As of December 5 2025, USCIS has updated its Policy Manual to shorten the maximum validity period for certain EADs (employment authorization documents). This means that many initial and renewal EADs for refugees, asylees, and other applicants with pending green-card or humanitarian status will only be valid for only 18 months, instead of the previous 5 year long period.

Who Is Affected

The change impacts individuals whose EADs are based on:

  • Pending adjustment of status applications (e.g. Form I-485 applicants) 
  • Refugees and asylees (or individuals granted related humanitarian protections) 
  • Individuals with pending asylum claims, withholding-of-removal applications, or uses of humanitarian-based relief under certain statutes 

It’s important to note: EADs issued under different visa categories, such as many non-immigrant visas (H-1B, OPT, etc.) and other statuses are not automatically subject to this 18-month cap. 

Why the Change?

USCIS says this measure is part of its increased screening and vetting effort for individuals working in the U.S. under authorization. Shortening the validity period allows for more frequent vetting and reauthorization reviews, whichUSCIS argues will help detect fraud or threats to public safety more often.

This comes as a direct reversal of the previous policy that had extended the EAD period to five years to relieve pressure on the applicants and employers the constant renewal of their work authorization documents and avoid possible loss of work authorization based on government adjudicative delays. 

What are the Challenges Ahead?

  • More Frequent Renewals 

    If you rely on an EAD under one of the affected categories, expect to re-apply every 18 months instead of every 5 years. That will mean more paperwork, more USCIS fees, and, possibly, more delays.

  • Higher Risk of Work Authorization Gaps 

    Given the continued processing delays at USCIS, shorter EAD validity increases the chance that your renewal application may not be adjudicated before expiration. Without automatic extensions, this could result in unanticipated work interruptions.

  • Planning & Budgeting Impact for Employers 

    Employers who rely on staff working under EAD-based authorizations (e.g. hospitals, clinics, startups) must now track and manage more frequent renewals, raising HR, administrative, and compliance burdens.

What You Can Do Now

  1. Track EAD Expiration Dates Closely: Set reminders 6-8 months ahead to prepare renewal applications, and don’t leave it for  the last minute. 
  2. Submit Renewals Early: Given longer processing times, aim to file early so there’s a buffer to avoid work-authorization gaps. 
  3. Consult an Immigration Lawyer: If your situation is complex (pending adjustment, asylum, humanitarian relief), legal guidance can help you navigate the changes and plan for contingencies. 
  4. Explore Alternative Visa or Immigration Options:  If EAD-based work becomes unstable, it may be good to consider other pathways (employment-based visas, family-based petitions, permanent-resident options, etc.). 

Our Take at Garvish Immigration Law Group

We understand this change brings uncertainty, especially for immigrants, refugees, and families relying on EAD for work and stability. The shift to shorter validity means more frequent renewals, more paperwork, and increased anxiety about status and employment.

At Garvish Immigration Law Group, we will continue to closely follow these developments. If your EAD is affected, or if you’re concerned about renewals, work gaps, or long-term planning, we’re here to help. Contact us to explore your options and build a roadmap tailored to your situation.