Can I e-sign this attestation?

Yes. Electronic signatures meet federal ESIGN and state UETA requirements when intent, consent, attribution, and retention are demonstrated; ensure consumer-facing notices where required and preserve an audit trail for enforcement or audit purposes.

Is notarization required?

Not usually for routine employer attestations, but some contracts or procurement clauses may demand notarization or remote online notarization; verify contract language and state notarization rules before assuming none is needed.

What if I entered incorrect information?

Document the error, correct the attestation with a new signed version, and retain both versions with an explanatory note; timely correction and clear audit documentation reduce enforcement risk.

How long must I keep attestations?

Retain with I-9s per federal rules: keep for three years after hire or one year after termination, whichever is later; longer retention may be required by state or contract.

Who must sign the attestation?

An authorized representative of the employer or contracting organization should sign and print their title; include contracting officer signatures when required by procurement terms.

Can vendors provide attestations for subcontractors?

Yes, prime contractors often require attestations from subcontractors; ensure subcontractor attestations contain equivalent data and the signer's authority is clearly stated.

Electronic Signature
Templates
HR
Employment Eligibility E-Verify Attestation

Employment Eligibility E-Verify Attestation

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYMENT ELIGIBILITY E-VERIFY ATTESTATION

Employer Information

Employer Name Employer Address Company E-Verify ID or Client Company ID (if applicable)

Personal Information

Full Legal Name:

Other Names Used (if any):

Current Address

Date of Birth:

Phone:

Email:

Last four digits of Social Security Number:

Position Information

Job Title Department

Reporting Manager:

Anticipated Start Date:

Salary / Pay Rate

Employment History (Most recent 2 employers)

Employer 1 - Company Name

Title:

From:

To:

Primary Responsibilities Reason for Leaving Employer 2 - Company Name

Title:

From:

To:

Primary Responsibilities Reason for Leaving

Education

Highest Degree or Diploma Institution

Graduation or Completion Date:

References (Professional)

Reference 1

Phone:

Email:

Reference 2

Phone:

Email:

Reference 3

Phone:

Email:

E-Verify Participation and Attestation

The employer named above participates in the electronic employment verification program (E-Verify) to confirm work authorization for new hires in accordance with applicable federal requirements. The employee acknowledges receipt of the employer's E-Verify policy and understands that the employer will create an E-Verify case using the employee's Form I-9 information and other identification documents provided for employment eligibility verification.

Employer participates in E-Verify: Yes No

If an E-Verify case is created, provide case information if available:

E-Verify Case Number Case Created Date

Employee attestation (check all that apply):

I attest, under penalty of perjury, that I am a citizen or national of this country, or an alien lawfully authorized to work in the United States.

I authorize the employer to submit my Form I-9 and identity/eligibility documentation information to E-Verify and related government agencies for employment verification purposes.

I certify that the information I have provided on this form is true and correct to the best of my knowledge and that I have not knowingly provided false or fraudulent documentation.

Legal Disclosures

At-Will Employment: Employment with the employer is at-will unless a separate written agreement signed by an authorized representative of the employer provides otherwise. At-will employment means that either the employee or the employer may terminate the employment relationship at any time, with or without cause or prior notice.

Equal Opportunity: The employer is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, genetic information, or any other characteristic protected by law.

Applicant Certification and Authorizations

I certify that all information provided on this form and any attached documentation is true and complete. I understand that providing false information or omitting material facts may result in disciplinary action, up to and including termination of employment.

I authorize the employer and its authorized agents to contact my previous employers and references, and to conduct background checks to the extent permitted by law. I further understand that any background check or employment verification will be performed in accordance with applicable privacy, notice, and consent requirements.

Additional Notes (optional)

Applicant Signature

Printed Name:

Signature:

Date:

What the Employment Eligibility E-Verify Attestation Is

The Employment Eligibility E-Verify Attestation is a written declaration used in hiring and contracting to record that an employer has verified a worker's right to work in the United States using an authorized E-Verify process or equivalent identity check. The attestation documents the verification method, the parties involved, relevant dates, and the signatory's authority. It serves as an administrative record retained with I-9s and personnel files to demonstrate compliance with federal verification practices and any contractual or procurement obligations that require confirmation of lawful work authorization.

Why this Attestation Matters for Compliance

An accurate Employment Eligibility E-Verify Attestation creates a clear compliance trail linking the verification event to the hired individual, the method used, and the authorized signer, reducing documentation risk and supporting audits or contract reviews.

Typical Users and Signers

Employers, HR teams, contractors, and government contracting officers commonly complete or request this attestation during onboarding or procurement verification.

Human resources administrators who maintain personnel files and I-9 records and coordinate E-Verify submissions.
Contract compliance officers overseeing vendor or subcontractor workforce eligibility for public contracts.
Hiring managers or authorized signatories who confirm that verification steps were completed before or shortly after hire.

Keep a single attestation per hire or per contract milestone and store it with other employment verification records for audit readiness.

Who Signs and Why

HR Manager

An HR Manager or designee typically signs to confirm the identity verification method and that E-Verify or an approved alternative was used; the signature ties the verification to the employer for recordkeeping and compliance.

Authorized Signatory

An Authorized Signatory for contractors or vendors signs when an attestation is required by a client or government prime to certify workforce eligibility according to contract terms and procurement rules.

Step-by-Step: Completing the Attestation

Follow these steps to ensure the attestation is accurate, linked to the verification event, and stored with employment records.

01

Prepare documents: Collect I-9, verification receipts, and any E-Verify case number.
02

Enter details: Populate employer, employee, dates, and verification method accurately.
03

Sign and date: Authorized signer completes signature and prints title and date.
04

File and retain: Store with personnel file and I-9 per retention rules.

How to Configure an Online Attestation Workflow

Configure a secure, auditable flow for creating, signing, and retaining attestations to reduce errors and support remote processing.

Upload Document	Add the attestation PDF or template to your e-sign platform for field placement.
Add Fields	Place required text, date, and signature fields; mark sensitive fields as restricted.
Signer Order	Set signing sequence for HR, manager, and contracting officer if applicable.
Authentication	Choose email or SMS verification; use stronger ID methods for high-risk roles.
Retention Settings	Configure automated archival and export to secure storage for compliance.

Where the Attestation Belongs and How It Moves

A clear routing path ensures the attestation accompanies the employee record and any procurement or contract files that requested the certification.

HR File: Primary retention location alongside completed I-9 forms.
Contract Folder: Attach to contract or subcontractor compliance documents when required.
E-Verify Records: Link case numbers or receipts, but do not submit the attestation to the E-Verify portal as a case document.
Audit Package: Include attestation in any audit or compliance response kit.

Technical and Platform Considerations

Use a platform that supports secure storage, audit trails, and the document formats your organization requires.

Formats: PDF, DOCX, and printable exports supported.
Integrations: Connectors for HRIS, NetSuite, and cloud storage.
Security: TLS 1.2/1.3 in transit; AES-256 at rest.

Electronic Attestation versus Paper Attestation

Compare key attributes to decide whether to maintain paper records, move to electronic attestations, or operate both in parallel.

Criteria	Electronic	Paper
Legality	meets esign/ueta	meets state law
Audit Trail	detailed metadata	manual notes
Storage	encrypted cloud	physical file
Turnaround	faster remote signing	slower local process

eSignature Vendor Pricing and Feature Comparison

Compare starting prices and common enterprise features across eSignature vendors; signNow is shown first for parity in core capabilities.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day trial	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Bulk Send	Yes (premium)	Yes	Yes	Yes	Varies
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes (BAA)	Varies by plan	Varies by plan	Varies	Varies

Timing, Deadlines, and Processing Expectations

Certain actions and retention triggers follow fixed timelines; meet verification windows and maintain proof of timely completion.

Initiate Verification:

Begin E-Verify or equivalent checks at hire or within the employer's allowed verification window

Sign Attestation:

Signer should date the attestation on or shortly after the verification completion date

Record Retention Start:

Retention runs from hire date or termination as defined by I-9 rules

Contract Deliverable:

Submit attestation within the timeframe required by the contract or procurement clause

Corrective Action Window:

Correct errors promptly to minimize exposure and document remediation steps

Key Milestones in the Verification and Attestation Workflow

Track milestones from verification initiation through resolution and final archival to ensure compliance at each stage.

01

Initiate E-Verify Case

Create the verification case and record the case number when applicable

02

Employee Response

Wait for any employee action and document communications

03

Resolve Results

Address Tentative Nonconfirmations within the required timeframe

04

Archive Record

Store attestation with I-9 and personnel file according to retention policy

Common Preparation Errors to Avoid

Entering mismatched names or identifiers that prevent matching in government verification systems and complicate audits.
Failing to record the verification method or case number, which leaves the attestation unlinked to the verification event.
Using informal titles or initials instead of the signer's full name and printed title, weakening chain-of-authority evidence.
Neglecting secure handling of sensitive identifiers such as SSNs, increasing privacy risk and noncompliance exposure.

Penalties and Risks of Incorrect or Missing Attestations

I-9 Penalties: $281–$2,789 per violation

Contract Sanctions: Withholding or termination of contract

Civil Fines: Monetary fines and remediation costs

Debarment Risk: Loss of eligibility for government contracts

Reputational Harm: Public enforcement actions and negative publicity

Privacy Violations: Exposure from mishandling SSNs or PHI

Essential Data Elements to Include on the Attestation

Employer Name: Legal business name

E-Verify ID: Company or client identifier

Employee Name: Full legal name

Employee ID: SSN or alien number

Verification Date: MM/DD/YYYY

Signer Details: Printed name, title, and signature

Real-World Examples of Attestation Use

Examples show how organizations attach attestations to hiring or contract compliance workflows to simplify audits and vendor oversight.

Martin Properties

Local property manager converted onboarding to electronic attestations to reduce turnaround time

Enabled remote signings for field hires
The change allowed timely documentation for leasing staff and improved audit readiness while maintaining secure records and consistent verification data.

Fertility Centers of Illinois

Clinical operations centralized attestation records for new hires across multiple clinics

Linked each attestation to the I-9 and background check
Centralization reduced duplicate records, improved retrieval for audits, and ensured consistent signatory authority across locations.

Frequently Asked Questions About the Employment Eligibility E-Verify Attestation

Answers to common questions on electronic signing, notarization, corrections, and retention of attestations to support accurate completion.

Need help? Contact support

Can I e-sign this attestation?
Yes. Electronic signatures meet federal ESIGN and state UETA requirements when intent, consent, attribution, and retention are demonstrated; ensure consumer-facing notices where required and preserve an audit trail for enforcement or audit purposes.
Is notarization required?
Not usually for routine employer attestations, but some contracts or procurement clauses may demand notarization or remote online notarization; verify contract language and state notarization rules before assuming none is needed.
What if I entered incorrect information?
Document the error, correct the attestation with a new signed version, and retain both versions with an explanatory note; timely correction and clear audit documentation reduce enforcement risk.
How long must I keep attestations?
Retain with I-9s per federal rules: keep for three years after hire or one year after termination, whichever is later; longer retention may be required by state or contract.
Who must sign the attestation?
An authorized representative of the employer or contracting organization should sign and print their title; include contracting officer signatures when required by procurement terms.
Can vendors provide attestations for subcontractors?
Yes, prime contractors often require attestations from subcontractors; ensure subcontractor attestations contain equivalent data and the signer's authority is clearly stated.

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