List Of Acceptable I 9 DocumentsEdit

The List Of Acceptable I-9 Documents is the official framework governing which documents an employer may rely on to verify a job applicant’s identity and legal authorization to work in the United States. Established under federal law, the system is organized around three categories—List A, List B, and List C—each with its own purpose. List A documents establish both identity and employment authorization; List B documents establish identity; List C documents establish employment authorization. This structure is designed to balance practical hiring needs with safeguards against ineligible labor, and it sits at the intersection of immigration policy, workplace regulation, and the protections afforded to American workers.

In practice, the Form I-9 process requires employers to review original documents in person, assess their authenticity, and record the relevant information on the form. The rules are administered by the federal government through the U.S. Citizenship and Immigration Services and Department of Homeland Security, with enforcement considerations tied to the broader framework of immigration and labor law. While compliance is legally mandatory, the system is frequently at the center of public debate about sovereignty, the labor market, privacy, and equal access to employment opportunities.

From a perspective that emphasizes rule of law and orderly labor markets, the I-9 documentation regime is viewed as a practical tool to deter illicit hiring, protect citizens and legal residents, and create a level playing field for compliant employers. Critics, however, argue that the process can impose burdens on businesses—especially small employers—and can, in practice, create barriers for workers who lack standard documentation through no fault of their own. The debate often centers on whether the current lists strike the right balance between security, efficiency, and civil rights.

Overview

The List Of Acceptable I-9 Documents is codified in the instructions accompanying the Form I-9. It is periodically updated by the administering agencies to reflect changes in immigration law, security considerations, and the availability of reliable identity documents. The three lists function as follows:

List A: Documents that prove both identity and employment authorization.
List B: Documents that prove identity but not work authorization.
List C: Documents that prove work authorization but not identity.

In everyday use, a prospective employee may present one List A document, or a combination of one List B document and one List C document, to satisfy the Form I-9 requirements. The exact items that qualify for each list can change over time, so employers are expected to consult the current official guidance and the Form I-9 instructions.

List A: Documents that establish identity and employment authorization

List A includes items that, by themselves, verify both who a person is and that they are legally authorized to work in the United States. Common examples (as defined in the current Form I-9 instructions) include high-trust government-issued documents and certain authorized work permits. In practice, many applicants present a government-issued passport that covers both identity and work authorization, or a combination such as a permanent resident card alongside other corroborating evidence of status. For many workers with established status, an Employment Authorization Document (EAD) that includes a photo is also acceptable as a List A item. Employers should refer to the official List A roster in the Form I-9 materials for the precise items recognized at any given time. See also the broader discussions around identity verification and citizenship status in U.S. Citizenship and Immigration Services materials.

Examples include widely recognized travel and status documents issued by the federal government.
The underlying point is to reduce the need for multiple documents to prove both identity and work eligibility.

List B: Documents that establish identity

List B covers documents that prove the employee’s identity but do not confirm work authorization on their own. Typical List B items include state-issued driver’s licenses or identification cards, as well as certain government-affiliated ID documents that bear a photo. In some cases, a list B document might come from a federal government source or a school or employer, provided it includes a photo and meets the agency’s criteria. The key function is to establish identity so that the employee can be matched to the person presenting the documents.

Common List B items include a photo-bearing driver’s license or state ID.
The emphasis here is identity rather than work status, which must be supplied by a List A or List C document when applicable.

List C: Documents that establish employment authorization

List C covers documents that prove the individual is authorized to work in the United States but do not establish identity by themselves. Examples typically include documents issued by government agencies that confer work authorization or confirm eligibility to work. The precise items are listed in the Form I-9 guidance and may include government certificates or other recognized proofs of work authorization. As with Lists A and B, the exact eligibility determinations can change as policy and document security standards evolve.

Typical List C examples include government-issued documents that affirm work authorization status.
Employers must ensure that the chosen List C item, when used, aligns with the current official list and that the employee also provides an acceptable List B item if a List A document is not used.

For a complete, up-to-date enumeration of the acceptable documents, employers and workers should consult the official Form I-9 instructions and the DHS guidance. See Form I-9 for the primary source of the lists and related requirements.

Implementation and practical considerations

The hiring timeline: Employers must complete the Form I-9 review within a defined window after an employee is hired, typically by the end of the first day of employment. The in-person review is a core requirement, and copies or scans of documents may be used to supplement records in some contexts, though originals are generally required for the verification process.
Recordkeeping: Employers are responsible for retaining Form I-9 records and making them available for inspection. Proper recordkeeping helps ensure compliance with federal enforcement regimes.
E-Verify and alternatives: Besides the paper-based process, several employers participate in E-Verify, a federal program that electronically checks the information provided on Form I-9 against government records to confirm work authorization. Some states require E-Verify for certain employers or sectors, while others support voluntary participation. The interplay between E-Verify and the standard Form I-9 process is a frequent topic in policy discussions about immigration and employment.
Real-world impacts: The system is often defended on grounds of protecting wage levels for legal workers and preserving public trust in the labor market. Critics emphasize the administrative load on businesses and the risk that erroneous verification or misdocumentation can undermine legitimate employment opportunities or lead to inadvertent discrimination, even when unintentional.

Controversies and debates

Policy aims and enforcement: Proponents see the List Of Acceptable I-9 Documents as a practical backbone for enforcing immigration laws at the point of hire. They argue that a robust verification system discourages illegal hiring, supports citizens and legal residents, and reduces competitive pressure on wages caused by under-the-table arrangements. Opponents claim the system can be imperfect, slow hiring, and prone to bureaucratic bottlenecks that hurt employers, particularly small businesses in high-turnover sectors.
Discrimination concerns: Critics point to the risk that the process, especially in combination with identity-document requirements, can create implicit or explicit discrimination against workers who lack certain types of documents or face obstacles in obtaining them. A common complaint is that employees from certain communities may face higher verification hurdles, even when legally authorized to work. From a right-of-center viewpoint, the emphasis is on preventing illegal employment while preserving due process and avoiding blanket conclusions about individuals based on appearance or background.
Burden on businesses and employers: The cost and complexity of staying compliant—document procurement, training, recordkeeping, and possible audits—are frequently cited as reasons to streamline the process. Advocates for tighter control argue that the benefits of a uniform, enforceable standard justify the administrative effort, while critics warn that excessive burdens can push employment underground or incentivize noncompliance in situations where the paperwork is not readily available.
E-Verify, privacy, and civil liberties: Supporters argue that expanding verified employment status, including mandatory or voluntary E-Verify programs, strengthens the integrity of the job market. Critics raise concerns about privacy, potential data breaches, and the possibility that automation could stamp out legitimate employment opportunities for individuals who are in a transition period or who face documentation challenges. Proponents of a measured approach contend that E-Verify should be adopted with strong safeguards and clear due-process protections rather than discarded as an unnecessary friction point.
Reform proposals and the status quo: Some policymakers advocate for expanding or standardizing the list of documents, mandating universal electronic checks, or integrating Real ID-style security features into employment verification. The right-of-center case for reform tends to emphasize preventing illegal work, reducing unauthorized competition for jobs, and simplifying compliance for employers that comply with the law. Critics of broader reforms argue that sweeping changes can introduce new forms of bias or inefficiency and may not address underlying immigration policy questions.

Why some criticisms of the system are viewed as misguided from this perspective

Focus on outcomes, not slogans: The core argument is that the system is about ensuring that people who work in the United States have legitimate status and are properly identified. Critics who frame the system as inherently hostile or discriminatory ignore the objective of maintaining a fair labor market for those who play by the rules.
Practical fixes over broad political rhetoric: Rather than rejecting verification altogether, a constructive approach favors targeted improvements—such as better document security, clearer guidance for employers, and safeguards against unfair policing—while preserving the basic principle of workplace integrity.
Balance with civil liberties: The conservative-leaning view often emphasizes due process and non-discrimination within a lawful framework. Critics’ claims about discrimination can be acknowledged, but proponents argue that well-designed verification with robust enforcement can minimize abuse while protecting legitimate workers.