in managing I-9 compliance and avoid costly penalties, register for my 4-Hour Form I-9 Certificate Program today!

Click here to secure your spot: https://hrtrainingclasses.com/product/complete-4-hour-form-i-9-certificate-program-for-employment-eligibility-verification/

Elga Lejarza

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