Starting a new job in the United States usually comes with one federal employment-verification requirement that applies whether the employee is a U.S. citizen, permanent resident, or another person authorized to work: Form I-9, Employment Eligibility Verification.
The document rules are easier to understand once you know one key point:
You do not need every document on the I-9 list.
An employee generally chooses one of two document paths:
Option 1: Present an acceptable List A document that establishes both identity and employment authorization.
OR
Option 2: Present one acceptable List B document establishing identity plus one acceptable List C document establishing employment authorization.
An employer cannot require an employee to bring a passport, Green Card, driver’s license, Social Security card, or any other particular document if the employee presents another valid combination permitted by Form I-9. USCIS makes that rule explicit on the current form.
Upgrade your knowledge for what documents required for I-9 verification in 2026, which combinations are acceptable, when a Social Security card is needed, how Green Cards and employment authorization documents work, what remote employees need, and what employers should—and should not—ask for.
The 30-Second I-9 Document Rule
If you’re preparing for a new-hire I-9 check, use this simple decision:
| Document Route | What You Present |
|---|---|
| List A | One acceptable selection proving identity and work authorization |
| OR | |
| List B + List C | One identity document plus one employment-authorization document |
For example:
U.S. passport
= List A
= no driver’s license or Social Security card needed.
Or:
Driver’s license + unrestricted Social Security card
= List B + List C
= acceptable combination.
Or:
State ID + certified U.S. birth certificate
= List B + List C.
USCIS states that employees choose which acceptable documents to present. If an employee provides acceptable List A documentation, the employer should not also demand List B and List C documents.
Before You Gather Documents: Know What Form I-9 Actually Does
Form I-9 is not an immigration-benefit application.
It does not:
- Apply for a Green Card
- Apply for a work permit
- Apply for a Social Security number
- Grant immigration status
- Extend employment authorization
- Get mailed to USCIS as part of a routine hire
Its purpose is to document that an employer verified a new employee’s identity and authorization to work in the United States.
The employee completes Section 1, and the employer or authorized representative completes Section 2 after reviewing acceptable documentation. Employers retain the completed form rather than routinely sending it to USCIS or ICE.
Which Form I-9 Is Current in 2026?
As of October 2026, the current USCIS Form I-9 shows:
Edition: 01/20/25
Expiration date: 05/31/2027
The edition date appears at the bottom of the current form.
Because USCIS periodically updates employment-verification forms and instructions, employers preparing processes for 2027 should confirm the current edition before onboarding new workers.
Route A: Use a List A Document
List A is the simplest route conceptually because the documentation establishes both identity and employment authorization.
You do not add a List B or List C document when acceptable List A documentation has already been provided.
Acceptable List A Documents
The current Form I-9 includes these principal List A choices:
U.S. Passport or U.S. Passport Card
An acceptable U.S. passport or passport card can establish both:
- Identity
- Employment authorization
That means an employee presenting an acceptable U.S. passport should not also be required to provide a driver’s license, birth certificate, or Social Security card.
Permanent Resident Card — Form I-551
A Permanent Resident Card, commonly called a Green Card, is a List A document.
Its official name is:
Permanent Resident Card or Alien Registration Receipt Card — Form I-551
Foreign Passport With Temporary I-551 Evidence
Certain lawful permanent residents may present a foreign passport containing qualifying temporary I-551 evidence.
The current I-9 list includes a foreign passport containing:
- Temporary I-551 stamp, or
- Temporary I-551 printed notation on a machine-readable immigrant visa
as qualifying List A documentation when the applicable requirements are satisfied.
Employment Authorization Document — Form I-766
A valid Employment Authorization Document (EAD) containing a photograph is a List A document.
Its form number is:
Form I-766
An important distinction: Form I-766 is listed as List A, not as a standard List C document on the current Form I-9.
Foreign Passport + Form I-94 or I-94A
Some workers temporarily authorized to work for a specific employer because of their immigration status or parole may use a qualifying combination consisting of:
- Foreign passport, and
- Form I-94 or I-94A
The documentation must meet the conditions specified on Form I-9, including consistency between the passport and I-94 information and valid employment-authorized status.
This is a combination of documents treated as a List A selection, not simply a foreign passport by itself.
FSM or Marshall Islands Passport + Form I-94/I-94A
Qualifying citizens of the:
- Federated States of Micronesia, or
- Republic of the Marshall Islands
may use the passport and qualifying Form I-94/I-94A combination specified by Form I-9 under the applicable Compact of Free Association rules.
Route B: Combine a List B Document With a List C Document
If you do not use List A, you need:
one List B document
plus
one List C document.
Think of them this way:
List B answers: “Are you the person you say you are?”
List C answers: “Are you authorized to work?”
List B Documents: Proof of Identity
List B documents establish identity only.
They do not, by themselves, establish employment authorization.
Common List B Choices
The current Form I-9 lists examples including:
- State driver’s license
- State-issued ID card
- ID issued by a federal, state, or local government agency or entity
- School ID card with a photograph
- Voter registration card
- U.S. military card or draft record
- Military dependent’s ID card
- U.S. Coast Guard Merchant Mariner Card
- Native American tribal document
- Driver’s license issued by a Canadian government authority
For applicable government IDs, the document must contain the information required under the I-9 rules, such as a photograph or identifying data including name, date of birth, physical characteristics, or address.
List C Documents: Proof of Employment Authorization
List C documents establish employment authorization.
When using this route, they must be paired with an acceptable List B identity document.
Unrestricted Social Security Card
An unrestricted Social Security Account Number card is one of the most common List C documents.
But not every Social Security card qualifies.
A Social Security card is not acceptable as this List C document if it includes restrictions such as:
- “NOT VALID FOR EMPLOYMENT”
- “VALID FOR WORK ONLY WITH INS AUTHORIZATION”
- “VALID FOR WORK ONLY WITH DHS AUTHORIZATION”
USCIS distinguishes unrestricted Social Security cards from restricted cards for I-9 purposes.
Department of State Birth Records
Certain Department of State certifications of birth are List C documents, including qualifying:
- Form DS-1350
- Form FS-545
- Form FS-240
These establish employment authorization under the current I-9 list when properly presented with a List B identity document.
U.S. Birth Certificate
An original or certified copy of a birth certificate issued by a qualifying:
- State
- County
- Municipal authority
- U.S. territory
and bearing an official seal can serve as a List C document.
A birth certificate used this way still needs to be paired with an acceptable List B identity document.
Other List C Documents
The official list also includes qualifying:
- Native American tribal document
- U.S. Citizen Identification Card — Form I-197
- Identification Card for Use of Resident Citizen in the United States — Form I-179
- Employment authorization document issued by the Department of Homeland Security
The exact eligibility of immigration-related documentation can depend on the employee’s status and any applicable extensions.
The Most Common I-9 Document Combinations
For many employees, the easiest way to understand the rules is through real combinations.
| Employee Presents | I-9 Route |
|---|---|
| U.S. passport | List A |
| Passport card | List A |
| Green Card | List A |
| Form I-766 EAD | List A |
| Driver’s license + unrestricted Social Security card | List B + List C |
| State ID + unrestricted Social Security card | List B + List C |
| Driver’s license + certified U.S. birth certificate | List B + List C |
| School photo ID + unrestricted Social Security card | List B + List C |
Notice what is not required:
If you use a U.S. passport, you do not need a Social Security card for Section 2.
If you use a driver’s license, that driver’s license alone normally does not complete Section 2 because it is a List B identity document. You still need an acceptable List C document.
Do You Need a Social Security Card for I-9?
Not necessarily.
This is one of the most common misunderstandings about employment verification.
An employee can complete I-9 document verification without presenting a Social Security card if another acceptable document combination is used.
For example:
U.S. passport = sufficient List A documentation.
No Social Security card is needed for the document-verification portion.
Likewise:
Green Card = List A.
No Social Security card is required for Section 2.
But What About the Social Security Number on Form I-9?
That is a separate issue.
USCIS instructions state that entering the nine-digit Social Security number in Section 1 is generally voluntary unless the employer participates in E-Verify.
Employees should not enter an ITIN in the Social Security number field.
So these are two separate questions:
Do I need to provide my SSN number in Section 1?
and
Do I need to show my Social Security card as an I-9 document?
The answers can be different.
Do You Need a Driver’s License for Form I-9?
No.
A driver’s license is convenient because it is a common List B identity document, but an employer cannot insist that every new hire present one.
Other qualifying List B identity documents may be used, or the employee may skip the List B/C route entirely by presenting acceptable List A documentation.
For example:
U.S. passport: no driver’s license required.
Green Card: no driver’s license required.
EAD with photo: no driver’s license required.
USCIS explicitly says employees choose which acceptable documents to present.
Can an Employer Ask Specifically for a Green Card?
Generally, an employer should not demand a particular document when the employee has other acceptable I-9 documentation.
For example, a lawful permanent resident might choose to present:
driver’s license + unrestricted Social Security card
instead of a Green Card.
If those documents are acceptable under the I-9 rules, the employer should not reject them simply because it would prefer to see Form I-551.
The current Form I-9 contains an anti-discrimination notice stating that employees can choose acceptable documentation and that employers cannot specify which qualifying documents they must present.
Original Documents vs. Photocopies
For the standard physical document-examination process, the employer examines the employee’s actual acceptable documentation.
USCIS instructions state that photocopies generally are not acceptable for Form I-9 verification, with an important exception for a properly certified copy of a birth certificate where applicable.
The employer looks at the documents to determine whether they reasonably appear:
- Genuine
- To relate to the employee presenting them
The employer is not expected to be a forensic-document expert.
If a document does not reasonably appear genuine or does not reasonably appear to belong to the employee, the employer may reject it and allow the employee to choose other acceptable documentation.
Documents Normally Need to Be Unexpired
The current Lists of Acceptable Documents state that documents containing expiration dates generally must be unexpired.
There are important exceptions where an issuing authority or federal rule has extended a document’s validity.
USCIS specifically notes that a document extended by the issuing authority may be treated as unexpired for I-9 purposes when the applicable requirements are satisfied.
This is especially relevant to immigration documents such as certain:
- Employment Authorization Documents
- Permanent Resident Cards
- Temporary I-551 evidence
Do not reject an immigration document simply because the date printed on its face has passed without checking whether an official extension applies.
Form I-9 Deadlines: The Employee and Employer Have Different Jobs
Timing matters as much as documentation.
Employee Deadline
The employee must complete and sign Section 1 no later than the first day of employment.
The employee can complete Section 1 earlier after accepting the job offer, but an employer should not require Form I-9 completion before an employment offer has been accepted.
Employer Deadline
The employer or authorized representative generally must complete Section 2 within three business days after the employee’s first day of employment.
Example:
If an employee begins work on Monday, the documentation generally must be presented and Section 2 completed by Thursday.
Jobs Lasting Fewer Than Three Business Days
When the employment is for fewer than three business days, the usual three-day window does not apply.
The documentation and Section 2 requirements generally must be completed no later than the employee’s first day of employment.
Employees Under 18 Have Alternative Identity Documents
A teenager may not have:
- Driver’s license
- State ID
- Passport
- Other conventional photo identification
The I-9 system accounts for that.
For a person under age 18 who cannot present one of the normal List B documents, qualifying alternatives can include:
- School record or report card
- Clinic, doctor, or hospital record
- Daycare or nursery school record
These are alternatives for the List B identity requirement in qualifying situations.
The employee still needs acceptable employment-authorization evidence under List C unless using qualifying List A documentation.
What If an I-9 Document Was Lost, Stolen, or Damaged?
Not every employee can produce a replacement document within three days.
The I-9 rules recognize certain receipts as temporary evidence.
For example, in qualifying circumstances, an employee whose acceptable document was lost, stolen, or damaged may present a receipt showing that a replacement document has been requested.
The current Form I-9 specifically identifies qualifying receipts for replacement List A, List B, and List C documents among the acceptable receipt categories.
A replacement receipt is temporary. The employee generally must later present the replacement document within the applicable receipt-validity period.
USCIS guidance commonly applies a 90-day period to receipts for replacement of documents that were lost, stolen, or damaged, although other receipt types have their own rules and validity periods.
A Receipt Is Not the Same as Every Application Notice
Do not assume that any receipt from USCIS, a DMV, Social Security Administration, or another agency automatically qualifies.
Only receipts permitted under the I-9 rules can substitute temporarily for the corresponding document.
Remote Employees: Can I-9 Documents Be Checked by Video?
Sometimes.
Remote work does not eliminate the I-9 verification requirement.
DHS allows an optional alternative document examination procedure for eligible employers using E-Verify under the applicable rules.
Under the remote alternative procedure, the employer generally must:
- Obtain and examine copies of the employee’s documents.
- Review the front and back when the document is two-sided.
- Conduct a live video interaction with the employee.
- Have the employee present the same documentation during that live interaction.
- Retain clear and legible copies of the documents.
- Indicate on Form I-9 that the DHS-authorized alternative procedure was used.
USCIS’s current E-Verify guidance describes these remote examination steps.
This is not simply “email me a picture of your passport.”
Employers must follow the formal DHS alternative-procedure requirements when relying on remote examination instead of ordinary physical examination.
I-9 vs. E-Verify: They Are Not the Same Thing
These systems are closely connected, but they serve different purposes.
Form I-9
Form I-9 documents the employer’s verification of:
- Identity
- Employment authorization
E-Verify
E-Verify electronically compares information from the employee’s Form I-9 with government records.
Employers using E-Verify still complete Form I-9 first.
USCIS states that E-Verify cases are based on information from the completed Form I-9, and participating employers generally must create the E-Verify case within three business days of the employee’s first day of employment.
Green Card Holders: Which Documents Can They Use?
A lawful permanent resident does not necessarily have to show a Green Card to an employer.
Possible document routes can include:
Route 1
Permanent Resident Card — Form I-551
This is List A.
Route 2
A qualifying List B identity document + List C employment-authorization document.
The employee chooses from the acceptable I-9 list.
Employers should therefore avoid telling permanent residents:
“You need to bring your Green Card.”
The correct request is generally to bring acceptable documentation from the Form I-9 Lists of Acceptable Documents.
Work Permit Holders: Form I-766
An Employment Authorization Document containing a photograph—Form I-766—is listed as a List A document.
That means it establishes:
- Identity
- Employment authorization
when acceptable and valid under the applicable I-9 rules.
The employer should not also request a driver’s license and Social Security card merely because the employee used an EAD.
Some EADs may remain employment-authorized beyond the expiration date printed on the card because of an automatic extension authorized by DHS.
Employers should review USCIS’s current employment-authorization extension guidance before rejecting apparently expired documentation.
Foreign Workers May Need Document Combinations
Foreign workers should not assume a visa stamp in a passport automatically proves employment authorization.
A U.S. visa primarily relates to seeking admission to the United States. The I-9 question is whether the individual has documentation establishing authorization to perform the particular employment.
For certain workers, qualifying List A evidence may consist of a combination such as:
foreign passport + Form I-94/I-94A
with the required status and employment information.
For example, USCIS explains that qualifying L nonimmigrant workers may use an unexpired foreign passport together with a qualifying Form I-94 as List A documentation.
The exact documents depend on immigration classification.
Does Form I-9 Require a Birth Certificate?
No—not universally.
A birth certificate is only one possible List C document.
An employee could instead use:
- U.S. passport under List A
- Green Card under List A
- EAD under List A
- Another qualifying List C document with List B ID
So an employer should not tell every new employee:
“Bring your birth certificate.”
If an employee chooses a birth certificate as List C evidence, the document generally must be an original or certified copy issued by the appropriate U.S. authority and bear the required official seal.
Does Form I-9 Require a Passport?
Again, no.
A passport is one possible route.
An employee with no passport may be able to complete I-9 verification using another valid combination, such as:
driver’s license + unrestricted Social Security card
or
state ID + certified birth certificate.
The important question is whether the documents belong to the official Lists of Acceptable Documents—not whether the employee owns a passport.
Should Employers Copy the Employee’s Documents?
Ordinary I-9 physical examination and retention of copies are separate questions.
An employer may choose to make copies of the documents it examines, subject to the applicable rules and consistent procedures.
If document copies are retained, USCIS guidance stresses consistency in how the employer applies its document-copying policy.
For employers using the DHS remote alternative procedure, document-copy retention is part of the procedure.
Regardless of copying practices, the actual completed Form I-9 itself must be retained for the required period.
How Long Must Employers Keep Form I-9?
Employers do not simply discard Form I-9 when an employee leaves.
USCIS guidance requires retention until the later of:
three years after the date of hire
or
one year after employment ends.
Whichever date comes later controls.
Example
Employee hired: January 10, 2025
Employee leaves: July 1, 2025
Three years from hire: January 10, 2028
One year from termination: July 1, 2026
The later date is January 10, 2028.
That is the retention date.
Reverification: Not Every Expired Document Needs Another I-9 Check
Document expiration causes a lot of unnecessary I-9 errors.
Employers do not reverify every document just because it expires.
List B Identity Documents
List B documents are not reverified simply because they expire.
For example, an employee does not have to redo employment authorization verification merely because the driver’s license used at hire later expires.
U.S. Citizens
USCIS instructions say employers should not reverify employment authorization for U.S. citizens.
Lawful Permanent Residents
An employer generally should not reverify a permanent resident simply because the Green Card used for I-9 later expires when the individual presented Form I-551 or other documentation that is not subject to reverification.
Temporary evidence can involve different rules.
Time-Limited Employment Authorization
Where employment authorization itself expires, reverification may be required.
USCIS generally uses Supplement B, Reverification and Rehire for applicable reverification. Employees may choose acceptable List A or List C documentation showing continued work authorization and do not have to present the same document type they originally used.
What Employers Should Never Put on an I-9 Document Checklist
A badly written onboarding email might say:
Bring your driver’s license and Social Security card.
That can create problems because those are only one possible combination.
A better instruction is:
Bring original, acceptable documentation from the Form I-9 Lists of Acceptable Documents: either one acceptable selection from List A or one document from List B together with one document from List C.
That preserves the employee’s right to choose.
Employers should not routinely require:
- Green Card specifically
- U.S. passport specifically
- Social Security card specifically
- Work permit specifically
- Driver’s license specifically
- More documents than the I-9 rules require
The current form warns employers that requesting particular documents or treating workers differently based on citizenship, immigration status, or national origin may violate federal law.
Five I-9 Document Mistakes That Cause Problems
Bringing Only a Driver’s License
A driver’s license is generally List B only.
Unless the employee has chosen a List A route, a separate List C document is also needed.
Bringing a Restricted Social Security Card
A card marked “VALID FOR WORK ONLY WITH DHS AUTHORIZATION” does not qualify as the unrestricted Social Security card listed as List C item 1.
Bringing a Photocopy
A phone photo or photocopy generally cannot replace the actual document for ordinary physical examination, except where a certified birth-certificate copy qualifies under the rules.
Employer Asks for Too Many Documents
Passport + driver’s license + Social Security card is not “extra safe.”
If the passport is acceptable List A documentation, demanding additional List B and C documents can create an improper-document-request issue.
Automatically Rejecting an Apparently Expired Immigration Document
Certain immigration documents receive official extensions.
Always check current USCIS extension rules before deciding that employment authorization has ended.
Employee Checklist Before Your First Day
You usually do not need a thick folder.
Choose your document route.
Option A
Bring one acceptable List A selection, such as an eligible:
- U.S. passport
- Passport card
- Green Card
- Photo EAD
- Qualifying immigration-document combination
OR Option B
Bring:
one List B identity document
such as an accepted driver’s license or state ID
plus
one List C work-authorization document
such as an unrestricted Social Security card or qualifying certified birth certificate.
Then check:
□ Documents are acceptable under the current I-9 list
□ Documents with expiration dates are unexpired or covered by a valid extension
□ Your documents reasonably match your identity
□ You are bringing originals where required
□ You know whether your employer participates in E-Verify
□ You complete Section 1 only after accepting the job offer and no later than your first day
Employer Checklist for Section 2
A compliant onboarding process should answer these questions:
Did the Employee Choose the Documents?
The employee—not HR—chooses from the acceptable list.
Did We Review the Correct Combination?
Either:
List A
or
List B + List C.
Not List B by itself.
Not List C by itself.
Not List A plus extra documents “just to be safe.”
Do the Documents Reasonably Appear Genuine?
The employer reviews whether the documents reasonably appear genuine and relate to the person presenting them.
Did We Complete Section 2 on Time?
Normally within three business days of the employee’s first day of employment.
Are We Using Remote Inspection Correctly?
If using the DHS alternative procedure, make sure the employer qualifies and completes the document-copy, video interaction, retention, and I-9 notation requirements.
Do We Know the Retention Date?
Keep the form until the later of three years after hire or one year after termination.
Documents Required for Form I-9: FAQs
What documents are required for I-9 verification?
An employee generally presents either one acceptable List A selection that establishes both identity and employment authorization, or one List B identity document together with one List C employment-authorization document.
What are the most common documents for Form I-9?
Common examples include a U.S. passport, Permanent Resident Card, Employment Authorization Document, driver’s license, state ID, unrestricted Social Security card, and certified U.S. birth certificate.
Not all of them are needed together.
Is a driver’s license and Social Security card enough for I-9?
Yes, when both documents are acceptable.
The driver’s license typically serves as List B identity evidence, while an unrestricted Social Security card can serve as List C employment-authorization evidence.
Can I use a passport by itself for I-9?
An acceptable U.S. passport or U.S. passport card is a List A document and can establish both identity and employment authorization.
Can I use a Green Card by itself for I-9?
A qualifying Permanent Resident Card, Form I-551, is listed as a List A document and generally establishes both identity and employment authorization.
Is a Social Security card mandatory for Form I-9?
No.
An employee can use another acceptable document combination.
The Social Security number itself is generally voluntary in Section 1 unless the employer participates in E-Verify.
Can I use an ITIN instead of a Social Security number on Form I-9?
No.
USCIS instructions specifically state not to enter an Individual Taxpayer Identification Number in the Form I-9 Social Security number field.
Can an employer require my passport?
An employer generally cannot specify that an employee must provide a passport when the employee has other acceptable I-9 documentation.
Employees choose from the Lists of Acceptable Documents.
Can my employer require my Green Card?
An employer generally should not require a lawful permanent resident to present a Green Card specifically when the employee chooses another acceptable I-9 document combination.
Can I use a birth certificate for Form I-9?
A qualifying original or certified U.S. birth certificate bearing an official seal can serve as a List C document.
It must generally be combined with an acceptable List B identity document.
Can I use a copy of my Social Security card?
Ordinary photocopies generally are not acceptable for standard I-9 document examination.
Employees normally present original acceptable documentation, subject to specific rules for qualifying receipts and certified birth certificates.
What happens if my document is lost?
Certain receipts for replacement of lost, stolen, or damaged documents can temporarily satisfy I-9 requirements.
The employee must then provide the replacement document within the applicable period.
How long do I have to provide I-9 documents?
Normally, documents must be presented within three business days after the first day of employment.
If the job lasts fewer than three business days, the documentation must generally be presented no later than the first day.
Can Form I-9 be completed before I start work?
Section 1 may be completed after the employee has accepted the job offer, even if the first day has not yet arrived.
It should not be required before the employment offer is accepted.
Does every employee need Form I-9?
Employers generally use Form I-9 to document identity and employment authorization for employees hired to work for pay in the United States, subject to limited exceptions under the applicable rules.
Does the employer send Form I-9 to USCIS?
No, not as part of the ordinary hiring process.
Employers retain completed Forms I-9 and must make them available when properly requested by authorized government agencies.
Can remote employees complete I-9 remotely?
Eligible employers using the DHS-authorized alternative procedure can remotely examine documents under specific conditions, including document-copy review and live video interaction.
Does an expired driver’s license require I-9 reverification?
List B identity documents generally are not reverified merely because they later expire.
Reverification focuses on continuing employment authorization when the applicable authorization is temporary.
Does an expired Green Card mean an employee must stop working?
Not automatically.
Lawful permanent resident status does not simply end because a physical Green Card expires, and employers generally do not reverify lawful permanent residents who presented Form I-551 documentation that is not subject to reverification. Temporary or extended documents can involve additional rules.
A Better Way to Remember I-9 Documents
Forget memorizing a long list.
Remember this:
A = All-in-One
List A proves:
Identity + Work Authorization
B = “Be Who You Say You Are”
List B proves:
Identity
C = “Can Work”
List C proves:
Employment Authorization
So:
A
or
B + C
Never:
B alone
or
C alone.
That simple structure explains most Form I-9 document questions.
2026–2027 I-9 Update Check
As of October 2026, the current federal Form I-9 is Edition 01/20/25 and shows an expiration date of May 31, 2027.
For hiring that takes place in 2027, employers should confirm the current form before onboarding because USCIS can update:
- Form editions
- Employment authorization extensions
- Acceptable-document guidance
- Receipt rules
- E-Verify procedures
- Remote document-examination requirements
The most reliable place to check is the current USCIS Form I-9 and I-9 Central guidance.
For employees, the most important rule is simpler:
You choose which acceptable documents to present. Bring either an acceptable List A selection or an acceptable combination of List B and List C documents, and make sure the documents meet the current USCIS requirements.
- Documents Required for a Green Card: 2026 U.S. Immigration Guide
- Documents Required for a Driver’s License: 2026 U.S. Guide
- Documents Required for a Mortgage: 2026 U.S. Home Loan Guide
- Documents Required for Passport Renewal: 2026 U.S. Guide
- Documents Required for Form I-9: Complete 2026 Employment Verification Checklist
- Documents Required for a Marriage License: 2026 U.S. Guide