Fill I-9 Online — Free, No Upload

Form I-9 (Employment Eligibility Verification) is the USCIS form every U.S. employer must complete for every person they hire — citizens and noncitizens alike. The employee fills Section 1 no later than the first day of work; the employer examines the original identity and work-authorization documents and completes Section 2 within three business days of the start date.

An I-9 collects some of the most sensitive data a person shares at work: date of birth, Social Security Number, passport or green card numbers. Filling it here means that information never leaves your device — the official USCIS template loads into your browser, you complete it locally, and the PDF is generated on your machine.

• Official USCIS template, hosted on this site — edition and verification date shown above
• Fill Section 1 on your phone or laptop before your first day — no app, no account
• Flattened on download, metadata wiped
• Zero bytes uploaded — your SSN and document numbers stay on your device

Note: this page helps you fill the form. Employers must still examine original documents — an I-9 is never valid from a filled PDF alone.

1. Employee: fill Section 1. Enter your full legal name, address and date of birth. Check exactly one status box: U.S. citizen, noncitizen national, lawful permanent resident, or alien authorized to work. Sign and date no later than your first day of employment.
2. Employee: decide on the SSN field. The Social Security Number in Section 1 is voluntary — unless your employer uses E-Verify, in which case it is required. Ask HR if you're unsure.
3. Employee: choose your documents. Pick either one document from List A (proves identity and work authorization — e.g. a U.S. passport or green card) OR one from List B (identity — e.g. a driver's license) plus one from List C (work authorization — e.g. an unrestricted Social Security card). The choice is yours, not the employer's.
4. Employer: complete Section 2. Within three business days of the start date, examine the employee's original documents and record the document title, issuing authority, number and expiration date. Enter the first day of employment, then sign.
5. Employer: retain, don't file. The I-9 is never sent to USCIS. Keep it for three years after the hire date or one year after employment ends — whichever is later — and produce it on inspection.
6. Employer: reverify on time. If the employee's work authorization expires, reverify using Supplement B (formerly Section 3) no later than the expiration date. Permanent residents and citizens never need reverification.

1. Telling the employee which documents to bring. The employee chooses any valid combination (List A, or List B + List C). Demanding a specific document — or more documents than required — is document abuse, even with good intentions.
2. Accepting expired documents. Documents must be unexpired at the moment Section 2 is completed (a formal receipt is the narrow exception). “It expired last week” is one of the most common audit findings.
3. Late timing. Section 1 must be done by the first day of work; Section 2 — within three business days of it. An I-9 completed a week later is a compliance violation, even if everything else is correct.
4. Missing signatures and dates. The employee attestation in Section 1 and the employer attestation in Section 2 both require a signature and date. Blank attestations are the single most frequent fine in I-9 audits.
5. Backdating corrections. Never backdate. Fix errors with a single line through the entry, initials and the current date — and attach a note for material corrections.
6. Forgetting to reverify. Work authorization with an expiration date (List A or C) must be reverified in Supplement B before it lapses. Set a calendar reminder the day the form is completed.
7. Completing the I-9 before the offer is accepted. Running verification as a pre-screening tool risks discrimination claims. The form comes after acceptance, before (or on) day one.