Understanding the Recent TPS Termination and Its Impact on Corporate Immigration 

A recent court order has authorized the Department of Homeland Security (DHS) to terminate Temporary Protected Status (TPS) for Honduras, Nicaragua, and Nepal. The court’s decision will severely affect immigration support options for organizations employing TPS beneficiaries from these countries.

Under the recent court order and USCIS guidance, TPS for Nepal expired August 20, 2025, and TPS for Honduras and Nicaragua is scheduled to expire September 8, 2025.
Corporate HR and People Operations teams should prepare transition plans for affected employees, ensuring compliance and minimizing business disruption. 

What Is TPS and Why It Matters for Employers 

Temporary Protected Status (TPS) allows nationals of designated countries experiencing armed conflict, natural disasters, or extraordinary conditions to remain and work in the United States lawfully. 

– Honduras & Nicaragua: TPS first granted in 1999; most recently extended through 2025.
– Nepal: TPS first granted in 2015; most recently extended through 2025.
 

The Trump administration has moved to end these protections, citing improved country conditions.  While an earlier court order postponed terminations until November 18, 2025, a higher court has just allowed the terminations to proceed. 

Maintaining Form I-9 Compliance for TPS Employees 

Employment Authorization Validity 

 
EADs for TPS holders are typically issued under categories A12 or C19. Employees from Nicaragua or Honduras with TPS EADs are authorized to work until September 8, 2025. Employees from Nepal are no longer authorized to work on TPS as of August 20, 2025. 

Required Employer Actions 

– Reverify work authorization documents before expiration.
– Update Form I-9 to reflect the new expiration dates.
– Train HR staff on recognizing valid TPS EAD categories and extensions.

Maintaining proper Form I-9 compliance procedures for TPS beneficiaries safeguards employers from monetary penalties and helps maintain a legal workforce.  

Strategic Corporate Immigration Support: Planning for the Future 

With the TPS end dates approaching, proactive planning is essential. HR/People Operations leaders should assess employees’ eligibility for alternative immigration options, including: 

Family-Based Sponsorship 

Available for employees with U.S. citizen spouses, parents, children, or siblings. 

Asylum 

Applicable if the employee fears persecution in their home country. 

H-1B Visa (Specialty Occupations) 

Suitable for professionals with qualifying degrees or experience. 

Other Nonimmigrant Categories 

Options like O-1 visas for individuals with extraordinary ability. 

PERM Labor Certification 

A pathway for green card sponsorship that can be paired with other immigration strategies. 

Partnering With Meltzer Hellrung for Corporate Immigration Support 

Our firm specializes in helping HR/People Operations leaders navigate complex immigration timelines with confidence. We provide: 

– Individualized immigration assessments for TPS employees.
– Strategic compliance planning for Form I-9 employment verification. 

-Customized timelines for documentation preparation. 

-Best-in-class service and process management. 

Next Steps 

Contact your designated Meltzer Hellrung attorney to create a strategic corporate immigration support plan for your TPS employees that ensures compliance and keeps your workforce secure. 

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