Mitratech I-9 Compliance Software

Electronic I-9 software replaces paper forms with a guided digital workflow. Employees complete Section 1 on any device, and HR or an authorized representative completes Section 2 after reviewing identity and work authorization documents.

I-9 software validates entries in real time, flags errors before submission, and stores completed forms in a secure, searchable repository. Some electronic I-9 software, like Mitratech I-9 Compliance, also automates E-Verify submission and tracks re-verification deadlines so nothing lapses.

I-9 Pro is Mitratech’s managed verification service, also known as Identity as a Service. Instead of your HR team managing verification internally, Mitratech’s trained compliance experts handle document review over live Zoom, complete Section 2 as the authorized representative, manage E-Verify cases, and schedule appointments through a self-service tool. I-9 Pro removes 75% of I-9 tasks per hire from your team and replaces software-guided compliance with expert-run compliance.

I-9 errors are correctable, but only if you find them before an auditor does. Substantive errors carry maximum fines of $2,789 per form, and the average paper I-9 contains 4.1 fineable errors. Tracker’s built-in error detection catches mistakes before submission. For employers with paper backlogs, I-9 Resolve scans, digitizes, and remediates existing records through an automated remediation engine before they become a liability.

E-Verify is federally mandatory for federal contractors and subcontractors, and state law requires it for some or all employers in more than 20 states. Even where it is not legally required, E-Verify adds a layer of protection against unauthorized worker findings. Tracker supports both automated and manual E-Verify submission with full case management built in.

Employers must retain I-9 forms for whichever is later: three years after the date of hire, or one year after the date employment ends. Mitratech’s encrypted cloud storage maintains every form with its complete audit trail, and retention end dates can be tracked to ensure timely, compliant purging when appropriate.

When ICE issues a Notice of Inspection (NOI), employers typically have three business days to produce their I-9 records. ICE then reviews the forms for technical errors, substantive violations, and unauthorized workers. Fines are assessed per form and compound quickly across a workforce. Mitratech’s audit support covers everything from records preparation to direct ICE agent communication, depending on the level of support you need. For more information about the I-9 audit process, check out our blog post to learn more.

Yes, employers enrolled in E-Verify and in good standing can complete I-9 verification remotely over live video, including Zoom, using the DHS alternative procedure for remote document examination. The employee shares copies of their documents in advance, the employer examines the originals during a live video call, and then completes Section 2. 

If you’d prefer expert help, or you’re not enrolled in E-Verify and can’t use the remote procedure, I-9 Pro connects you with a Mitratech compliance expert who can handle verification on your behalf, including serving as your authorized representative to examine documents and complete Section 2. It removes the logistical burden of verification for distributed or remote teams.

USCIS requires employees to present documents from List A, which establishes both identity and work authorization, or a combination from List B for identity and List C for work authorization. Common List A documents include a U.S. Passport or Permanent Resident Card. A common combination is a driver’s license (List B) with a Social Security card or birth certificate (List C). Tracker’s guided workflow presents the complete, current List A, B, and C options and helps employees select the right combination, reducing errors from unacceptable or expired documents. Note that requesting specific document types from employees is unlawful, and Tracker’s workflow is designed to keep employers on the right side of this rule.