Starting a new job in the United States involves more than accepting an offer and agreeing on a start date. Most employers must verify a new employee’s identity and authorization to work through Form I-9, Employment Eligibility Verification.

If you are preparing to work in the USA in 2027, understanding which documents you can present can help you avoid unnecessary delays. The process applies to U.S. citizens and noncitizens hired for employment in the United States, subject to specific legal exceptions.

This guide explains the three Lists of Acceptable Documents, how the verification process works, common mistakes to avoid, and what international job seekers should understand before starting work.

What Is Form I-9?

Form I-9 is used by employers to verify the identity and employment authorization of people they hire in the United States. It is not a job application, visa application, or work permit application.

Employees complete Section 1, while the employer or an authorized representative reviews acceptable documentation and completes Section 2. Employees generally complete Section 1 no later than their first day of employment, but not before accepting a job offer. Employers generally must complete Section 2 within three business days after the employee’s first day of employment for pay.

The rules and deadlines can vary in certain situations, so follow the current form instructions and your employer’s guidance.

1. Understand the Three Lists of Acceptable Documents

The Form I-9 process gives employees a choice between two document options.

You may present either:

• One acceptable document from List A, which establishes both identity and employment authorization.
• One acceptable document from List B, which establishes identity, together with one acceptable document from List C, which establishes employment authorization.

You do not normally need to provide documents from all three lists. If you present an acceptable List A document, the employer should not also require a List B and List C combination.

Documents generally need to be unexpired, although specific exceptions and acceptable receipts may apply under the official rules.

2. List A: Documents That Prove Identity and Work Authorization

List A contains documents that establish both identity and authorization to work. Common examples include:

• A valid U.S. passport or U.S. passport card.
• A Permanent Resident Card, commonly called a Green Card.
• An Employment Authorization Document (EAD) with a photograph, when acceptable under the applicable rules.
• Certain foreign passports accompanied by qualifying immigration documentation, where the Form I-9 rules permit them.

Some noncitizens may have employment authorization connected to a particular immigration status or employer. In those circumstances, the acceptable document combination and any work restrictions matter.

Do not assume that every foreign passport proves permission to work. The accompanying documentation and immigration conditions may determine whether a document combination is acceptable.

If you have an EAD or another immigration document, check its details and any applicable extensions or restrictions before your employment begins.

3. List B: Documents That Establish Identity

List B contains documents used to establish identity. Examples can include:

• A qualifying state-issued driver’s license.
• A state or local government identification card that meets the requirements.
• A school identification card with a photograph.
• Certain other government-issued or officially recognized identity documents listed in the current instructions.

The document must meet the requirements for the relevant category. A document that looks like identification does not automatically qualify.

If you are using a List B document, remember that it must be accompanied by an acceptable List C document. A driver’s license alone generally does not establish employment authorization for Form I-9 purposes.

4. List C: Documents That Establish Employment Authorization

List C contains documents that establish employment authorization but do not independently establish identity for Form I-9.

Examples may include:

• A Social Security card without a restriction that makes it unacceptable for this purpose.
• An eligible U.S. birth certificate issued by an appropriate government authority.
• Certain qualifying documents issued by the U.S. Department of Homeland Security.
• Other documents specifically included in the current List C instructions.

Not every Social Security card qualifies. For example, cards containing certain employment restrictions cannot be used as unrestricted evidence of employment authorization.

A birth certificate must also meet the requirements for an acceptable document. Copies, hospital records, or unofficial certificates should not automatically be treated as acceptable substitutes.

Before your first day, check whether your planned documents satisfy the current List B and List C requirements.

5. What International Workers Should Know

International workers must have employment authorization that covers the job they intend to perform. Completing Form I-9 does not create that authorization.

Depending on your immigration status, work permission may be unrestricted or subject to conditions. Some people may work only for a particular employer, while others may have authorization limited by dates, job type, or other requirements.

If your immigration document has an expiration date, do not assume that you can continue working indefinitely. Equally, do not assume that every printed expiration date automatically ends authorization, because certain extensions and special rules may apply.

Review your own authorization and seek qualified immigration advice if your situation is unclear.

If you are comparing employment opportunities, CoreFoxes’ guide on how to evaluate a job offer beyond salary in 2027 can help you review contract terms, benefits, working conditions, and other important factors before accepting a position.

6. What Happens During the Form I-9 Process?

The process usually follows these steps:

Step 1: Complete Section 1. Provide the required personal information and select the appropriate attestation concerning your citizenship or immigration status.

Step 2: Choose your documents. Select either one acceptable List A document or an acceptable List B and List C combination. You generally have the right to choose which acceptable documents to present.

Step 3: Present your documents. Follow your employer’s instructions for the document examination process. Employers may use an authorized alternative procedure when permitted and applicable.

Step 4: Employer completes Section 2. The employer or authorized representative reviews the documentation and completes the required verification within the applicable deadline.

Step 5: Keep your information accurate. If the employer needs clarification or a correction, respond promptly and follow the applicable instructions.

The employer should not tell you which specific acceptable document you must provide simply because of your citizenship, immigration status, or national origin.

7. Common Form I-9 Mistakes to Avoid

Several mistakes can create unnecessary complications during onboarding.

First, do not wait until the last minute to find your documents. Check what you have available before your start date.

Second, do not assume that a Social Security card or driver’s license alone will satisfy every situation. The document must be acceptable under the relevant list.

Third, do not provide false, altered, or borrowed documents. Submit genuine documents that belong to you and meet the requirements.

Fourth, do not confuse Form I-9 with a visa or immigration application. If you need permission to work, that issue must be resolved separately.

Finally, do not assume the same document combination will work in every case. Review the current instructions because forms, acceptable document rules, and temporary exceptions may change.

For additional career preparation, read CoreFoxes’ guide to free platforms for learning job-ready skills in 2027. If you are new to the workforce, you can also use its advice on best apprenticeship programs in 2027 to explore training routes that combine learning and practical experience.

Frequently Asked Questions

Can an employer demand a U.S. passport?

Generally, no. Employees can choose which acceptable documents to present for Form I-9. Employers should not specify a particular document when the employee has other acceptable options.

Does Form I-9 guarantee a job?

No. It is an employment verification requirement, not a hiring guarantee. Employers may have separate job qualifications, background screening, and onboarding requirements.

Can I start work before completing Form I-9?

You should follow the applicable deadlines and your employer’s instructions. Section 1 is generally due no later than your first day of employment, and Section 2 is generally due within three business days after that first day for pay. Special rules may apply in particular circumstances.

Conclusion

Form I-9 is an important part of starting employment in the United States. The key is understanding that you can generally present either one acceptable List A document or a combination of one List B and one List C document.

Prepare your documents early, review the current requirements, and confirm that your employment authorization covers the job. Employers must follow the applicable verification rules while allowing employees to choose among acceptable documents.

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