VerifiID Blog

When shoppers walk into Market Basket, a beloved New England grocery chain, they expect fresh produce, friendly cashiers, and low prices. What they don’t expect is the sudden absence of dozens of workers after a federal audit. Yet in July 2025, that’s exactly what happened in New Bedford, Massachusetts, when Market Basket suspended 47 employees following an I-9 audit initiated by the Department of Homeland Security (DHS).

What’s your plan if ICE knocks on your door? Because when that Notice of Inspection hits, you’ve got three days to pull together thousands of files — perfectly completed, verified, and ready for inspection.And if you think “we’re fine” because your payroll provider gave you an I-9 form, think again.Payroll companies don’t verify employees — you do.

Form I-9 is required by U.S. Citizenship and Immigration Services (USCIS) to verify an employee’s identity and work authorization. Every employer must ensure it’s completed accurately and on time for every new hire.

Stay compliant. Reduce errors. Automate with VerifiID.ai. Section 1 — Employee Responsibilities (Must be completed by Day 1 of employment) Step 1 — Provide Personal Information☐ Enter full legal name (match ID document)☐ Include address, date of birth, and contact details☐ Provide Social Security Number (mandatory if using E-Verify)

What Payroll Providers Do for I-9s Most payroll providers (ADP, Paychex, Gusto, Paycor, etc.) include basic I-9 form management within their HR/payroll platforms.They provide electronic I-9 forms, storage, and sometimes workflows to capture Section 1 (employee info) and Section 2 (employer verification).Some integrate with E-Verify (especially ADP, Paycor, and Paychex), allowing employers to electronically submit I-9 data to DHS/SSA from inside the payroll system.They also maintain audit logs and reporting, helping employers stay organized if audited.

Workday includes an I-9 management module as part of its HCM (Human Capital Management) suite. It automates form completion, electronic storage, reminders, and reporting for Section 1 (employee) and Section 2 (employer) of the I-9.It integrates with E-Verify so employers can electronically submit employment eligibility information to DHS/SSA directly from Workday.

For decades, employers have relied on paper forms, IDs, and manual checks to verify employees. But as the Market Basket I-9 audit reminded us, even one error or fraudulent document can expose a business to fines, workforce disruption, and reputational risk.The challenge?I-9 forms confirm documentation, but employers are responsible for detecting fraud. E-Verify cross-checks records with DHS and SSA but doesn’t stop identity theft. Neither ensures that the person presenting the documents is actually the rightful owner.

Biometrics are unique physical or behavioral traits used to confirm someone’s identity.The Most Common in Workforce Verification: Face recognition → selfie or live video matched to an ID photoFingerprint scansIris or retina scansVoice recognition (less common for compliance, more for authentication)🔹 How Biometric Verification Works (Step by Step)

What it does I-9 (Form): Collects employee’s documents and info to confirm identity & work authorization.E-Verify: Cross-checks I-9 data against SSA & DHS databases.Biometric Verification: Confirms the person is the rightful document holder via face/fingerprint/iris match.

Whether you’re a small business or a large corporation, for-profit or non-profit, a restaurant chain or an educational institution — ICE audits are here. And they’re accelerating. Two recent cases highlight just how serious this is:Market Basket — which I covered in my last post. I shop there myself, so I’ve seen the impact firsthand.Harvard University — right here in my backyard, where many of my friends work and study.

Hiring is evolving — paper forms, manual checks, and week-long delays no longer work in a world where businesses need verified workers today. Whether you’re onboarding delivery drivers, nurses, warehouse staff, or restaurant teams, one thing hasn’t changed: compliance isn’t optional.

In today’s digital-first world, employers and HR leaders face increasing challenges in identity verification and workforce compliance. With rising fraud, regulatory audits, and stricter employee verification mandates, businesses need faster, safer, and smarter ways to confirm who someone is.This is where biometric verification and biometric authentication come in—but they aren’t the same. Understanding the difference is critical when choosing the right solution for hiring, onboarding, and workforce management.

In today’s competitive hiring landscape, time-to-hire is everything. Businesses can’t afford delays when securing top talent — but they also can’t afford mistakes when it comes to compliance, safety, and trust. That’s where background checks come in. At VerifiID.ai, we’ve reimagined employee verification using AI, biometrics, and automation — delivering instant, reliable results without sacrificing compliance.