I-9 Acceptable Documents List: 10 Options For List A, B & C

Every employee hired in the United States must complete Form I-9, and that means presenting documents that prove both identity and work authorization. The i-9 acceptable documents list is divided into three categories, List A, List B, and List C, and knowing which documents fall where can save you from delays, errors, and potential penalties. Whether you're a new hire gathering your paperwork or an employer verifying employment eligibility, having a clear understanding of these categories matters.

The problem is that many people confuse which documents belong to which list, or don't realize they have options. A U.S. passport works differently than a driver's license paired with a Social Security card, and the distinction isn't always obvious. Choosing the wrong combination, or failing to present acceptable documents altogether, can stall your hiring process or raise compliance concerns for your employer.

At Shafi Afridi's immigration consulting practice in Costa Mesa, California, we regularly help clients with I-9 employment eligibility verification, including serving as an authorized representative for remote hires. This article breaks down all three document lists with 10 specific options you should know, so you can walk into your I-9 verification prepared and confident.

1. U.S. passport or U.S. passport card

The U.S. passport and U.S. passport card are the most widely recognized documents in the i-9 acceptable documents list. Both are issued by the U.S. Department of State and carry significant credibility because they go through a rigorous federal verification process before reaching the holder. If you have either one available, your I-9 verification becomes straightforward and requires nothing else.

What list it belongs to and what it proves

Both the passport booklet and the passport card fall under List A of Form I-9, which means a single document satisfies both requirements at once: identity and employment authorization. You do not need to provide anything additional from List B or List C when you present a List A document. The passport proves you are a U.S. citizen or U.S. national, which automatically confirms your unrestricted right to work in the country.

A List A document always stands alone. Asking for additional documents beyond a valid List A item violates anti-discrimination provisions under the Immigration and Nationality Act.

The passport card functions identically to the full passport booklet for I-9 purposes, even though it is smaller in size and was primarily designed for land and sea border crossings with Canada, Mexico, and the Caribbean. Both carry the same legal weight when it comes to employment eligibility verification.

Who typically uses it

U.S. citizens and U.S. nationals make up the majority of people who present a passport or passport card during I-9 verification. Naturalized citizens frequently use this document as well, particularly when they prefer not to carry their naturalization certificate to a new workplace. For most American-born employees, it is the simplest path because one document satisfies the entire I-9 requirement without combining anything from other lists.

Some employees specifically carry a passport card because it fits in a wallet and is easier to transport than a booklet. Both formats are equally acceptable, so do not ask an employee to produce the full booklet if they present a valid card.

What to check before you accept it

Before recording the document details in Section 2 of the form, review these specific points:

• Expiration date: An expired U.S. passport does not satisfy the I-9 requirement, regardless of how recently it expired.
• Photo match: Confirm the photo clearly matches the person presenting the document in front of you.
• Document condition: Do not accept any document showing visible alteration, unusual damage, or signs of tampering.
• Consistency policy: If you choose to photocopy the passport, apply that same practice to all new hires to avoid potential discrimination claims.

You are not required to make a copy of the document, but if your organization does, store copies alongside the completed Form I-9 and retain them for the full required retention period.

2. Permanent resident card, Form I-551

The permanent resident card, commonly known as a green card, is one of the most frequently presented documents in any I-9 acceptable documents list review. It is issued by U.S. Citizenship and Immigration Services (USCIS) and represents lawful permanent resident status in the United States.

What list it belongs to and what it proves

Form I-551 falls under List A, meaning it simultaneously establishes both identity and employment authorization. You do not need to pair it with anything from List B or List C. The card proves the holder is a lawful permanent resident with the legal right to live and work permanently in the U.S.

Current green cards carry a 10-year expiration date for most permanent residents, but an expired card can still be acceptable in limited circumstances when paired with other USCIS-issued evidence of continued status.

Who typically uses it

Lawful permanent residents who obtained their green card through family sponsorship, employment, or other immigration pathways will most often present this document. Conditional residents who received a two-year green card through recent marriage-based cases also fall into this group, and their card is equally valid for I-9 purposes within its validity period.

What to check before you accept it

Before recording the document in Section 2 of Form I-9, confirm these specific points:

• Expiration date: Check whether the card is currently valid.
• Photo match: Confirm the photograph clearly matches the person standing in front of you.
• Card version: Both older and newer card designs are acceptable, but look for obvious signs of alteration or damage.
• "Not valid for employment" notation: Some older cards carry this restriction, which disqualifies them for I-9 use.

3. Employment authorization document, Form I-766

The Employment Authorization Document (EAD), officially known as Form I-766, is one of the most common documents presented by foreign nationals during I-9 verification. USCIS issues this card to individuals who are not permanent residents but have been granted temporary permission to work in the United States.

What list it belongs to and what it proves

Form I-766 falls under List A of the i-9 acceptable documents list, meaning it satisfies both the identity and employment authorization requirements on its own. The card proves the holder has active work authorization granted by USCIS for a defined period, so you do not need to request anything additional from List B or List C.

Requesting additional documents beyond a valid List A item exposes your organization to discrimination claims under the Immigration and Nationality Act.

Who typically uses it

Foreign nationals across a wide range of immigration categories use the EAD, including asylum seekers, refugees, certain nonimmigrant visa holders, and individuals with pending adjustment of status applications. The card covers so many different categories that it is one of the most broadly applicable work authorization documents you will encounter.

Spouses of certain visa holders who have obtained independent work authorization also carry this card regularly. Expect to see it frequently if your workforce includes people at various stages of the immigration process.

What to check before you accept it

Before recording anything in Section 2 of Form I-9, confirm these specific items to avoid compliance errors:

• Expiration date: An expired EAD does not establish work authorization unless the employee qualifies for an automatic extension under current USCIS rules.
• Photo match: Verify the photograph clearly matches the person presenting the document.
• Card condition: Reject any card that shows signs of tampering or physical alteration.

4. Foreign passport with work-authorized Form I-94

A foreign passport combined with a Form I-94 showing work authorization is another combination that appears regularly during I-9 verification. This pairing covers employees who entered the United States under a nonimmigrant visa category that permits employment, and it counts as a complete solution on its own.

What list it belongs to and what it proves

This combination falls under List A of the i-9 acceptable documents list, so it satisfies both identity and work authorization requirements at once. The foreign passport establishes identity, while the Form I-94 arrival/departure record confirms the employee's nonimmigrant status and proves they hold active employment authorization tied to that status.

Form I-94 is now issued electronically by U.S. Customs and Border Protection, and employees can retrieve their current record directly from the CBP website.

Who typically uses it

Nonimmigrant visa holders such as H-1B, L-1, O-1, and TN workers commonly present this combination. These individuals are authorized to work specifically within the scope of their visa classification, so their I-94 record will reflect the work-authorized status that matches their entry category.

What to check before you accept it

Before you record anything in Section 2 of Form I-9, review these specific document details carefully:

• Passport validity: The foreign passport must be currently valid, not expired.
• I-94 end date: Confirm the Form I-94 reflects a status that permits employment and has not expired.
• Status notation: Look for a specific visa category on the I-94 that aligns with employment authorization.
• Photo match: Verify the passport photograph clearly matches the employee standing in front of you.

5. Foreign passport with temporary I-551 evidence

A foreign passport stamped with temporary I-551 evidence represents a less common but fully valid document combination for I-9 verification. This option applies when USCIS has approved permanent resident status but the individual has not yet received their physical green card.

What list it belongs to and what it proves

This combination falls under List A of the i-9 acceptable documents list, so it covers both identity and employment authorization in a single presentation. The foreign passport establishes who the employee is, while the temporary I-551 stamp or printed notation confirms they have been granted lawful permanent resident status with the full right to work in the United States. You do not need to request anything from List B or List C when an employee presents this combination.

Temporary I-551 evidence typically appears as a stamp inside a foreign passport or as a machine-readable immigrant visa (MRIV) with a specific notation confirming permanent residence.

Who typically uses it

Newly approved permanent residents who recently entered the U.S. on an immigrant visa commonly present this document. Their physical green card is still in production, so the passport with MRIV notation serves as valid proof of status in the meantime. You will also see this from individuals who traveled internationally after approval but before receiving their card.

What to check before you accept it

Before recording anything in Section 2 of Form I-9, confirm these specific details:

• Stamp or notation validity: Verify the temporary evidence has not expired.
• Photo match: Confirm the passport photograph clearly matches the person in front of you.
• Passport validity: The foreign passport itself must also be currently valid.

6. FSM or RMI passport with Form I-94

A passport issued by the Federated States of Micronesia (FSM) or the Republic of the Marshall Islands (RMI), combined with a valid Form I-94, is a List A document combination that employers sometimes overlook when reviewing the i-9 acceptable documents list.

What list it belongs to and what it proves

This combination belongs to List A, which means it establishes both identity and employment authorization in a single presentation. Citizens of FSM and RMI are permitted to live and work in the United States under the Compacts of Free Association, a set of agreements between these Pacific Island nations and the U.S. federal government. The passport confirms identity, and the Form I-94 confirms the individual entered the country under Compact of Free Association terms.

You must not request additional documents when an employee presents a valid List A combination, regardless of how unfamiliar the documents appear to you.

Who typically uses it

Citizens of the Federated States of Micronesia and the Republic of the Marshall Islands who have relocated to the United States for work present this combination. These individuals hold unique legal status under the Compacts of Free Association, which gives them broader work rights than most nonimmigrant visa holders, without requiring a separate employment authorization document.

What to check before you accept it

Before recording anything in Section 2 of Form I-9, verify these specific details carefully:

• Passport validity: Confirm the FSM or RMI passport has not expired.
• I-94 record: Check that the Form I-94 is current and reflects entry under Compact of Free Association status.
• Photo match: Verify the passport photograph clearly matches the employee in front of you.

7. Driver's license or state ID card

A driver's license or state-issued ID card is the most familiar document in any conversation about the i-9 acceptable documents list. Most employees carry one daily, which makes it a practical choice when they do not have a passport or permanent resident card on hand.

What list it belongs to and what it proves

A driver's license or state ID card falls under List B, which means it only proves identity. It does not prove work authorization on its own, so you must pair it with a List C document to complete the I-9 requirement. The two documents together cover both verification columns.

Never accept a List B document alone. Without a corresponding List C document, the I-9 form is incomplete.

Who typically uses it

U.S. citizens and lawful permanent residents who do not have a passport available commonly present a driver's license alongside their Social Security card or birth certificate. This pairing is especially common among long-term employees or people who simply find it easier to carry their wallet documents than locate a passport before their first day of work.

What to check before you accept it

Before you record the details in Section 2 of Form I-9, confirm these specific points:

• Photo requirement: The license or ID must contain a photograph. An ID without a photo does not qualify under standard List B rules.
• Expiration date: Check that the document is currently valid and has not expired.
• Issuing authority: The document must be issued by a U.S. state or outlying territory, not a foreign government.
• Condition: Reject any document that shows visible signs of alteration or unusual damage.

8. Other List B identity documents

A driver's license is the most common List B identity document, but it is not the only one. The i-9 acceptable documents list includes several other identity-only options under List B for situations where a standard license or state ID is not available. Each of these alternatives establishes identity but still requires a List C document to complete the I-9.

What list it belongs to and what it proves

Every document in this category falls under List B, meaning it proves identity only and must be paired with a List C document for employment authorization. Accepted alternatives include a school ID with a photograph, a voter registration card, a U.S. military card or draft record, a military dependent's ID card, a U.S. Coast Guard Merchant Mariner card, a Native American tribal document, and a Canadian government-issued driver's license.

For employees under 18 who cannot present a standard List B document, a school record, report card, clinic record, or day care record is acceptable as a substitute.

Who typically uses it

Young employees who do not yet hold a driver's license represent the most common group using these alternatives. Members of the U.S. military or their dependents may also present military-issued cards if that is what they have readily available on their first day.

What to check before you accept it

Before recording the details in Section 2 of Form I-9, verify these points:

• Photo requirement: Most List B alternatives must include a photograph unless the employee is under 18.
• Document condition: Reject anything that shows visible signs of tampering or physical alteration.
• Issuing authority: Confirm the document comes from a recognized and authorized source.

9. Unrestricted Social Security card

An unrestricted Social Security card is one of the most commonly used List C documents in the i-9 acceptable documents list. It is small, widely held, and pairs naturally with a driver's license or other List B identity document to complete your I-9 verification without needing a passport.

What list it belongs to and what it proves

The unrestricted Social Security card falls under List C, which means it proves employment authorization but does not establish identity on its own. You must pair it with a List B identity document to satisfy both verification requirements. The card confirms that the Social Security Administration has issued a number to the holder without placing any work restrictions on their record.

Cards that carry the notations "NOT VALID FOR EMPLOYMENT" or "VALID FOR WORK ONLY WITH DHS AUTHORIZATION" are not acceptable for I-9 purposes as unrestricted evidence.

Who typically uses it

U.S. citizens and other work-authorized individuals who do not have a passport available frequently present this card alongside their driver's license. It is especially common among employees who have held their Social Security number for years and simply retrieve the original card from their personal records when starting a new job.

What to check before you accept it

Before you record any details in Section 2 of Form I-9, confirm these specific points:

• Restriction notation: Read the card carefully for any language limiting work authorization. A restricted card disqualifies it for this purpose.
• Card condition: Reject any card showing signs of tampering or alteration.
• Consistency: Verify the name on the card is consistent with the identity document the employee is presenting alongside it.

10. Birth certificate and birth abroad records

A U.S. birth certificate or a record of birth abroad is one of the foundational List C documents in the i-9 acceptable documents list. These records carry significant weight because they come from government sources and directly confirm U.S. citizenship or national status. If you were born in the United States or abroad to U.S. citizen parents, one of these documents paired with a List B identity document gives you a complete I-9 package.

What list it belongs to and what it proves

Birth certificates and birth abroad records fall under List C, which means they establish employment authorization but not identity. You must combine one with a List B document to satisfy both requirements on Form I-9. A U.S. birth certificate proves you are a citizen by birth, while a Consular Report of Birth Abroad (Form FS-240) or a Certification of Birth Abroad (Form DS-1350 or FS-545) confirms citizenship acquired at birth through a U.S. citizen parent.

An expired or unofficial birth certificate printout from an unofficial source does not satisfy List C requirements.

Who typically uses it

U.S. citizens who do not have a passport and prefer not to locate their Social Security card most often present a birth certificate alongside their driver's license. Adults who were born overseas to American parents and received a Consular Report of Birth Abroad also use this document regularly, particularly when renewing employment paperwork.

What to check before you accept it

Before recording the details in Section 2 of Form I-9, verify these specific points:

• Issuing authority: Accept only certified copies issued by a U.S. state, county, or federal agency.
• Document condition: Reject any certificate showing visible signs of alteration or damage.
• Name consistency: Confirm the name on the birth record matches the identity document the employee presents alongside it.

Next steps for your I-9 paperwork

Now that you have a clear view of the i-9 acceptable documents list, the next step is making sure you present the right documents on your first day of employment or verify them correctly as an employer. Mistakes on Form I-9 can lead to penalties, delays, and extra paperwork that nobody wants to deal with after the fact.

If you are unsure which documents you qualify to present, or if you are an employer who needs an authorized representative to verify documents for remote hires, getting professional help makes the process faster and far less stressful. Our practice handles I-9 verification support across California, and we work with both individuals and businesses to make sure the process is done right the first time. Reach out to Shafi Afridi's immigration consulting practice to get started with your I-9 paperwork today.