Question: An employee received an email from the federal government telling him to leave the U.S. immediately because his parole (temporary immigration approval for asylum seekers) was terminated. Is this a hoax? If it isn’t, what do we do?
Answer: The email isn’t a hoax. The Department of Homeland Security (DHS) sent notices on April 11, 2025, to almost 1 million immigrants in the U.S. who lawfully entered using the “CBP One” app. The app, created during the Biden administration, encouraged asylum seekers to schedule appointments at legal ports of entry instead of illegally crossing the border. Doing so protected them from deportation while waiting for their hearings, and it gave them work authorization for up to two years. In March 2025, DHS rebranded the “CBP One” app as “CBP Home,” replacing the scheduling feature with a self-deportation reporting feature.
Follow I-9 Guidelines Without Jumping to Conclusions
The April 11 DHS notice directs recipients to leave immediately unless they have a lawful basis to remain and says work authorization “will also terminate.” Despite the suggestion that work authorization will be revoked, as an employer you don’t know—or have proof—that it was revoked. Your employee may have pending applications, court proceedings, or another protection in place, such as Temporary Protected Status. You also don’t know if they received a final order of removal or are contesting it in court. Nor should you ask. Your job is to confirm work authorization upon hire and when reverification is required. If your employee provided a valid List A document or combined List B and C documents upon hire, then they are authorized to work for you, subject to any relevant expiration dates or extensions. For a list of acceptable List A, B, and C documents, see Form I-9 and the more detailed explanations in Section 13.0 (Acceptable Documents for Verifying Employment Authorization and Identity) in the U.S. Citizenship and Immigration Services (USCIS) Handbook for Employers (M-274).
Handle the Situation with Care and Caution
This is a trying, emotional issue for any employee receiving the DHS notice and distressing for colleagues, including Human Resources. While you can be compassionate, you should not ask probing questions or provide advice, other than directing your employee to contact their immigration attorney. If you still feel the need to do something, consider an internal audit of your I-9 documents using our newly published Legal Guide, Form I-9: Self-Audit Guidance. Additional questions? Contact your Vigilant Law Group employment attorney.