In 2025, HR teams face a complex web of E-Verify regulations. While federal law only mandates E-Verify for certain contractors, many states have created their own laws—some applying to all employers, others only to public agencies or contractors.
This patchwork means multi-state employers can’t assume one rule fits all. Failing to comply can mean heavy fines, lost contracts, and even ICE referrals.
“We often see HR teams underestimate E-Verify requirements in certain states, only to face severe consequences during audits. Multi-state employers especially need a unified strategy.” — Jed Butler, CEO, i9 Intelligence
As of 2025, five states mandate E-Verify for all employers:
These states enforce penalties that can include fines, license suspension, and repeat audits for non-compliance.
Related: What is E-Verify?
Many states apply E-Verify requirements only to public agencies, contractors, or subcontractors meeting certain thresholds. Examples include:
Non-compliance here often results in contract termination or public procurement bans.
Not every state has passed legislation requiring employers to use E-Verify. As of 2025, states such as California, New York, and Illinois have no state-level E-Verify mandate for private or public employers. However, federal law still requires all U.S. employers to complete Form I-9 for every new hire, regardless of location.
Want the full breakdown? See the complete list of states that require E-Verify.
Even in states without mandates, many employers choose to enroll in E-Verify voluntarily—especially those with remote teams, high turnover, or federal contracts. Doing so can:
Related: Why use E-Verify when it’s not required?
“Even in states without mandates, voluntary E-Verify gives employers more confidence and control over their compliance footprint. Having a compliance system that integrates with E-Verify is a must in 2025” — Alley Gray, Business Development Manager, i9 Intelligence
Did You Know?
A 2024 compliance review found that more than 40% of HR professionals were unsure if their state required E-Verify for private employers—highlighting the need for clear, accessible guidance.
Florida (2024): Multiple contractors fined and barred from public projects for failing to use E-Verify on state-funded jobs.
Arizona (2025): Two businesses lost operating licenses after failing to reverify employees despite mandates.
These cases show increasing collaboration between state regulators and ICE on non-compliance referrals.
Related: How to Conduct an I-9 Self-Audit
Multi-state E-Verify compliance isn’t optional—it’s essential to protect your business from fines, contract loss, and public enforcement actions.
Book a Free Compliance Review with i9 Intelligence to identify your risk and close compliance gaps before an audit hits.
