Tuesday Immigration Update

CHNV Parole Rollbacks Signal Urgent Action for Workers and Employers

On June 12, 2025, the Trump administration officially ended the CHNV humanitarian parole program, which provided parole and work authorization to nationals from Cuba, Haiti, Nicaragua, and Venezuela. This move removes work authorization for up to 528,000 people, creating immediate challenges for affected workers and their employers.

At the same time, many individuals holding Temporary Protected Status (TPS) from Haiti, Venezuela, Afghanistan, and other countries are also seeing their employment authorization terminated.

What Does This Mean?

• CHNV parolees no longer have valid parole status or work authorization.
• Affected workers must stop employment once their current work permits expire unless they secure another valid immigration status.
• Employers must update their I-9 records and complete timely reverification of work authorization to stay compliant.

Why This Matters

This termination is part of a broader immigration enforcement shift, focusing on limiting humanitarian pathways.  Many CHNV parolees and TPS holders do not have alternative legal options available.  This leaves workers vulnerable to losing their jobs and facing removal, while employers must navigate new compliance challenges.  Employers must closely monitor expiration dates and ensure all workforce eligibility is verified to avoid penalties and disruptions.

For CHNV Parole Recipients and TPS Holders

If you are a former CHNV parolee or a TPS recipient:

• Check your I-94 and Employment Authorization Document (EAD) expiration dates immediately.
• Consult an immigration attorney to explore alternative legal pathways such as asylum, family petitions, or other immigration benefits.
• Start any applications or status adjustments early—don’t wait until your authorization expires.

Guidance for Employers​
​
Employers with CHNV parolees or TPS workers should:

• Identify employees with C11-category EADs or other work permits linked to these programs.
• Reverify employment eligibility before work permits expire, updating I-9 forms as required by law.
• Follow anti-discrimination laws and treat all reverifications uniformly.
• Support affected employees by sharing resources and encouraging legal consultation.

📩 For legal support navigating these significant changes, contact the Law Office of Julia L. Stommes at [email protected] or visit www.stommesimmigration.com.

If you have questions about your visa status or if you are an employer exploring immigration options, we are here to help.  At the Law Office of Julia L. Stommes, we are committed to helping individuals and businesses navigate complex legal landscapes.
​
The information provided in this blog is intended for general informational purposes only and should not be construed as legal advice.  To schedule a Consultation to discuss your legal immigration options, please email us at [email protected].