If you employ individuals with Temporary Protected Status (TPS), you already know how complex—and high-stakes—EAD compliance can be. TPS is temporary, subject to policy shifts, and fully dependent on one thing: a valid Employment Authorization Document. When an EAD expires, so does an employee’s legal ability to work, putting your organization at risk if you’re not ahead of the timeline.
That risk is growing. As of October 30, 2025, USCIS ended automatic EAD extensions for pending renewal applications, leaving TPS employees with less buffer before losing work authorization. Early renewals and tight monitoring of expiration dates are no longer optional.
Recent policy changes have also added instability for TPS holders, including the sudden rescission of several country designations. DHS has further tied TPS compliance to specific country codes, making accurate tracking of each employee’s protected status more important than ever.
Here’s how you can stay ahead of TPS and EAD compliance, even as policies shift quickly.
The problem: I-9 forms don’t capture country codes
The federal Form I-9 is the backbone of employment eligibility verification in the U.S. But here’s the catch: it doesn’t require the TPS country code or country of origin. And unless your HR platform is built specifically to collect that data (most aren’t), you’re flying blind.
That leaves companies scrambling to track:
- Which employees have TPS
- What country their TPS applies to
- When their EADs expire
- Whether they’re still authorized to work
All of that information is critical. But right now, gathering it requires manual form setup, deep reporting knowledge, and careful documentation review. And if you miss something—like an expired EAD—you’re looking at serious legal exposure.
Non-compliance isn’t an option
Failing to act on an expired EAD means you may be continuing to employ someone who is no longer authorized to work in the U.S. That can trigger serious consequences, including:
- I-9 violations and fines
- Potential ICE audits
- Damage to your business’s reputation
- Criminal liability in some cases
With dozens—or even hundreds—of employees, keeping tabs on every expiration date and documentation type is nearly impossible without the right tools.
That’s why WorkBright is introducing a brand new way to manage TPS/EAD compliance.
A new way to manage TPS/EAD compliance with WorkBright
We’ve launched workflows specifically designed to help employers close the TPS/EAD compliance gap—without adding more stress to your plate.
Employee Authorization Document (EAD) extension workflow
A guided, end-to-end workflow that streamlines extension management for expired EADs.
With WorkBright, you can now:
- Request extension documentation directly from the employee.
- Review and approve extension documents from the WorkBright admin dashboard.
- Rely on WorkBright for audit-ready record keeping and document storage.
- Allow validated employees to move seamlessly into E-Verify.
This ensures your team never loses track of an EAD expiration—and stays compliant with minimal effort.
Temporary Protected Status (TPS) tracking
WorkBright now automates TPS tracking so employers can easily monitor protected status across their workforce.
How it works:
- OCR technology automatically captures EAD Country and Category Code from employee documentation.
- A dynamic TPS report gives admins instant visibility into TPS designations.
- Employers can quickly identify individuals affected by TPS changes.
- Reporting ensures you maintain federal workforce compliance with low administrative overhead.
Why TPS and EAD tracking matters (a lot) right now
TPS rules shift fast, EADs expire constantly, and federal enforcement isn’t slowing down. Relying on manual tracking—or on an I-9 that doesn’t capture TPS country or category codes—leaves employers exposed.
WorkBright’s new workflows eliminate that risk by automatically pulling the data you need, flagging employees who may be out of compliance, and maintaining airtight audit trails without the administrative burden.
In short, you get clarity, control, and confidence in a compliance landscape where one missed deadline can cost you.
Ready to get started?
The bottom line? EAD and TPS compliance is too important—and too complex—to leave to chance. With shifting regulations and heightened federal scrutiny, employers need a system that delivers clarity, accuracy, and peace of mind. WorkBright gives you exactly that.
- Existing customers, reach out to your current WorkBright representative.
- New customers, please contact our team to get started.
