USCIS Limits Automatic EAD Extensions in 2025

Are you an employer managing a global workforce—or an employee working under H-4, F-1 OPT, TPS, or Adjustment of Status? You’re likely searching for clear answers on what the latest USCIS EAD policy change means for you.

The automatic EAD extension rule, once a safeguard against processing delays, is changing. Without early action, employees risk losing valid work authorization, while employers face potential I-9 compliance gaps and costly workflow disruptions.

Effective 30 October 2025, USCIS will end automatic EAD extensions for certain categories, reversing the 540-day grace period that previously helped reduce backlogs. The update reflects a renewed focus on security, vetting, and procedural integrity—and it reshapes how both employers and employees must plan renewals moving forward.

Employers should now audit their I-9 processes and encourage renewals at least 180 days before expiration. For employees, early filing is key to avoiding work interruptions.

Deel’s global people platform helps organizations stay ahead of policy shifts with tools to track expirations, manage renewals, and ensure compliance—so your teams remain supported, wherever they work.

What is the automatic EAD extension?

The automatic Employment Authorization Document (EAD) extension policy allowed certain foreign nationals to continue working legally in the United States while their EAD renewal applications were being processed.

Eligible applicants who filed their EAD renewal before their current card expired automatically received up to a 540-day extension of their work authorization. This safeguard was introduced to mitigate the impact of long processing times and prevent employment gaps resulting from renewal delays.

In effect, the automatic extension served as a temporary bridge, allowing workers to stay employed and employers to maintain compliance until USCIS completed adjudication of the new EAD.

Why is the automatic EAD extension policy changing?

According to USCIS, this policy shift is part of a broader initiative aimed at strengthening security, integrity, and accountability in the employment authorization process. The agency stated that ending automatic extensions for certain categories will allow for more comprehensive screening and vetting before work authorization is renewed.

USCIS emphasized that the update aligns with its commitment to upholding program integrity, ensuring that employment authorizations are issued only to individuals who continue to meet the eligibility requirements. In essence, the change reflects a tightening of procedures aimed at reducing risk and maintaining public trust in the US immigration system.

See also: Streamline international hiring with EOR visa sponsorship

Who does the automatic EAD extension policy change impact?

The new USCIS policy impacts specific categories of EAD holders, including individuals with:

• H-4 nonimmigrant status (dependents of H-1B visa holders)
• F-1 students on Optional Practical Training (OPT) or STEM OPT extensions
• Temporary Protected Status (TPS) beneficiaries
• Adjustment of Status (AOS) applicants awaiting green card approval

See also: Staying in the US After Your OPT Expires

When does the automatic EAD extension policy change take effect?

The updated policy takes effect on 30 October 2025. For EAD renewal applications filed on or after this date, the automatic extension will end when the individual’s current EAD expires.

Applications submitted before 30 October 2025 will continue to benefit from the previous 540-day automatic extension rule until those cases are adjudicated.

How does the policy change impact employers?

This policy change could have immediate operational and compliance implications for employers dependent on foreign talent with EAD-based work authorization. Without the automatic extension in place, even short delays in EAD renewals may lead to employment interruptions, I-9 compliance risks, and workflow disruptions.

To mitigate these challenges, employers should proactively track EAD expiration dates and encourage employees to file renewal applications as early as possible, up to 180 days before expiration. Implementing stronger internal monitoring processes and working closely with immigration counsel can help ensure business continuity and compliance under the new rules.

How does the policy change impact employees?

For employees, this policy change could create new challenges in maintaining continuous work authorization. Without the automatic extension, even minor processing delays could result in temporary lapses in employment eligibility, which would affect income stability and work continuity.

To avoid disruptions, employees should carefully track their EAD expiration dates and submit renewal applications at least 180 days before their current EAD expires. Consulting with an immigration attorney or HR representative can help ensure applications are filed correctly and on time.

While the change adds more responsibility to workers managing their own immigration timelines, early action and careful planning can significantly reduce the risk of employment gaps.