Addressing Immigration Concerns: What Employers Need to Know
Access this expert-led webinar instantly, available anytime on-demand.
Included in All-Access Membership Live Webinar
On-Demand Webinar Available
Customer Satisfaction Guarantee Learn with confidence. If you're not happy, we'll make it right. That's our guarantee.
Immigration remains one of the most complex, and emotionally charged, issues employers must navigate. In 2026, shifting enforcement priorities and updated regulations have placed renewed pressure on organizations to ensure full compliance with employment eligibility verification, I-9 documentation, and work authorization requirements. This webinar provides HR professionals, compliance officers, and managers with the critical insights needed to meet today’s standards confidently and lawfully.
Participants will gain practical knowledge of current immigration obligations and enforcement trends, including how to prepare for internal audits, inspections, or government inquiries. The session will also highlight frequent compliance pitfalls and provide a clear roadmap for avoiding costly errors. Attendees will walk away equipped to implement proactive, fair, and consistent employment practices that meet legal requirements while supporting organizational integrity.
Beyond compliance, this session will also focus on fostering respectful, inclusive workplace communication. You'll learn how to handle immigration-related concerns in a way that avoids discrimination or retaliation, protects employee rights, and promotes neutrality. With real-world strategies and a legally grounded approach, this webinar empowers you to protect both your workforce and your organization.
Your Benefits for Attending:- Understand key immigration updates and their impact on employers in 2026, including policy shifts and enforcement trends.
- Master best practices for I-9 compliance and internal audit preparation to stay ahead of government inspections or inquiries.
- Minimize legal risk by implementing compliant hiring practices, accurate documentation, and lawful workplace procedures.
- Address employee concerns about immigration confidently while avoiding potential retaliation or discrimination claims.
- Manage sensitive workplace conversations involving immigration with professionalism, empathy, and compliance.
This session is ideal for HR professionals, legal counsel, and business leaders who want to stay compliant, reduce legal exposure, and foster a workplace rooted in fairness and legal responsibility. Gain peace of mind and the practical tools you need to navigate immigration challenges with clarity and confidence.
-
Wendy Sellers
Wendy Sellers, MHR, MHA, SHRM-SCP, SPHR has 25 years of experience in HR, change management, operations, strategy, corporate culture, and leadership development in all size businesses (local startup to global enterprise) in a wide variety of industries including healthcare, professional services, hi [...]
HRCI Credit
SHRM Credit
ATAHR Credit
Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in human resources.
Invest in your future with confidence! Our Customer Satisfaction Guarantee eliminates all risk, letting you focus purely on mastering new skills and advancing your career. If you're not completely satisfied, we'll ensure you are. Your satisfaction is not just a promise; it's our guarantee.
This webinar received a total of 1 survey responses. Attendees have given an average rating of 4.8 stars out of a possible 5, reflecting the quality and value of the content presented.
Webinar Presentation
How many of the objectives of the event were met?
5.0 Stars
How useful was the information presented at this event?
5.0 Stars
Overall, how satisfied were you with this event?
5.0 Stars
Speaker Performance
Overall, how satisfied were you with this presenter?
5.0 Stars
How closely did the presenter follow the schedule?
4.0 Stars
Reviews From Webinar Survey
Our webinars are crafted to deliver exceptional value and insight to business professionals. Below, you'll find genuine feedback from attendees.
Susan S.
March 20, 2026
4.8 / 5
Webinar Rating:
5.0 Stars
Speaker Rating:
4.5 Stars
Do you have any other comments, questions or concerns?
She is a very good speaker. Not only knowledge about a wide birth of topics but compelling/engaging.
Frequently Asked Questions
In 2026, employers face heightened immigration enforcement scrutiny, making compliance with employment eligibility verification requirements more critical than ever. Every employer in the United States must complete Form I-9 for all new hires, verifying identity and employment authorization within three business days of the start date. Employers must use the current version of the form, retain completed I-9s for the required period (three years from hire date or one year after separation, whichever is later), and be prepared for ICE inspections with organized, accessible records. E-Verify participation, while voluntary for most private employers, is mandatory for federal contractors and employers in states with mandatory E-Verify laws. Employers must also avoid discriminatory document practices—requesting more or different documents than required based on national origin or citizenship status violates the Immigration and Nationality Act's anti-discrimination provisions. Aurora Training Advantage's HR webinar on addressing immigration concerns in 2026, led by Wendy Sellers, equips HR professionals and compliance officers with the practical knowledge to meet today's standards confidently and lawfully.
Proactive I-9 audit preparation is the most effective way to reduce legal exposure before a government inspection arrives. Begin with an internal self-audit: pull all active employee I-9s and review each for completeness—Section 1 signed on or before the first day, Section 2 completed within three days, List A or List B plus List C documents properly recorded, and reverification completed where required for temporary work authorization. Common errors include missing signatures, incorrect dates, and failure to reverify expiring work authorization. Correct paperwork errors using a single strikethrough, correction, and initialed date—never use white-out. Purge I-9s for employees who are no longer employed and whose retention period has passed. Organize remaining I-9s in a dedicated, accessible file separate from personnel records. Document your internal audit process and any corrections made. If deficiencies are found, correcting them proactively demonstrates good-faith compliance. Aurora Training Advantage's HR immigration webinar covers internal audit preparation step by step, helping organizations minimize penalties and handle government inspections with confidence.
Immigration-related discrimination in hiring is prohibited under the Immigration and Nationality Act (INA), which is enforced by the Department of Justice's Immigrant and Employee Rights Section (IER). Employers may not discriminate in hiring, firing, or recruitment based on citizenship status or national origin. A common compliance pitfall is document abuse during I-9 verification—requesting specific documents or more documents than legally required, or rejecting valid documents because of their unfamiliarity. Employers may not pre-screen applicants by asking about their work authorization status before making a conditional offer, and may not require applicants with certain national origins to present different documents. All employees should be treated consistently in the I-9 process regardless of how they look, speak, or where they are from. Employers using E-Verify must also comply with its anti-discrimination requirements. Training all hiring managers and HR staff on compliant I-9 practices reduces the risk of unintentional discrimination. Aurora Training Advantage's HR webinar on immigration concerns provides clear guidance on how to run a legally compliant, non-discriminatory employment eligibility verification process.
As immigration enforcement intensifies, employees—particularly those from immigrant communities—may experience heightened anxiety that affects morale, productivity, and retention. Managers play a critical role in how these concerns are handled. The first principle is consistency and neutrality: managers should not speculate about employees' immigration status or make comments that could be perceived as discriminatory or retaliatory. HR should establish a clear communication protocol for what to do if government agents arrive at the workplace—including directing agents to a designated HR or legal contact and not consenting to searches without proper legal process. Employees should know there is a process and that the organization handles these situations lawfully. Managers should avoid asking employees directly about their immigration status outside of the legally required I-9 process. Providing access to EAP resources and legal referral services for affected employees demonstrates organizational support. Aurora Training Advantage's immigration HR webinar covers how to manage these sensitive workplace conversations with professionalism, empathy, and legal compliance.
I-9 compliance errors are remarkably common and can result in substantial civil penalties even without any intentional wrongdoing. The most frequent mistakes include: completing Section 2 after the three-business-day deadline; accepting expired documents (with exceptions for auto-extended work authorization documents); failing to reverify temporary employment authorization before it expires; missing employee or employer signatures; recording document information incorrectly or incompletely; using an outdated version of the I-9 form; and failing to properly complete Section 1 for rehired employees. Storing I-9s in the general personnel file rather than separately is also a compliance gap. Employers sometimes over-document by requesting more documents than required, which can constitute document abuse. Failure to purge expired I-9s for former employees whose retention period has passed creates unnecessary audit exposure. Penalties for I-9 violations range from $281 to over $2,700 per form for paperwork violations and up to $27,000+ per violation for knowingly employing unauthorized workers. Aurora Training Advantage's HR webinar on immigration compliance helps organizations identify and correct these errors before they become costly liabilities.