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On October 30, 2025, USCIS implemented an Interim Final Rule (IFR) ending the automatic extension of Employment Authorization Documents (EADs) for most foreign nationals who timely file renewal applications. This reverses prior policies allowing up to 540 days of automatic employment authorization while renewals were pending.
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Key Effective Dates
October 30, 2025: End of automatic EAD extensions for most categories.
Before October 30, 2025: Renewal filings under existing 540-day rules remain valid.
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Previous Policy
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New Policy (Effective 10/31/2025)
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Up to 540-day automatic extension if renewal filed before EAD expires.
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No automatic Extension – Employment Authorization Ends on EAD expiration.
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Receipt notice allowed continued employment.
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Receipt notice no longer authorizes work; new EAD must be issued before work continues
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EAD validity extended automatically under 8 CFR 274a.13(d).
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New 8 CFR 274a.13(e) eliminates automatic extension except where required by statute (e.g., TPS).
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Employer Impact
- Employees must present unexpired work authorization before EAD expiration.
- End of 'gap protection': employees lose eligibility if renewals aren’t approved in time.
- Employers must track EAD expiration dates, suspend work if expired, and reverify only with new EAD.
- Continuing to employ after expiration may trigger penalties under INA §274A.
Rationale Cited by DHS
- To prioritize proper vetting and screening before granting new work authorization.
- Aligns with Executive Orders 14159 and 14161 on national security.
- DHS asserts prior policy created program integrity and security risks.
Recommended Employer Actions
- Audit I-9s and tracking systems for expirations.
- Update onboarding policies—receipt notices no longer valid for reverification.
- Communicate with employees about renewal timing.
- Coordinate with immigration counsel for alternatives (e.g., H-1B, L-1).
- Monitor regulations.gov (Docket No. USCIS-2025-0271) for updates.
Bottom Line
Starting October 30, 2025, EAD holders must have approved renewals to continue employment. HR teams should prepare now—update compliance systems, educate staff, and coordinate with counsel to avoid work interruptions.
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