New Immigration Rule: USCIS Reduces EAD Validity to Just 18 Months Starting December 5, 2025 — A Major Change for Adjustment-of-Status Applicants!

In a significant update to U.S. immigration policy, the U.S. Citizenship and Immigration Services (USCIS) has announced a sharp reduction in the validity period for Employment Authorization Documents (EADs) for many adjustment-of-status and humanitarian applicants. Beginning December 5, 2025, the maximum validity for EADs will be reduced from five years to just 18 months. This change will affect applicants currently seeking a green card and others involved in immigration processes such as refugees, asylum seekers, and Temporary Protected Status (TPS) holders. The move is aimed at enhancing the security vetting process, though it is expected to introduce significant challenges for individuals and employers navigating the U.S. immigration system.

For many foreign nationals, EADs have been a critical part of the process while awaiting the final approval of their permanent residency status. The new rule, which impacts both pending and new applications, will require those affected to renew their work permits more frequently — adding additional costs, paperwork, and potential delays to what is already a lengthy immigration process. The cutback in EAD validity is set to reshape how immigrants and businesses approach long-term residency planning.

Who Is Affected by the EAD Validity Reduction?

The 18-month EAD validity cap applies to several key groups of applicants under U.S. immigration law, including those in adjustment of status (AOS) processes, refugees, individuals with pending asylum cases, and those with TPS or parole status. Specifically, the rule will impact individuals who:

• Were admitted as refugees
• Have been granted asylum
• Have a pending asylum or withholding of deportation/removal case
• Have a pending adjustment of status application under INA 245
• Are awaiting suspension of deportation, cancellation of removal, or NACARA relief

The rule will apply to both new and pending applications filed after December 5, 2025, and will directly affect the EADs for all individuals in these categories. The reduced validity means that many applicants will need to renew their work authorization much sooner than anticipated, potentially disrupting their employment status and creating additional legal challenges.

What This Means for Green Card Applicants and Their Employers

Green card applicants, particularly those undergoing the adjustment of status process, often rely on EADs to secure employment while waiting for a decision on their applications. Previously, these applicants were able to secure EADs valid for up to five years, which offered a degree of stability during the long and often unpredictable wait for green card approval. With the new rule reducing the EAD validity to just 18 months, these applicants will now face more frequent renewals.

For employers, this presents new challenges in managing I-9 verifications and ensuring employees retain work authorization. The I-9 verification process may need to be repeated more often as workers cycle through renewals, leading to potential administrative burdens. Employers will need to ensure that they remain compliant with U.S. labor laws, including correctly verifying work status during each renewal cycle. Employers should track expiration dates carefully to avoid any lapses in employment authorization.

Furthermore, applicants will now have to submit their renewal applications much earlier — within the 180-day window prior to expiration — to avoid gaps in employment eligibility. This is a critical step to ensure applicants do not face interruptions in their ability to work. Employers are advised to be proactive in monitoring their workforce’s EAD status and ensure timely renewals to maintain continuity in staffing.

Parole and TPS Applicants: Shortened EAD Validity

Alongside the reduction in EAD validity for adjustment-of-status applicants, the new rule also impacts those who are paroled into the U.S. or hold Temporary Protected Status (TPS). Previously, individuals granted parole could receive EADs tied to the length of their parole — sometimes for multiple years. The new guidelines cap EAD validity for parolees and TPS holders to one year or the length of their parole, whichever is shorter. This change will affect individuals in several categories, including:

• Individuals paroled as refugees
• Parolees in general
• Spouses of entrepreneur parolees
• Individuals with TPS or with pending TPS applications

Again, these changes will come into effect on December 5, 2025, and will require these individuals to apply for renewals more frequently than before.

What Applicants and Employers Should Do Now

With the impending changes to EAD validity, applicants and employers need to act quickly to minimize disruption. Here are key actions that should be taken now:

• Track EAD expiration dates carefully: Applicants should ensure they know when their EADs are set to expire and begin the renewal process promptly.
• Submit renewals early: As renewal applications can be submitted up to 180 days before expiration, applicants should begin the renewal process as early as possible to avoid any gaps in work authorization.
• Prepare for more frequent I-9 reverification: Employers should adjust their internal procedures to accommodate more frequent I-9 verifications as workers cycle through renewals.
• Review compliance procedures: Employers should review their compliance with USCIS and immigration rules, making sure they are ready for the administrative changes ahead.

Looking Ahead: What Does This Mean for U.S. Immigration?

The change in EAD validity represents a major shift in how the U.S. immigration system will function, especially for individuals on the long road to permanent residency. By reducing the validity period of EADs, USCIS hopes to improve the security vetting process and ensure that only qualified individuals remain in the country as they await decisions on their green card applications.

However, this move has raised concerns about the practical implications for applicants and employers, who now face increased administrative burdens and potential delays. Whether this policy will create long-term benefits or add unnecessary complications to an already overloaded system remains to be seen. The full impact on the U.S. immigration process will become clearer as the policy is implemented and evaluated in the coming years.

Conclusion: A Shift in U.S. Immigration Policy

With the upcoming change in EAD validity for green card and TPS applicants, many individuals and employers will need to adapt quickly to avoid disruptions in their immigration status and work authorization. The reduced validity period reflects a broader push within USCIS to streamline security checks and manage the growing number of pending immigration cases more efficiently. However, it also underscores the increasing complexity of navigating the U.S. immigration system in an environment of policy changes, heightened vetting, and increased procedural requirements.

As the U.S. moves forward with this policy shift, applicants and employers alike must remain vigilant, ensure timely renewals, and stay informed about the evolving immigration landscape. The changes could significantly affect the way the U.S. manages work and residency applications in the future, impacting both the lives of foreign nationals and the businesses that rely on them.

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