When a new hire fills out Form I-9, they have to prove two things: who they are, and that they are allowed to work in the United States. They do that with documents from three official lists, List A, List B, and List C. Here is exactly what those lists include, the one rule that decides which documents count, and the over-documentation mistake that gets employers fined.
1 The one rule: List A, or List B + List C
Everything about I-9 acceptable documents comes down to one choice, and every document must be unexpired:
2 What is on each list
Identity + work
U.S. passport or passport card, Green Card (I-551), Employment Authorization Document (I-766), and certain foreign passport combinations.
Identity only
Driver’s license or state ID, government ID card, school ID with photo, U.S. military card, and more.
Work only
Social Security card (unless marked not valid for employment), U.S. birth certificate, and DHS-issued work documents.
The free helper below lists every item on all three lists, in English, Spanish, and Mandarin. Employees under 18 who cannot present a List B document have limited alternatives (school, medical, or day-care records), also covered in the guide.
3 The mistake that gets employers fined
This is the big one. The employee, not you, chooses which acceptable documents to present. You must accept any document that reasonably appears genuine and relates to the person. You may not:
- Demand a specific document (for example, insisting on a Green Card)
- Ask for more documents than the lists require
- Reject a valid, unexpired document because you prefer another
- Treat workers differently based on citizenship status or national origin
Doing any of these can be unlawful document abuse, even when you mean well. When in doubt, accept what the lists allow and let the employee choose.
4 Helping a multilingual workforce
If your team includes Spanish or Mandarin speakers, the document step goes smoother when they can read the lists in their own language. Pair this with our guide on helping a Spanish or Mandarin-speaking employee with I-9 Section 1, and remember that anyone who translates for the employee must sign Supplement A.
5 Get the guide: the trilingual Acceptable Documents helper
A clean, printable one-file guide to List A, B, and C in English, Spanish, and Mandarin, with the selection rule and the employer do-not-over-ask reminder. Hand it to a new hire and the document step takes minutes.
Which Documents Can You Bring for I-9?
The full List A, B, and C in English, Spanish, and Mandarin, with the selection rule and the employer do-not-over-ask reminder. Instant PDF download.
6 Let us verify it for you
Reviewing documents correctly, filling in the employer section, and keeping records audit-ready is where mistakes get expensive. NotarEaseNYC handles I-9 employment verification as an authorized representative across all five boroughs, in person or remotely.
Onboarding new hires in NYC?
We verify List A, B, and C documents and complete the I-9 correctly, so you stay compliant.
No. The employee chooses from the lists. Requiring a specific document can be unlawful document abuse.
Do documents have to be unexpired?
Yes. Every List A, B, or C document must be unexpired to be acceptable.
Can I accept a photocopy?
Generally the employee presents original documents (limited exceptions apply, such as a certified copy of a birth certificate). Review the M-274 handbook.
What if a document looks fake?
You only accept documents that reasonably appear genuine and relate to the person. If one clearly does not, ask for a different acceptable document.
General educational information, not legal advice, based on Form I-9 edition 01/20/25. Lists and rules change. Rely on the current official Lists of Acceptable Documents and M-274 Handbook for Employers at uscis.gov, and consult an attorney for specific situations.