The State of Immigration in the Workplace and What Employers Need to Know

Immigration remains a high-impact issue for employers in the building products industry, particularly amid shifting enforcement policies and political scrutiny. From expanding deportation efforts to stricter compliance audits, companies must understand how immigration changes affect their ability to hire, retain, and protect their workforce.

Here’s a breakdown of recent updates and what your business can do to stay compliant and prepared.

Shifting Policies Around Protected Status

The U.S. Department of Homeland Security has proposed major changes that affect Temporary Protected Status (TPS) and related programs such as Deferred Action for Childhood Arrivals (DACA). These programs shield individuals from deportation and grant them work authorization, but many of these protections are now under review or set to expire in the near future.

For example:

• TPS for Haitians ends August 3, 2025

• TPS for Venezuelans expires in April or September 2025, depending on when the extension was secured

• Deferred Enforced Departure (DED) programs for Liberians and Palestinians also face uncertainty

Employers should be aware that changes to these protections can immediately impact the eligibility of employees to work legally in the U.S.

Increased Enforcement and Faster Deportations

The Department of Homeland Security (DHS) has also expanded its use of the expedited removal process, allowing the U.S. government to deport undocumented non-citizens without court hearings or a judge's order. This process can be used within 100 miles of the border or for anyone in the U.S. who cannot prove continuous presence for the past two years.

This has led to a broader and faster response to undocumented workers. Law enforcement agents at all levels, from local to federal, are now collaborating on enforcement efforts. Employers must understand the real risks of hiring individuals without valid work authorization.

What Employers Can Do Right Now

1. Review I-9 Forms and Hiring Practices

All employers must complete and maintain Form I-9s for each employee to verify work authorization. Mistakes or omissions can result in penalties ranging from $281 to $27,894 per violation.

To stay ahead of audits:

• Regularly review your I-9 documentation

• Train HR teams to spot and fix errors

• Conduct an internal audit before ICE does

2. Prepare for Site Visits and Audits

Immigration and Customs Enforcement (ICE) agents may serve a Notice of Inspection (NOI) to review your company’s I-9s. These visits can be triggered by complaints, audits, or simply as part of random enforcement waves. Your team must be ready – timing, documentation, and a clear response plan can minimize risk and disruption.

3. Establish a Response Plan

Designate a point person in your company to lead your compliance response. Ensure your team is briefed on the steps to take in the event of an audit or investigation. You should also work with legal counsel familiar with immigration issues to provide guidance and representation when necessary.

Final Thoughts

With over 60,000 I-9 audits projected over the next four years, immigration compliance is essential. At The Bridger Group, we encourage our partners to review their internal processes, seek legal support for clarification, and ensure their workforce is both compliant and protected.

Being proactive is the best defense.

Need help staying ahead of changing regulations?
We partner with industry leaders to connect companies with the HR and compliance expertise they need. Schedule a call to learn how we can help you build a resilient workforce.

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