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On March 25, 2025, the Department of Homeland Security (DHS) announced the formal termination of the parole programs for nationals of Cuba, Haiti, Nicaragua, and Venezuela (commonly referred to as the CHNV parole programs). These programs had offered a temporary lawful pathway for select individuals from these countries to enter and work in the United States. With their termination, employers across the U.S. must take immediate steps to ensure compliance with employment eligibility and I-9 verification regulations.
Originally launched to address both humanitarian concerns and border security objectives, the CHNV parole initiatives allowed vetted nationals from Cuba, Haiti, Nicaragua, and Venezuela to enter the U.S. lawfully, subject to sponsor support and eligibility checks. Beneficiaries were granted temporary parole status and employment authorization.
It's important to distinguish between the CHNV parole programs and Temporary Protected Status (TPS). On January 17, 2025, the Department of Homeland Security announced an 18-month extension of TPS for Venezuelan nationals, effective from April 3, 2025, through October 2, 2026. This extension allows eligible Venezuelans to retain their TPS and continue working legally in the U.S. Employers should verify whether their Venezuelan employees are under TPS or the CHNV parole program, as the termination of the CHNV program does not affect individuals with TPS.
The end of these programs has immediate and direct implications for businesses that may employ individuals who entered the U.S. under CHNV parole. Here's what your HR and compliance teams need to know:
1. Work Authorization Will Expire
Employment authorization granted under these programs will expire no later than April 24, 2025, unless the individual has obtained another lawful status. After that date, affected individuals are no longer legally eligible to work in the United States.
2. I-9 Compliance is Critical
Under federal law, employers are required to maintain accurate and up-to-date Form I-9s for all employees. This includes ensuring that any time-limited employment authorization is reverified on or before its expiration date. Failure to do so could result in significant fines and penalties.
3. Avoid Discrimination in the Reverification Process
Employers must follow anti-discrimination provisions under the Immigration and Nationality Act. This means:
To avoid potential compliance pitfalls, we recommend the following immediate steps:
1. Audit Your Workforce
Identify employees who may have been working under the CHNV parole programs. This can often be verified by reviewing the documents presented in Section 2 of the Form I-9.
2. Reverify Employment Authorization
If an employee’s work authorization is expiring, complete Section 3 of Form I-9 to document updated work authorization—or take the necessary steps if no new documents can be provided.
3. Update HR Policies
Ensure your onboarding and reverification policies are current and aligned with the latest DHS guidance. Provide training to HR staff and hiring managers on how to handle changes lawfully and respectfully.
4. Seek Legal Counsel if Needed
When in doubt, consult with immigration counsel to ensure you are interpreting and implementing the new changes accurately.
Navigating changes like this requires more than just awareness—it demands action. i9 Intelligence’s cloud-based I-9 compliance platform makes it easy for HR teams to:
With non-compliance penalties reaching thousands of dollars per violation, now is the time to make sure your I-9 process is proactive—not reactive.
The termination of the CHNV parole programs is a major policy shift with immediate consequences for employers. As deadlines approach, maintaining accurate I-9 records and verifying work authorization status are essential steps to protecting your organization from legal and financial risk.
Let i9 Intelligence help you stay secure, compliant, and ahead of the curve.
Want to talk to a compliance specialist? Contact us.
