An I-94 is not a general work permit. Whether it supports employment authorization depends on the admission classification, applicable restrictions, and sometimes an accompanying petition approval or EAD. A visitor’s I-94 and an employment-authorized nonimmigrant’s I-94 can look similar while having very different consequences. [1]
Read the class and expiration together
Check the class of admission, admit-until date, name, and passport information. Employer-specific categories generally permit only the authorized employment; they do not establish unrestricted permission to work for any business. Students have additional rules for on-campus work, practical training, and required authorization. [1]
A legacy “D/S” notation is not unlimited work permission. Current section 214.1(m) has transition rules for qualifying F/J holders maintaining status on September 15,2026; do not assume the old notation alone determines the current end date. [3]
Use the right I-9 evidence
The I-9 regulation lists acceptable documents and combinations. For some nonimmigrants, a foreign passport and appropriately endorsed I-94 may establish identity and authorization for the permitted employment. Other individuals need a separate EAD or another qualifying combination. [2]
Resolve mismatches before relying on the record
- Compare the latest admission with the most recent USCIS status approval.
- Confirm the employer, role, and any authorization dates.
- Have a school official review student employment questions.
- Seek correction of an erroneous classification or missing entry through the appropriate agency.
For example, a B-2 visitor cannot start a job merely because the I-94 has not expired. Conversely, an eligible worker may have acceptable proof other than an EAD.
Check the newest controlling record
An admission at the border and a later USCIS extension or change approval can produce different I-94 records. Compare the dates and agency actions instead of assuming the online travel-history page always displays the operative status grant. A valid visa’s expiration likewise does not necessarily end the authorized stay shown by the relevant I-94. For employment, the permitted employer, training authorization, and category conditions remain essential. If an employer finds an apparent inconsistency, determine which document is erroneous and which agency issued it; changing an I-9 entry alone does not correct the underlying immigration record. [1] [2]
See an I-94 missing the latest entry and the limits of an EAD approval notice when checking the actual document record.
Primary sources
- 8 C.F.R. 214.2: Nonimmigrant category requirements
- 8 C.F.R. 274a.2: I-9 documents
- 8 C.F.R.214.1(m): F/J fixed-date transition
Sources checked: October 31, 2026.