By Amber L. Blasingame, Managing Attorney, Blasingame Law LLC

With reports indicating a potential increase of up to 6,000 ICE worksite investigations per month, employers must act now to mitigate the risks of non-compliance. The most effective defense is a well-prepared offense — and that begins with a comprehensive I-9 compliance strategy. A key component of any such strategy is regular internal audits of I-9 Employment Authorization Verification records. These audits help identify and correct errors before they become liabilities in the event of a government investigation.

For maximum effectiveness and credibility, employers should engage an experienced Immigration Attorney to conduct a third-party audit. Legal professionals can ensure that the audit:

• Aligns with current legal standards and ICE expectations
• Includes staff training on proper I-9 completion and retention
• Implements a Good Faith Compliance Program that can serve as a mitigating factor in enforcement proceedings

The goal is to build a culture of compliance — one that demonstrates due diligence and good faith in the hiring process. In today’s heightened enforcement environment, this approach is not just recommended — it’s essential.

When government agents appear at the worksite or initiate contact regarding an immigration-related investigation, panic and missteps can escalate risk. Part of a good worksite compliance strategy includes designating a point of contact to greet government agents bearing notices. It is essential that designated points of contact are trained to immediately notify experienced immigration counsel before responding to any requests, interviews, or document demands. This ensures that the response is legally sound from the outset and helps avoid potentially damaging admissions or unauthorized disclosures. The point of contact should also be well armed with step-by-step procedures upon contact with government agencies to recognize key points of notice presented.

Most worksite investigations will start with a Notice of Investigation (NOI) complete with a subpoena for Employment Verification Records usually served by Homeland Security Investigations (HSI), a division of USICE. Most important, a NOI is not a warrant, and employers should carefully read any document handed to them by a government agent and understand what action is necessary. A NOI accompanied by a subpoena only compels an employer to produce records as outlined in the subpoena. A NOI does not authorize a search of the premises or arrest of any individual.

Since January 2025, most NOIs issued by ICE have granted employers only the minimum three-business-day response period required by law. This short window leaves little time for gathering and reviewing I-9 records — especially for employers who lack an organized system or who have not recently audited their compliance files.

The best defense is preparation. Employers who maintain a structured, consistent worksite compliance program — including:

• Periodic internal audits of I-9 forms
• Ongoing training for HR and hiring personnel
• Regular screening and maintenance of employment authorization documentation
  — are far better equipped to respond within the three-day window and demonstrate good faith compliance.

Without this foundation, companies risk rushed responses, preventable errors, and potential fines or penalties. A proactive approach doesn’t just reduce legal exposure — it positions the employer to manage a government-initiated investigation with confidence and control.

The foundation of an effective worksite compliance program begins with the guidance of a qualified Immigration Attorney. Employers should not wait for a government audit or investigation to assess their compliance readiness. Instead, the best practice is to proactively partner with legal counsel to:

• Conduct a comprehensive audit of I-9 Employment Eligibility Verification records
• Identify and correct technical and substantive errors
• Train HR and hiring personnel on proper I-9 completion, re-verification, and anti-discrimination practices
• Establish risk management protocols to address potential violations
• Implement best practices for the collection, storage, and retention of I-9 Forms and related documentation
• Draft and formalize internal policies and procedures to ensure uniformity, accountability, and long-term compliance

By taking these steps, employers not only minimize liability but also demonstrate a good faith effort to comply with federal immigration laws — a factor that can significantly mitigate penalties in the event of an ICE investigation.