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  U.S. Citizenship and Immigration Services (USCIS) has made minor changes to Form I-9 (Employment Eligibility Verification). The revised Form I-9 has an edition date of Jan. 20, 2025, and an expiration date of May 31, 2027, and is now available for download.

The Department of Homeland Security recently announced that Haiti’s Temporary Protected Status (TPS) designation will expire on Aug.  3, 2025 rather than the previously scheduled expiration date of Feb.  3, 2026.  

Importantly, U.S. Citizenship and Immigration Services (USCIS) has also  announced that it will  not provide updated Employment Authorization Documents (EADs) with the new Aug. 3, 2025, expiration date.  USCIS instructs employers to enter the amended expiration date of Aug. 3, 2025, in the Additional Information field in Section 2 of the Form I-9 and initial and date the correction.

On March 31, 2025, a federal court issued a nationwide order blocking the decision to terminate the 2023 TPS designation for Venezuela. The net effect of the order is to reinstate the Jan. 17, 2025 notice that extended the 2023 TPS designation for Venezuela to Oct. 2, 2026. The order will remain in effect while a decision from the court on the merits of the underlying legal action remains pending. The government could choose to appeal the order.

ADP® will continue to monitor and communicate any future related developments.

Missouri voters have approved a ballot initiative, Proposition A, which requires all employers to provide paid sick leave to employees. Proposition A will take effect on May 1, 2025.

If you are an Applicable Large Employer, we want to remind you that it is important to review your ACA Compliance Dashboard every month. Checking your ACA Compliance Dashboard once a month and making any necessary adjustments to your employees’ data can help protect your business from risk.

Many employers refer to independent contractors as "1099" workers and employees as "W-2" workers after the IRS forms used for federal reporting purposes. However, simply providing a worker a 1099 Form doesn't make them an independent contractor. The classification must always be made on the basis of whether the worker meets federal and state tests for independent contractor status. Different tests are used to determine whether a worker is covered by a particular law or benefit. The following is an overview of some of these tests.