ICE raids target more employers as 2025 I-9 audits increase

Key Takeaways

• ICE will conduct 12,000–15,000 I-9 audits and over 100 workplace raids in 2025, a record increase.
• Employers in industries like hospitality, agriculture, and healthcare face higher legal, financial, and reputational risks.
• Businesses must prepare through regular I-9 audits, staff training, written plans, and ongoing legal counsel.

U.S. Immigration and Customs Enforcement (ICE) is expected to carry out the highest number of workplace enforcement actions in many years in 2025. Employers across a range of industries face more ICE raids and I-9 audits than ever before. This larger focus on employer compliance can bring big risks legally, financially, and for a company’s reputation. Being ready for these changes is not just wise; it is necessary for any company that employs immigrant workers or operates in an industry that the government is watching closely.

This article will explain what ICE raids and I-9 audits are, show why they are growing, describe the risks for employers, and provide step-by-step advice on how businesses can protect themselves. If you run a business in the United States 🇺🇸, this is a must-read guide for keeping your company both safe and prepared.

What Are ICE Raids and I-9 Audits?

ICE is the main agency that enforces immigration law at work. Its main tools for checking on employers are:

• I-9 audits: ICE asks a business to turn over its Form I-9 employee verification forms and related papers. Companies usually have three business days to gather and give over these records. ICE checks for errors or missing information.
• ICE raids: These are sudden visits by ICE agents who come to a worksite to look for people working without proper permission or to collect other evidence. Raids usually come without any warning.

Both types of enforcement focus on keeping employers from hiring people who do not have the legal right to work in the United States 🇺🇸. Importantly, I-9 audits usually start with a “Notice of Inspection” (NOI), so companies have a few days’ warning, whereas raids come without notice.

Why Is ICE Workplace Enforcement Increasing in 2025?

According to analysis from VisaVerge.com and industry sources, ICE is raising its workplace actions for three main reasons:

1. Bigger Numbers: ICE is expected to run between 12,000 and 15,000 I-9 audits every year in 2025. This number is huge compared to fewer than 50 such audits per year in earlier years. ICE is now also expected to carry out more than 100 workplace raids each year.
2. Focus on Certain Industries: ICE is especially watching businesses where many immigrant employees work. These include:
   • Staffing companies and temp agencies
   • Restaurants and supermarkets
   • Construction, manufacturing, and food processing
   • Agriculture and farming
   • Hospitality and hotels
   • Healthcare (considered critical infrastructure)
   • Transportation

   If a business is in one of these sectors, the chance of ICE raids or I-9 audits is especially high.

3. Extra Scrutiny in Sanctuary Cities: If your business is in a so-called “sanctuary city,” you may face even more ICE attention. In these places, ICE sometimes steps up both raids on the street and checks in the workplace.

This major increase in activity means that employers cannot afford to ignore I-9 audits or ICE raids. They must make sure their papers and hiring practices follow the law at all times.

Key Differences: I-9 Audits vs. ICE Raids

It is important to know what each type of enforcement looks like and what to expect.

For details and examples of official documents, the U.S. government provides all forms and guidance, including Form I-9.

Major Risks for Employers

If a business is not ready for these enforcement steps, it faces many risks:

• Heavy Fines: For every Form I-9 that is incorrect or missing, fines can reach up to $2,861. For every person found to be hired on purpose without proper papers, fines can be up to $5,724.
• Criminal Prosecution: Employers who repeatedly break the law could be charged with a crime. Top managers, hiring staff, or even business owners may face arrest or jail time.
• Disruption: Raids can halt business for hours or days. Employees may be detained, scaring the workforce and possibly leading to lost productivity.
• Reputation Damage: News of a raid or audit, or any arrests, can quickly become public. This can harm a company’s image and customer trust.

Clearly, the best approach is to prevent problems before they happen. Being prepared for audits and raids is the smartest move an employer can make.

Employer Compliance: Best Practices for Preparation

To lower the risk of problems with ICE and to make sure your company passes any I-9 audits or raids, follow these best practices:

1. Regular Internal I-9 Audits

• Check All Forms: Go through every Form I-9 on file. Make sure every section is filled in correctly and all information matches other records (like payroll).
• Fix Mistakes: If you find errors, correct them. Use the official correction procedures—cross out mistakes, write in the right answer, and initial and date the change. Never backdate or fake information.
• Separate I-9 Files: Keep I-9 forms in a folder separate from other HR files. This way, if ICE asks for them, you can provide them quickly.

2. Train Your Staff Thoroughly

• HR Training: Make sure your people know exactly how to fill out and store Form I-9s. Review the instructions with them using real examples.
• Front Desk and Security Training: Teach your reception or security staff what to do if ICE agents arrive. They should:
  • Stay calm and polite
  • Ask to see ID and a warrant
  • Contact your company’s legal or management team at once

3. Have a Written Response Plan

• Pick Key Contacts: Decide now which employees will speak to ICE agents or handle its paperwork.
• Write Down Steps: Type out a list of what to do if ICE comes (for a raid or an audit):
  • Who gets called (managers, lawyers)?
  • How to check if an agent’s paperwork is valid?
  • What should staff say or not say to agents?
• Share With Staff: Make sure everyone knows where to find these instructions.

4. Know Your Rights and Duties

• Warrants: ICE agents cannot enter private work areas without a warrant signed by a judge. Administrative warrants (signed only by ICE) do not give access to non-public areas.
• Right to Remain Silent: Employees do not have to answer questions during a raid unless they have talked with a lawyer first.
• During Audits: Always respond to official notices quickly—gather all required documents within the three-day window.

5. Stay in Touch With an Immigration Lawyer

• Early Help: Do not wait until ICE is at your door. Have a lawyer check your papers ahead of time.
• Immediate Support: If you get a Notice of Inspection or agents arrive, legal counsel should come or be called right away.

6. Check Contractors and Vendors

If you use outside agencies for staffing or supply, make sure they are as careful as you are. ICE often investigates subcontractors if the main business is in trouble. Ask for proof that their I-9 forms are in order.

Step-by-Step: What to Do If Audited or Raided

Here is what a business should do, step by step, if ICE comes calling.

If You Get a Notice of Inspection (NOI):

1. Receive the NOI: Carefully note the time and date.
2. Contact Your Legal Team: Tell your lawyer right away.
3. Prepare Documents: Gather all Form I-9s and any documents ICE lists in its notice. Use the full three days to double check.
4. Do Not Hide or Destroy Files: Never remove, shred, or backdate paperwork.
5. Hand Over Records: On the deadline, give ICE only what was requested—no more, no less.
6. Ask for Written Receipts: Always get receipts for what you turn in.

If You Face an ICE Raid:

1. Stay Calm: Tell staff not to panic.
2. Restrict Access: Let agents into public areas, but do not let them into private offices or non-public work areas unless they show a “judicial” warrant.
3. Accompany Agents: Always have a company rep stay with the agents.
   • “Don’t let [ICE agents] roam free; have them accompanied by a designated company representative.”
4. Employees’ Rights: Remind employees they do not have to answer questions without a lawyer.
5. Contact Your Lawyer: Get legal help on the scene right away.
6. Take Notes: Record what happens. After the event, write down everything that took place, who the agents were, and what they took or searched.

Common Mistakes to Avoid

• Do not ignore early warning signs like employee tips, notices from government agencies, or rumors about planned audits.
• Don’t guess or “fix” I-9 forms incorrectly—mistakes can make things worse.
• Never give agents access without proper paperwork. Double-check any warrant shown.
• Don’t wait until after ICE is at your door to organize your files—late fixes are rarely allowed.

Overview Checklist for Employers

Before ICE ever comes to your door, make sure you can check off the following:

• [ ] All employee Form I-9s are filled in, up to date, and stored properly.
• [ ] All hiring and HR staff are trained in compliance best practices.
• [ ] A written emergency protocol exists for audits and raids.
• [ ] You know the difference between an administrative and a judicial warrant.
• [ ] An immigration attorney is on speed dial and familiar with your business.
• [ ] You have checked that all vendors and contractors are following the same rules.

What to Expect After an Audit or Raid

After ICE completes an audit, it usually sends an official notice listing any mistakes found and the possible fines. You will have a chance to fix “technical” errors and may have to pay fines for bigger errors. If you get a big fine or criminal charge, a lawyer can help arrange a settlement or represent you in court.

After a raid, the follow-up is often more complex. Some employees may be detained, and the company may face both criminal and civil penalties. There can also be repeat visits or extra audits if ICE thinks there are ongoing problems.

It is always best to stay in regular contact with an experienced immigration lawyer after any ICE action.

Additional Resources

For official guidance, employers can refer to the ICE Worksite Enforcement page. This resource includes updates, legal requirements, and detailed instructions on compliance. For further questions, it is best to seek help from legal professionals or immigration-focused organizations listed on that page.

Summary and Next Steps

The large increase in ICE raids and I-9 audits in 2025 means that every employer—especially in high-risk industries or sanctuary cities—should act now. Don’t wait for a notice or a raid before reviewing your records and training your team.

Employer compliance is not just a box to check. It means keeping careful records, training all staff, being ready with a plan, and having legal help available. This careful preparation reduces the chance of high fines, lost business, or public damage to your company’s reputation.

Take the steps described above—review your I-9s, train your team, write a plan, and check your contractors. Doing this now shows your company takes its legal duties seriously, helps protect your workers, and keeps your business secure in a time of strong immigration enforcement by the U.S. government.

As reported by VisaVerge.com, acting early is the best way to manage ICE raids and I-9 audits. Don’t be caught off guard—be ready and stay safe.

Learn Today

ICE Raid → A surprise worksite inspection by ICE agents to find and detain unauthorized workers or gather evidence of illegal hiring.
I-9 Audit → A formal review by ICE requiring employers to submit Form I-9s to verify employee legal work status and documentation.
Notice of Inspection (NOI) → An official letter from ICE to employers, giving three days to present I-9 forms and related employment records.
Judicial Warrant → A search order signed by a judge, legally allowing ICE access to non-public workplace areas during enforcement actions.
Employer Compliance → The process of ensuring company hiring and employment practices meet all immigration laws and Form I-9 requirements.

This Article in a Nutshell

U.S. employers face unprecedented ICE activity in 2025, with a surge in I-9 audits and workplace raids. High-risk industries must prioritize compliance to avoid major fines, criminal charges, and reputational harm. Proactive steps—auditing records, staff training, and legal readiness—are essential for staying secure amid intensified immigration enforcement nationwide.
— By VisaVerge.com

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