--- title: "Ohio's New E-Verify Law: What Construction Employers Need to Know" description: Ohio's new E-Verify law is now in effect for many nonresidential construction employers. Learn the key requirements and download Ahola's compliance guide. image: https://blog.ahola.com/hubfs/Copy%20of%20blog%20stock%20frame%20(15).png --- Start typing and press Enter to search * * # Ohio's New E-Verify Law: What Construction Employers Need to Know [Home](https://www.ahola.com/) » [News & Events](https://blog.ahola.com/ohios-new-e-verify-law-what-construction-employers-need-to-know) » Ohio's New E-Verify Law: What Construction Employers Need to Know [2026-06-18%2017:19:30](2026-06-18%2017:19:30) ![](https://blog.ahola.com/hubfs/Copy%20of%20blog%20stock%20frame%20(15).png) ## Ohio's New E-Verify Law: What Construction Employers Need to Know By [ Ahola Corporation ](https://blog.ahola.com/author/ahola-corporation)  Posted [ June 18, 2026](2026-06-18%2017:19:30)  In  [Human Resources](https://blog.ahola.com/tag/human-resources), [Employees](https://blog.ahola.com/tag/employees), [Hiring](https://blog.ahola.com/tag/hiring), [onboarding](https://blog.ahola.com/tag/onboarding) - - - - - Effective March 19, 2026, Ohio's new E-Verify Workforce Integrity Act requires many employers in the nonresidential construction industry to verify the employment eligibility of workers through the federal E-Verify system. If you're a general contractor, subcontractor, or labor broker working on commercial construction projects, now is the time to review your hiring and compliance processes. ## Who Does the Law Apply To? The law generally applies to employers involved in nonresidential construction projects, including: - Commercial buildings - Industrial facilities - Highways and bridges - Utilities and infrastructure projects The requirements typically do not apply to purely residential construction, manufactured homes, mobile homes, or certain agricultural structures. ## Compliance Goes Beyond Simply Enrolling in E-Verify Many employers assume compliance starts and ends with signing up for E-Verify. In reality, there are several steps contractors should take to reduce risk and prepare for potential audits or investigations. Some key requirements include: ### Continue Completing Form I-9s The new Ohio law does not replace the federal Form I-9 process. Employers must still complete Form I-9 for every new hire and use that information when creating E-Verify cases. ### Verify Covered New Hires Employers working on covered nonresidential construction projects must create E-Verify cases for applicable new hires and maintain records of those verifications. ### Maintain Proper Documentation Employers should retain: - [Form I-9 records](https://blog.ahola.com/real-life-hr-strengthening-i-9-compliance-with-practical-tools-guidance) - E-Verify confirmation numbers - Case results - Documentation related to nonconfirmations - Internal compliance records Proper record retention is critical if questions arise regarding workforce eligibility verification. ### Review Your Process for Nonconfirmations Employers should establish clear procedures for handling Tentative Nonconfirmations (TNCs) and Final Nonconfirmations (FNCs) to ensure compliance with both state and federal requirements. ### Don't Overlook Your Subcontractors For many general contractors, this may be the most important part of the law. Contractors should confirm that subcontractors and labor brokers: - Are enrolled in E-Verify - Maintain required records - Comply with Ohio's requirements - Provide compliance certifications when requested Many legal advisors are recommending updates to subcontractor agreements to address these obligations. ### Conduct Periodic Compliance Audits Regular reviews of I-9 completion, E-Verify processes, record retention, and subcontractor documentation can help identify issues before they become enforcement concerns. ## Download Our Ohio E-Verify Compliance Guide To help construction employers prepare, Ahola has created a simple step-by-step guide outlining the actions general contractors should take to comply with Ohio's new E-Verify law. [**Download the Ohio E-Verify Compliance Guide**](https://blog.ahola.com/hubfs/Ohio%20E-Verify%20Compliance%20Guide.pdf) for a practical checklist covering enrollment, documentation, subcontractor requirements, record retention, and audit preparation. ## Looking for a Broader E-Verify Overview? If you're new to E-Verify or want to better understand how the system works, be sure to read our related article, *[E-Verify: Balancing Compliance, Efficiency, and the Employee Experience](https://blog.ahola.com/e-verify-balancing-compliance-efficiency-and-the-employee-experience).* At Ahola, we're committed to helping employers navigate changing workforce regulations with confidence and practical guidance. ### Reply a Comment ## RELATED POSTS [![](https://blog.ahola.com/hubfs/Ohio%20500-1.png) ](https://blog.ahola.com/jeff-ahola-ceo-named-to-ohio-business-magazines-ohio-500-0) [Jeff Ahola, CEO, Named to Ohio Business Magazine's Ohio 500](https://blog.ahola.com/jeff-ahola-ceo-named-to-ohio-business-magazines-ohio-500-0) [![](https://blog.ahola.com/hubfs/Ohio%20500-2.png) ](https://blog.ahola.com/jeff-ahola-ceo-named-to-ohio-business-magazines-ohio-500-in-2024) [Jeff Ahola, CEO, Named to Ohio Business Magazine's Ohio 500](https://blog.ahola.com/jeff-ahola-ceo-named-to-ohio-business-magazines-ohio-500-in-2024) [![](https://blog.ahola.com/hubfs/Ohio%20500.png) ](https://blog.ahola.com/jeff-ahola-ceo-named-to-ohio-business-magazines-ohio-500) [Jeff Ahola, CEO, Named to Ohio Business Magazine's Ohio 500](https://blog.ahola.com/jeff-ahola-ceo-named-to-ohio-business-magazines-ohio-500) ## SUBSCRIBE ### Recent posts - [Professionalizing HR Without Losing Your Family Culture ](https://blog.ahola.com/professionalizing-hr-without-losing-your-family-culture) - [Why Encouraging Employees to Take Summer Vacation Benefits Your Workplace ](https://blog.ahola.com/why-encouraging-employees-to-take-summer-vacation-benefits-your-workplace) - [Ahola Named a 2026 Top Workplace — Six Years Running! ](https://blog.ahola.com/ahola-named-a-2026-top-workplace) - ### Topics - [Affordable Care Act (13)](https://blog.ahola.com/tag/affordable-care-act) - [Benefits (223)](https://blog.ahola.com/tag/benefits) - [Cybersecurity (1)](https://blog.ahola.com/tag/cybersecurity) - [Employee Engagement (255)](https://blog.ahola.com/tag/employee-engagement) - [Employees (603)](https://blog.ahola.com/tag/employees) - [Family Business Insights (10)](https://blog.ahola.com/tag/family-business-insights) - [Hiring (282)](https://blog.ahola.com/tag/hiring) - [Human Resources (645)](https://blog.ahola.com/tag/human-resources) - [Laws/Policies (26)](https://blog.ahola.com/tag/laws-policies) - [Managing COVID-19 (153)](https://blog.ahola.com/tag/managing-covid-19) - [News Release (56)](https://blog.ahola.com/tag/news-release) - [Offboarding (3)](https://blog.ahola.com/tag/offboarding) - [onboarding (7)](https://blog.ahola.com/tag/onboarding) - [Payroll (428)](https://blog.ahola.com/tag/payroll) - [Recruiting (142)](https://blog.ahola.com/tag/recruiting) - [Safety (121)](https://blog.ahola.com/tag/safety) - [Tax Compliance (230)](https://blog.ahola.com/tag/tax-compliance) - [Time & Attendance (124)](https://blog.ahola.com/tag/time-attendance) - [Training & Development (214)](https://blog.ahola.com/tag/training-development) - [Trending Topic (75)](https://blog.ahola.com/tag/trending-topic) - [Uncategorized (1)](https://blog.ahola.com/tag/uncategorized) - [Webinars (69)](https://blog.ahola.com/tag/webinars) - [Workers Comp (1)](https://blog.ahola.com/tag/workers-comp) [see all topics](https://blog.ahola.com/ohios-new-e-verify-law-what-construction-employers-need-to-know#) ### GENERAL DISCLAIMER This blog is for informational and educational purposes only. It does not constitute legal advice, and cannot constitute legal advice, because the authors are not licensed attorneys. Readers should not rely or act upon any information presented on this blog without seeking professional legal counsel. The views expressed in each post are those of the author, and the author alone; they are not the views of Ahola. The information provided in this blog is general, and based on information available as of the date of publishing. Information herein is provided on an “as is” or “as available” basis; we make no warranty of any kind to you regarding the information provided and disclaim any liability for damages from use of the blog or its content. Please consult an attorney to obtain advice with respect to any particular question or issue. 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