In 2025, the Trump administration has intensified immigration enforcement, leading to a notable increase in workplace raids conducted by U.S. Immigration and Customs Enforcement (ICE). Industries such as manufacturing, agriculture, construction, hospitality, and food processing are particularly affected. These raids often result in the sudden loss of workers and potential administrative and criminal penalties for employers.

Understanding ICE Raids

ICE raids are typically unannounced and occur when the agency suspects a business of employing undocumented workers. During these raids, agents may seize documents like payroll records, I-9 forms, and tax documents. Unauthorized workers found on-site can be arrested.

Proactive Measures for HR Departments

To mitigate risks and ensure compliance, HR professionals should consider the following steps:

1. Audit and Remediate I-9 Forms Regularly review I-9 forms to ensure accuracy and completeness. Consider partnering with immigration compliance experts to conduct thorough audits and address any discrepancies.
2. Develop a Preparedness Plan Collaborate with legal counsel to create a comprehensive plan outlining procedures for various types of ICE visits. This plan should include guidance on determining the nature of the ICE visit and steps to take in response. citeturn0search5
3. Establish Communication Protocols Assign specific roles to key personnel, such as HR, security, and reception, in the event of an ICE visit. Create a concise “cheat sheet” with step-by-step instructions for responding to ICE agents.
4. Train Staff Appropriately Provide training materials to prepare staff for potential ICE visits. Ensure they understand their rights and responsibilities, and how to handle interactions with ICE agents professionally and legally.

Addressing Employee Concerns

Beyond legal compliance, it’s essential to support employees who may be affected by increased immigration enforcement. Provide resources to help them understand and navigate their immigration status and foster a workplace culture that values diversity and inclusion.

Conclusion

The heightened focus on immigration enforcement necessitates that HR professionals take proactive steps to prepare their organizations. By auditing I-9 forms, developing response plans, establishing communication protocols, and supporting employees, businesses can navigate this challenging landscape effectively.