← BLOG  |  NEWS

Federal: Supreme Court Permits DHS CHNV Parole Termination

25 Jun

Share
Update Applicable to:Effective Date
All EmployersMay 30, 2025: Court Order  
April 24, 2025: Employment Authorization Documents (EAD) are Revoked


What happened?

On May 30, 2025, the U.S. Supreme Court allowed the Department of Homeland Security (DHS) to move forward with ending Cuba, Haiti, Nicaragua, and Venezuela (CHNV) Humanitarian Parole Program. This means DHS can now terminate parole and revoke work permits for individuals from Cuba, Haiti, Nicaragua, and Venezuela who were admitted under the program.


Overview:

The CHNV Humanitarian Parole Program, which allowed over 450,000 individuals from Cuba, Haiti, Nicaragua, and Venezuela to live and work temporarily in the U.S., has been terminated by the Department of Homeland Security (DHS).


Current Status:

  • DHS can now terminate CHNV parole and revoke work permits (EADs) issued under the program, effective April 24, 2025.
  • DHS has not yet issued updated guidance on how it will manage current CHNV parolees or pending applications.


Additional Information:

  • CHNV beneficiaries whose parole is terminated and whose employment authorization is revoked will receive notification in their myUSCIS account.

  • The DHS has said that if a worker’s authorization document has been revoked, employers must immediately reverify each employee with Form I-9, Supplement B


Order of Events:

  • March 25, 2025: DHS announced the termination of the CHNV program, effective April 24, 2025.
  • April 14, 2025: A federal judge temporarily blocked the termination.
  • May 28, 2025: Judge Indira Talwani ordered DHS to resume processing CHNV and other humanitarian parole applications.
  • May 30, 2025: The U.S. Supreme Court lifted the block, allowing DHS to proceed with ending the program while legal appeals continue.


Source References

Schedule a Call

Learn more about VensureHR and how we can make an impact on your business.

Contact VensureHR

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Amazing!

You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.