Complete Field-by-Field Review
We audit Section 1, Section 2, and Supplement B for accuracy, timeliness, and compliance.
A full-service I-9 audit that identifies errors, missing forms, and compliance risks—so your team stays audit-ready without months of manual work.
Trusted across industries
A structured, expert-led review of your Forms I-9—designed to remove uncertainty, reduce risk, and improve compliance across every location.
We audit Section 1, Section 2, and Supplement B for accuracy, timeliness, and compliance.
Identify missing I-9s quickly—one of the biggest sources of employer risk.
We compare document images against Section 2 entries for accuracy, expiration, and list category compliance.
Find errors such as multiple forms or mismatched document entries.
Know exactly which forms must be retained and which should be purged to reduce liability.
Receive a clear risk score, issue list, and remediation roadmap based on federal standards.
Every U.S. employer must verify the identity and work authorization of every new hire. But even small mistakes—like an incorrect date, outdated document, or missing signature—can lead to significant penalties or trigger an ICE audit. A professional I-9 audit removes the guesswork.
Our team reviews every form, highlights errors, identifies missing records, and provides a clear path to correction—so you stay compliant no matter your hiring volume or location count.
A six-step, fully structured compliance review—designed for accuracy at any scale. Learn how we protect your data in our Security & Compliance standards.
Protected document transfer with full confidentiality compliance.
We evaluate your I-9 inventory—paper, electronic, legacy records, or HRIS exports.
Every I-9 is audited for completeness, accuracy, timeliness, and form version compliance.
We verify supporting documentation (if provided) against Form I-9 entries.
Identify missing I-9s immediately—one of the biggest red flags for auditors.
Risk-scored audit results you can act on. Clear next steps for remediation.
Most HR teams don't have the time or specialized I-9 expertise to complete a compliant audit — especially across multiple locations, form versions, and HRIS systems. A third-party auditor trained on ICE evaluation criteria delivers a faster, more accurate, and legally defensible review.
Our team has audited I-9 records for employers ranging from 50 employees to Fortune 500 workforces — across construction, hospitality, staffing, healthcare, manufacturing, and food service.
These are the issues that trigger penalties during ICE inspections — and the ones we catch first
Employees on payroll with no Form I-9 on file — the #1 finding in ICE audits.
Using an expired form edition is a technical violation. Both the 01/20/2025 and 08/01/2023 editions are currently accepted.
Mismatched IDs, expired documents, or incorrect List A/B/C entries in Section 2.
Non-compliant use of DHS's Alternative Procedure for remote document examination.
Supplement B not completed before a work authorization document expires.
Keeping forms too long increases liability; purging too early violates federal requirements.
Designed to support any employer—no matter the size or industry.
Perfect for teams without dedicated compliance staff.
Standardize hiring practices across branches and managers.
Construction, staffing, hospitality, food service, agriculture, logistics, retail.
Scale onboarding without compounding errors.
Buyers and investors routinely request workforce compliance validation.
White label services for I-9 audits and support.
See how a professional audit compares to doing it yourself or relying on your HCM's built-in tools.
Mistakes on Form I-9 can lead to steep penalties and legal exposure.
Fines up to $28,619 per violation
Missed deadlines for reverification
Increased risk of ICE audits
Errors in E-Verify responses
Common questions about our I-9 audit process, pricing, and what to expect.
I-9 audits can be triggered by anonymous tips, payroll discrepancies, industry-wide ICE enforcement sweeps, prior violations, government contract reviews, or complaints from current or former employees. The IRS and ICE share employer data through a Memorandum of Understanding, which means payroll irregularities can lead to immigration enforcement action.
I-9 penalties in 2026 range from $288 per paperwork violation to $28,619 per violation for knowingly employing unauthorized workers. Fines are assessed per Form I-9, not per audit — an employer with 100 errors could face over $286,000 in civil penalties. Penalty amounts are adjusted annually by DHS under the Federal Civil Penalties Inflation Adjustment Act.
An ICE audit — formally called a Notice of Inspection (NOI) — is a review of an employer's Form I-9 records by U.S. Immigration and Customs Enforcement. Employers typically have three business days to produce all I-9 forms after receiving an NOI. Violations can result in civil fines, criminal penalties, or debarment from government contracts.
An I-9 audit includes a full review of every Form I-9 in your workforce—active and terminated—checking Section 1, Section 2, and Supplement B for accuracy, timeliness, completeness, and documentation consistency. It also includes payroll-to-I-9 matching, retention/purge analysis, duplicate form detection, and a comprehensive audit report with clear remediation steps.
Most audits take 5–15 business days, depending on workforce size, onboarding complexity, and whether documents are stored electronically or in paper files. Large, multi-location or high-turnover employers may require additional time, but our team works significantly faster than internal reviews.
Yes. We offer a fully managed remote I-9 verYes. We audit paper I-9s, electronic I-9 files from any HRIS, digital exports, and legacy/migrated records. If your documents are spread across multiple systems—or stored inconsistently—we consolidate and review them in a unified audit processification service for public agencies and contractors.
Yes. If supporting document images are available, we compare them against the Section 2 entries for accuracy, expiration dates, document type, and list category compliance. This is one of the most common areas where onboarding errors occur.
Payroll-to-I-9 reconciliation matches your active payroll roster to your active I-9 files to identify missing or incomplete forms. Missing I-9s are one of the highest-risk findings in ICE audits, often resulting in substantial fines or workforce eligibility concerns.
Yes. We flag duplicate records, conflicting document information, mismatched citizenship/immigration status entries, and incorrect reverifications—all of which can trigger audit scrutiny if left uncorrected.
Yes. Our audit includes a full retention and purge analysis using the federal rule (3 years after hire or 1 year after termination, whichever is later). Correct purging reduces long-term liability and is commonly overlooked by employers.
Our audit uses evaluation criteria aligned with ICE audit standards, giving you a realistic picture of what an investigator would find. Correcting errors before an NOI (Notice of Inspection) dramatically reduces financial penalties and operational disruption.
Absolutely. These employers often have the largest compliance gaps due to inconsistent onboarding practices. Our audit identifies patterns across locations and helps standardize I-9 execution across your organization.
Yes. Buyers, investors, and attorneys frequently request I-9 compliance validation. An audit helps you avoid surprises during diligence and prevents delays or valuation impacts. We regularly support pre-M&A audits and private equity/VC reviews.