A quiet change to an E-Verify reporting tool has created a direct pipeline between an adjustment of status decision and an employer’s HR department. On Aug. 11, 2026, USCIS expanded the E-Verify Status Change Report to include invalidated Employment Authorization Documents in four new categories — and one of them, C09, is the EAD issued to everyone with a pending Form I-485.
What changed. Until this month, the Status Change Report flagged invalidated Forms I-766 in only one category: C11, issued to parolees. The report now also covers:
- C09 — adjustment of status applicants under INA Section 245
- C08 — asylum applicants with a pending Form I-589
- A12 — beneficiaries granted Temporary Protected Status
- C19 — TPS applicants
USCIS states that DHS has authority to invalidate C08 and C09 EADs based on the withdrawal, approval, or denial of the underlying I-485 or I-589. A12 and C19 EADs can be invalidated when a TPS designation is terminated. The report is updated with new data every two weeks.
Why this matters for green card applicants. The C09 EAD is the work permit that carries employment-based and family-based adjustment applicants through the wait between filing the I-485 and receiving the green card. Note the trigger list: withdrawal, approval, or denial. If an I-485 is denied, the C09 EAD underpinning that person’s job can be invalidated — and now the employer will see it on a report generated inside E-Verify, on a two-week refresh cycle, rather than learning of it whenever the card’s printed expiration date arrives.
USCIS makes the gap between paper and reality explicit, warning that employees may still possess an invalidated EAD that still appears to be valid, because DHS does not collect previously issued cards. A card in a wallet showing a 2028 expiration date is not proof that the authorization behind it still exists.
What employers must do. An E-Verify employer whose employee appears on the Status Change Report must reverify that employee’s Form I-9 using Supplement B. The employee must be allowed to present unexpired documentation from List A or List C, and must be allowed to choose which acceptable document to present. Employers may not reverify List B identity documents, and must not create a new E-Verify case.
USCIS also restates the anti-discrimination rules that apply during this process. Under the INA, employers may not request more or different documents than Form I-9 requires, may not demand the same document type the employee presented before, and may not reject documents that reasonably appear genuine and related to the person presenting them. Employer agents are required to notify their clients of any cases involving invalidated EADs.
Practical steps. If you are working on a C09 EAD, keep your own record of your I-485 status and confirm that any denial, withdrawal, or approval is reflected accurately. An approval is also on the trigger list — someone whose green card is approved will have the C09 EAD invalidated, and should be ready to present the permanent resident card as a List A document when the employer reverifies. Anyone facing a denial should get advice on remaining work authorization before the reverification request arrives.
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